Common use of Inplacement Clause in Contracts

Inplacement. If an employee has been issued a layoff notice pursuant to Section 5.5 and has no reassignment in lieu of layoff rights pursuant to Section 5.6 (a) and (b), then that employee shall be considered for inplacement. Inplacement is an offer of transfer (within specific wage bands) or demotion to an employee with a layoff notice into a vacant position, which the County intends to fill during the layoff notice period. The following conditions apply to the inplacement process: a) An employee must be qualified to transfer or demote. The Personnel Director shall determine qualifications. 1. Testing requirements will be the same as if the employee had been reclassified. 2. In determining qualifications and possible positions, transfers and demotions to both related and non-related classes may be considered. b) Transfer will be deemed a "lateral transfer" if movement from one class to another does not exceed an upward salary change of 5% (five percent). c) Normal transfer (ordinance code) rules apply (i.e., the employee can be taken on a permanent or probationary basis at the discretion of the appointing authority). If an employee has underlying permanent status the probationary period following the transfer shall be considered a subsequent probation. Consistent with this status, the employee on a subsequent probation with underlying permanent status has Personnel Board appeal rights. d) The employee may express a preference for certain occupational fields, assignments or departments. However, the employee has no right to claim any position nor is the County required to offer placement. e) A position shall not be considered "vacant" for inplacement purposes if the position has been identifiable as claimable under Section 5.6 (a) and (b) by another employee who has been issued a layoff notice under Section 5.5 or by an employee on a re-employment list established pursuant to Section 5.8. f) An employee who is placed under Section 5.15 or laid off under Section 5.7 shall have his/her name placed on all re-employment lists pursuant to Section 5.8 for the appropriate classification. g) In determining placement offers, the Union and the County, on a case-by-case basis, may by mutual agreement include as part of the placement offer: 1. basic skill competency training and/or; 2. literacy training and/or; 3. other methods (other than transfer or demotion) of filling vacant positions that do not violate Merit System principles or County Ordinance Code provisions. h) All inplacement offers must be made and accepted or rejected prior to the effective date of the layoff notice. Time permitting; the Personnel Department may assist employees on the re- employment list in addition to those employees with layoff notices. Such employees shall be entitled to all provisions of this Agreement. i) If an employee is not placed by the effective date of the layoff notice, he/she shall be laid off under the provisions of the layoff notice.

Inplacement. If an employee has been issued a layoff notice pursuant to Section 5.5 15.5, Notice of Layoff, and has no reassignment in lieu of layoff rights pursuant to Section 5.6 (a) and (b), 15.6 or 15.7 then that employee shall be considered for inplacement. Inplacement is an offer of transfer (within specific wage bands) or demotion to an employee with a layoff notice into to a vacant position, position which the County intends to fill during the layoff notice period. The following conditions apply to the inplacement process: a) An employee must be qualified to transfer or demote. The Personnel Director shall determine qualifications. 1. Testing requirements will be the same as if the employee had been reclassified. 2. In determining qualifications and possible positions, transfers and demotions to both related and non-related classes may be considered. b) Transfer will be deemed a "lateral transfer" if movement from one class to another does not exceed an upward salary change of 5% twelve percent (five percent12%). c) Normal transfer (ordinance code) rules apply (i.e., : the employee can be taken on a permanent or probationary basis at the discretion of the appointing authority). If an employee has underlying permanent status the probationary period following the transfer shall be considered a subsequent probation. Consistent with this status, the employee on a subsequent probation with underlying permanent status status, has Personnel Board appeal rights. d) The employee may express a preference for certain occupational fields, assignments appointments or departments. However, the employee has no right to claim any position nor is the County required to offer placementinplacement. e) A The position shall not be considered "vacant" for inplacement purposes if the position has been identifiable identified as claimable under Section 5.6 15.6(a), or (a) and (bc) by another employee who has been issued a layoff notice under Section 5.5 15.5, Notice of Layoff, or by an employee on a re-employment list established pursuant to Section 5.815.9., Re-employment List. f) An employee who is placed under Section 5.15 this inplacement section or laid off under Section 5.7 15.7 shall have his/her name placed on all re-employment lists pursuant to Section 5.8 for the appropriate classification. g) In determining placement offers, the Union CEMA and the County, on a case-by-case by case basis, may by mutual agreement include as part of the placement offer: 1. basic skill competency training and/or; 2. literacy training and/or; 3. other methods (other than transfer or demotion) of filling vacant positions that do not violate Merit System principles or County Ordinance Code provisions. h) All inplacement offers must be made and accepted or rejected prior to the effective date of the layoff notice. Time permitting; , the Personnel Department may assist employees on the re- re-employment list in addition to those employees workers with layoff notices. Such employees shall be entitled to all provisions of this Agreement. i) If an employee is not placed by the effective date of the layoff notice, he/she shall be laid off under the provisions of the layoff notice.

Inplacement. In the event that an employee is not reassigned in lieu of layoff as in Section 21 (d) or (e), the employee shall be laid off or may be offered placement in another County position. If an employee elects not to exercise the option in Section 21 (f), the employee may be deemed to have been offered and declined such work. If an employee has been issued a layoff notice pursuant to Section 5.5 21 (c) and has no reassignment in lieu of layoff rights pursuant to Section 5.6 21 (ad) and (be), then that employee shall be considered for inplacement. Inplacement is an offer of transfer (within specific wage bands) or demotion to an employee with a layoff notice into a vacant position, position which the County intends to fill during the layoff notice period. The following conditions apply to the inplacement process: a) 1. An employee must be qualified to transfer or demote. The Personnel Director shall determine qualifications. 1. a. Testing requirements will would be the same as if the employee had been reclassified. 2. b. In determining qualifications and possible positions, transfers and demotions to both related and non-related classes may be considered. b) 2. Transfer will be deemed a "lateral transfer" if movement from one class to another does not exceed an upward salary change of 5% (five percent). c) 3. Normal transfer (ordinance code) rules apply (i.e., : the employee can be taken on a permanent or probationary basis at the discretion of the appointing authority). If an employee has underlying permanent status status, the probationary period following the transfer shall be considered a subsequent probation. Consistent with this status, the employee on a subsequent probation with underlying permanent status status, has Personnel Board appeal rights. d) 4. The employee may express a preference for certain occupational fields, assignments or departments. However, the employee has no right to claim any position nor is the County required to offer placement. e) 5. A position shall not be considered "vacant" for inplacement purposes if the position has been identifiable identified as claimable under Section 5.6 21 (ad) and or (be) by another employee who has been issued a layoff notice under Section 5.5 21 (c) or by an employee on a re-employment list established pursuant to Section 5.821 (g). f) 6. An employee who is placed under Section 5.15 or laid off under Section 5.7 21 (f) shall have his/her name placed on all re-employment lists pursuant to Section 5.8 21 (g) for the appropriate classification. g) 7. In determining placement offers, the Union Association and the County, on a case-by-case basisby case basis may, may by mutual agreement include as part of the placement offer: 1. a. basic skill competency training and/or; 2. literacy training and/or; 3. b. other methods (other than transfer or demotion) of filling vacant positions that do not violate Merit System principles merit system principals or County Ordinance Code code provisions. h) 8. All inplacement offers must be made and accepted or rejected prior to the effective date of the layoff notice. Time permitting; the Personnel Department , Human Resources may assist employees on the re- re-employment list in addition to those employees with layoff notices. Such employees shall be entitled to all provisions of this Agreementagreement. i) 9. If an employee is not placed by the effective date of the layoff notice, he/she shall be laid off under the provisions of the layoff notice.

Inplacement. If an employee a worker has been issued a layoff notice pursuant to Section 5.5 5.6 and has no reassignment in lieu of layoff rights pursuant to Section 5.6 (a5.7(a) and or (b), then that employee worker shall be considered for inplacement. Inplacement is an offer of transfer (within specific wage bands) or demotion to an employee a worker with a layoff notice into a vacant position, position which the County intends to fill during the layoff notice period. The following conditions apply to the inplacement process: a) An employee 1. A worker must be qualified to transfer or demote. The Personnel Director shall determine qualifications. 1. a. Testing requirements will be the same as if the employee worker had been reclassified. 2. b. In determining qualifications and possible positions, transfers and demotions to both related and non-related classes may be considered. b) 2. Transfer will be deemed a "lateral transfer" if movement from one class to another does not exceed an upward salary change of 510% (five ten percent). c) 3. Normal transfer (ordinance code) rules apply (i.e., the employee worker can be taken on a permanent or probationary basis at the discretion of the appointing authority). If an employee a worker has underlying permanent status the probationary period following the transfer shall be considered a subsequent probation. Consistent with this status, the employee worker on a subsequent probation with underlying permanent status status, has Personnel Board appeal rights. d) 4. The employee worker may express a preference for certain occupational fields, assignments or departments. However, the employee worker has no right to claim any position nor is the County required to offer placement. e) 5. A position shall not be considered "vacant" for inplacement purposes if the position has been identifiable identified as claimable under Section 5.6 (a) and 5.7(a), or (b) by another employee worker who has been issued a layoff notice under Section 5.5 5.6 or by an employee worker on a re-employment list established pursuant to Section 5.85.10. f) An employee 6. A worker who is placed under Section 5.15 5.9(b) or laid off under Section 5.7 5.9(a) shall have his/her name placed on all re-employment lists pursuant to Section 5.8 5.10 for the appropriate classification. g) 7. In determining placement offers, the Union and the County, on a case-by-case by case basis, may by mutual agreement include as part of the placement offer: 1. a. basic skill competency training and/or; 2. b. literacy training and/or; 3. c. other methods (other than transfer or demotion) of filling vacant positions that do not violate Merit System principles or County Ordinance Code provisions. h) 8. All inplacement offers must be made and accepted or rejected prior to the effective date of the layoff notice. Time permitting; , the Personnel Department may assist employees workers on the re- re-employment list in addition to those employees workers with layoff notices. Such employees workers shall be entitled to all provisions of this Agreement. i) 9. If an employee a worker is not placed by the effective date of the layoff notice, he/she shall be laid off under the provisions of the layoff notice.

Inplacement. In the event that an employee is not reassigned in lieu of layoff as in Section 21 (d) or (e), the employee shall be laid off or may be offered placement in another County position. If an employee elects not to exercise the option in Section 21 (f), the employee may be deemed to have been offered and declined such work. If an employee has been issued a layoff notice pursuant to Section 5.5 21 (c) and has no reassignment in lieu of layoff rights pursuant to Section 5.6 21 (ad) and (be), then that employee shall be considered for inplacement. Inplacement is an offer of transfer (within specific wage bands) or demotion to an employee with a layoff notice into a vacant position, position which the County intends to fill during the layoff notice period. The following conditions apply to the inplacement process: a) 1. An employee must be qualified to transfer or demote. The Personnel Director shall determine qualifications. 1. a. Testing requirements will would be the same as if the employee had been reclassified. 2. b. In determining qualifications and possible positions, transfers and demotions to both related and non-related classes may be considered. b) 2. Transfer will be deemed a "lateral transfer" if movement from one class to another does not exceed an upward salary change of 5% (five percent). c) 3. Normal transfer (ordinance code) rules apply (i.e., : the employee can be taken on a permanent or probationary basis at the discretion of the appointing authority). If an employee has underlying permanent status status, the probationary period following the transfer shall be considered a subsequent probation. Consistent with this status, the employee on a subsequent probation with underlying permanent status status, has Personnel Board appeal rights. d) 4. The employee may express a preference for certain occupational fields, assignments or departments. However, the employee has no right to claim any position nor is the County required to offer placement. e) 5. A position shall not be considered "vacant" for inplacement purposes if the position has been identifiable identified as claimable under Section 5.6 21 (ad) and or (be) by another employee who has been issued a layoff notice under Section 5.5 21 (c) or by an employee on a re-employment list established pursuant to Section 5.821 (g). f) 6. An employee who is placed under Section 5.15 or laid off under Section 5.7 21 (f) shall have his/her name placed on all re-employment lists pursuant to Section 5.8 21 (g) for the appropriate classification. g) 7. In determining placement offers, the Union Association and the County, on a case-by-case basisby case basis may, may by mutual agreement include as part of the placement offer: 1. a. basic skill competency training and/or; 2. literacy training and/or; 3. b. other methods (other than transfer or demotion) of filling vacant positions that do not violate Merit System principles merit system principals or County Ordinance Code code provisions. h) 8. All inplacement offers must be made and accepted or rejected prior to the effective date of the layoff notice. Time permitting; , the Personnel Department may assist employees on the re- re-employment list in addition to those employees with layoff notices. Such employees shall be entitled to all provisions of this Agreementagreement. i) 9. If an employee is not placed by the effective date of the layoff notice, he/she shall be laid off under the provisions of the layoff notice.

Inplacement. If an employee a nurse has been issued a layoff notice pursuant to Section 5.5 5.8 and has no reassignment in lieu of layoff rights pursuant to Section 5.6 (a) and (b)Sections 5.4 or 5.5, then that employee nurse shall be considered for inplacement. Inplacement is an offer of transfer (within specific wage bands) or demotion to an employee a nurse with a layoff notice into a vacant position, position which the County intends to fill during the layoff notice period. The following conditions apply to the inplacement process: a) An employee 1. A nurse must be qualified to transfer or demote. The Personnel Director shall determine qualifications. 1. a. Testing requirements will be the same as if the employee nurse had been reclassified. 2. b. In determining qualifications and possible positions, transfers and demotions to both related and non-related classes may be considered. b) Transfer 2. Transfers resulting from layoffs will be deemed a "lateral transfer" if movement from one class to another does not exceed an upward salary change of 510% (five ten percent). c) Normal 3. The normal transfer (ordinance code) rules apply (i.e., the employee can be taken on a permanent or probationary basis at the discretion of the appointing authority)when an inplacement transfer occurs. If an employee a nurse has underlying permanent status the probationary period following the transfer shall be considered a subsequent probation. Consistent with this status, the employee nurse on a subsequent probation with underlying permanent status status, has Personnel Board appeal rights. d) 4. The employee nurse may express a preference for certain occupational fields, assignments or departments. However, the employee nurse has no right to claim any position nor is the County required to offer placement. e) 5. A position shall not be considered "vacant" for inplacement purposes if the position has been identifiable identified as claimable under Section 5.6 (a) and (b) 5.4 or 5.5 by another employee nurse who has been issued a layoff notice under Section 5.5 5.8 or by an employee a nurse on a re-re- employment list established pursuant to Section 5.85.11. f) An employee 6. A nurse who is placed under Section 5.15 5.4 or laid off under Section 5.7 5.10 shall have his/her their name placed on all re-employment lists pursuant to Section 5.8 5.11 for the appropriate classification. g) 7. In determining placement offers, the Union Association and the County, on a case-by-case by case basis, may by mutual agreement include as part of the placement offer: 1. a. basic skill competency training and/or; 2. b. literacy training and/or; 3. c. other methods (other than transfer or demotion) of filling vacant positions that do not violate Merit System principles or County Ordinance Code provisions. h) 8. All inplacement offers must be made and accepted or rejected prior to the effective date of the layoff notice. Time permitting; , the Personnel Department may assist employees nurses on the re- re-employment list in addition to those employees workers with layoff notices. Such employees nurses shall be entitled to all provisions of this Agreement. i) 9. If an employee a worker is not placed by the effective date of the layoff notice, he/she they shall be laid off under the provisions of the layoff notice. 10. Nurses are eligible to transfer to vacant positions within a unit in accordance with 6.9 prior to filling positions by inplacement of employees outside the bargaining unit into RNPA. Vacancies existing within a unit seven (7) calendar days prior to date of layoff shall not be posted and shall be considered for purposes of inplacement. This provision relates to inplacement of employees outside of RNPA and does not include employees with return to former classification rights.

Inplacement. If an employee has been issued a layoff notice pursuant to Section 5.5 15.5, Notice of Layoff, and has no reassignment in lieu of layoff rights pursuant to Section 5.6 (a) and (b), 15.6 or 15.7 then that employee shall be considered for inplacement. Inplacement is an offer of transfer (within specific wage bands) or demotion to an employee with a layoff notice into to a vacant position, position which the County intends to fill during the layoff notice period. The following conditions apply to the inplacement process: a) An employee must be qualified to transfer or demote. The Director of Personnel Director shall determine qualifications. 1. ) Testing requirements will be the same as if the employee had been reclassified. 2. ) In determining qualifications and possible positions, transfers transfers, and demotions to both related bothrelated and non-related classes may be considered. b) Transfer will be deemed a "“lateral transfer" ” if movement from one class to another does not exceed an upward salary change of 5% fifteen percent (five percent15%). c) Normal transfer (ordinance code) rules apply (i.e., : the employee can be taken on a permanent or probationary basis at the discretion of the appointing authority). If an employee has underlying permanent status the probationary period following the transfer shall be considered a subsequent probation. Consistent with this status, the employee on a subsequent probation with underlying permanent status status, has Personnel Board appeal rights. d) The employee may express a preference for certain occupational fields, assignments appointments, or departments. However, the employee has no right to claim any position nor is the County required to offer placementinplacement. e) A The position shall not be considered "vacant" for inplacement purposes if the position has been identifiable identified as claimable under Section 5.6 (15.6 a) and (b), or c) by another employee who has been issued a layoff notice under Section 5.5 15.5, Notice of Layoff, or by an employee on a re-employment list established pursuant to Section 5.8. f) An employee who is placed under Section 5.15 or laid off under Section 5.7 shall have his/her name placed on all re15.9, Re-employment lists pursuant to Section 5.8 for the appropriate classificationList. g) In determining placement offers, the Union and the County, on a case-by-case basis, may by mutual agreement include as part of the placement offer: 1. basic skill competency training and/or; 2. literacy training and/or; 3. other methods (other than transfer or demotion) of filling vacant positions that do not violate Merit System principles or County Ordinance Code provisions. h) All inplacement offers must be made and accepted or rejected prior to the effective date of the layoff notice. Time permitting; the Personnel Department may assist employees on the re- employment list in addition to those employees with layoff notices. Such employees shall be entitled to all provisions of this Agreement. i) If an employee is not placed by the effective date of the layoff notice, he/she shall be laid off under the provisions of the layoff notice.

Inplacement. If an employee a worker has been issued a layoff notice pursuant to Section 5.5 5.6 and has no reassignment in lieu of layoff rights pursuant to Section 5.6 (a5.7(a) and or (b), then that employee worker shall be considered for inplacement. Inplacement is an offer of transfer (within specific wage bands) or demotion to an employee a worker with a layoff notice into a vacant position, position which the County VTA intends to fill during the layoff notice period. The following conditions apply to the inplacement process: a) An employee 1. A worker must be qualified to transfer or demote. The Personnel Director Employee Services Manager shall determine qualifications. 1. Testing requirements will a. A qualifying exam may be the same as if the employee had been reclassifiedrequired. 2. b. In determining qualifications and possible positions, transfers and demotions to both related and non-related classes may be considered. b) Transfer will be deemed a "lateral transfer" if movement from one class to another does not exceed an upward salary change of 5% (five percent). c) 2. Normal transfer (ordinance code) rules apply (i.e., the employee worker can be taken on a permanent regular or probationary basis at the discretion of the appointing authority). If an employee a worker has underlying permanent status regular status, the probationary period following the transfer shall be considered a subsequent probation. Consistent with this status, the employee worker on a subsequent probation with underlying permanent status regular status, has Personnel Board appeal rightsrights to the grievance procedure. d) 3. The employee worker may express a preference for certain occupational fields, assignments or departments. However, the employee worker has no right to claim any position nor is the County VTA required to offer placement. e) 4. A position shall not be considered "vacant" for inplacement purposes if the position has been identifiable identified as claimable under Section 5.6 (a) and 5.7(a), or (b) by another employee worker who has been issued a layoff notice under Section 5.5 5.6, or by an employee worker on a re-employment list established pursuant to Section 5.85.9. f) An employee 5. A worker who is placed under Section 5.15 5.8(b) or laid off under Section 5.7 5.8(a) shall have his/her name placed on all re-employment lists pursuant to Section 5.8 for the appropriate classification. g) In determining placement offers, the Union and the County, on a case-by-case basis, may by mutual agreement include as part of the placement offer: 1. basic skill competency training and/or; 2. literacy training and/or; 3. other methods (other than transfer or demotion) of filling vacant positions that do not violate Merit System principles or County Ordinance Code provisions. h) All inplacement offers must be made and accepted or rejected prior to the effective date of the layoff notice. Time permitting; the Personnel Department may assist employees on the re- employment list in addition to those employees with layoff notices. Such employees shall be entitled to all provisions of this Agreement. i) If an employee is not placed by the effective date of the layoff notice, he/she shall be laid off under the provisions of the layoff notice.Section

Inplacement. If an employee has been issued a layoff notice pursuant to Section 5.5 15.5, Notice of Layoff, and has no reassignment in lieu of layoff rights pursuant to Section 5.6 (a) and (b), 15.6 or 15.7 then that employee shall be considered for inplacement. Inplacement is an offer of transfer (within specific wage bands) or demotion to an employee with a layoff notice into to a vacant position, position which the County intends to fill during the layoff notice period. The following conditions apply to the inplacement process: a) An employee must be qualified to transfer or demote. The Personnel Director shall determine qualifications. 1. Testing requirements will be the same as if the employee had been reclassified. 2. In determining qualifications and possible positions, transfers and demotions to both related and non-related classes may be considered. b) Transfer will be deemed a "lateral transfer" if movement from one class to another does not exceed an upward salary change of 5% twelve fifteen percent (five percent1215%). c) Normal transfer (ordinance code) rules apply (i.e., : the employee can be taken on a permanent or probationary basis at the discretion of the appointing authority). If an employee has underlying permanent status the probationary period following the transfer shall be considered a subsequent probation. Consistent with this status, the employee on a subsequent probation with underlying permanent status status, has Personnel Board appeal rights. d) The employee may express a preference for certain occupational fields, assignments appointments or departments. However, the employee has no right to claim any position nor is the County required to offer placementinplacement. e) A The position shall not be considered "vacant" for inplacement purposes if the position has been identifiable identified as claimable under Section 5.6 15.6(a), or (a) and (bc) by another employee who has been issued a layoff notice under Section 5.5 15.5, Notice of Layoff, or by an employee on a re-employment list established pursuant to Section 5.815.9., Re-employment List. f) An employee who is placed under Section 5.15 this inplacement section or laid off under Section 5.7 15.7 shall have his/her name placed on all re-employment lists pursuant to Section 5.8 for the appropriate classification. g) In determining placement offers, the Union CEMA and the County, on a case-by-case by case basis, may by mutual agreement include as part of the placement offer: 1. basic skill competency training and/or; 2. literacy training and/or; 3. other methods (other than transfer or demotion) of filling vacant positions that do not violate Merit System principles or County Ordinance Code provisions. h) All inplacement offers must be made and accepted or rejected prior to the effective date of the layoff notice. Time permitting; , the Personnel Department may assist employees on the re- re-employment list in addition to those employees workers with layoff notices. Such employees shall be entitled to all provisions of this Agreement. i) If an employee is not placed by the effective date of the layoff notice, he/she shall be laid off under the provisions of the layoff notice.

Inplacement. If an employee a nurse has been issued a layoff notice pursuant to Section 5.5 5.8 and has no reassignment in lieu of layoff rights pursuant to Section 5.6 (a) and (b)Sections 5.4 or 5.5, then that employee nurse shall be considered for inplacement. Inplacement is an offer of transfer (within specific wage bands) or demotion to an employee a nurse with a layoff notice into a vacant position, position which the County intends to fill during the layoff notice period. The following conditions apply to the inplacement process: a) An employee 1. A nurse must be qualified to transfer or demote. The Personnel Director shall determine qualifications. 1. a. Testing requirements will be the same as if the employee nurse had been reclassified. 2. b. In determining qualifications and possible positions, transfers and demotions to both related and non-non- related classes may be considered. b) Transfer 2. Transfers resulting from layoffs will be deemed a "lateral transfer" if movement from one class to another does not exceed an upward salary change of 510% (five ten percent). c) Normal 3. The normal transfer (ordinance code) rules apply (i.e., the employee can be taken on a permanent or probationary basis at the discretion of the appointing authority)when an inplacement transfer occurs. If an employee a nurse has underlying permanent status the probationary period following the transfer shall be considered a subsequent probation. Consistent with this status, the employee nurse on a subsequent probation with underlying permanent status status, has Personnel Board appeal rights. d) 4. The employee nurse may express a preference for certain occupational fields, assignments or departments. However, the employee nurse has no right to claim any position nor is the County required to offer placement. e) 5. A position shall not be considered "vacant" for inplacement purposes if the position has been identifiable identified as claimable under Section 5.6 (a) and (b) 5.4 or 5.5 by another employee nurse who has been issued a layoff notice under Section 5.5 5.8 or by an employee a nurse on a re-employment list established pursuant to Section 5.85.11. f) An employee 6. A nurse who is placed under Section 5.15 5.4 or laid off under Section 5.7 5.10 shall have his/her name placed on all re-re- employment lists pursuant to Section 5.8 5.11 for the appropriate classification. g) 7. In determining placement offers, the Union Association and the County, on a case-by-case by case basis, may by mutual agreement include as part of the placement offer: 1. a. basic skill competency training and/or; 2. b. literacy training and/or; 3. c. other methods (other than transfer or demotion) of filling vacant positions that do not violate Merit System principles or County Ordinance Code provisions. h) 8. All inplacement offers must be made and accepted or rejected prior to the effective date of the layoff notice. Time permitting; , the Personnel Department may assist employees nurses on the re- re-employment list in addition to those employees workers with layoff notices. Such employees nurses shall be entitled to all provisions of this Agreement. i) 9. If an employee a worker is not placed by the effective date of the layoff notice, he/she shall be laid off under the provisions of the layoff notice. 10. Nurses are eligible to transfer to vacant positions within a unit in accordance with 6.9 prior to filling positions by inplacement of employees outside the bargaining unit into RNPA. Vacancies existing within a unit seven (7) calendar days prior to date of layoff shall not be posted and shall be considered for purposes of inplacement. This provision relates to inplacement of employees outside of RNPA and does not include employees with return to former classification rights.

Inplacement. If an employee a worker has been issued a layoff notice pursuant to Section 5.5 5.6 and has no reassignment in lieu of layoff rights pursuant to Section 5.6 (a5.7(a) and or (b), then that employee worker shall be considered for inplacement. Only those workers who have achieved permanent status within any classification in the County are eligible for inplacement. Inplacement is an offer of transfer (within specific wage bands) or demotion to an employee a worker with a layoff notice into a vacant position, position which the County intends to fill during the layoff notice period. The following conditions apply to the inplacement process: a) An employee 1. A worker must be qualified to transfer or demote. The Personnel Director shall determine qualifications. 1. a. Testing requirements will be the same as if the employee worker had been reclassified. 2. b. In determining qualifications and possible positions, transfers and demotions to both related and non-related classes may be considered. b) 2. Transfer will be deemed a "lateral transfer" if movement from one class to another does not exceed an upward salary change of 512% (five twelve percent). c) 3. Normal transfer (ordinance code) rules apply (i.e., the employee can apply. Workers placed into new classifications shall be taken placed on a permanent or probationary basis at the discretion of the appointing authority)status. If an employee a worker has underlying permanent status the probationary period following the transfer shall be considered a subsequent probation. Consistent with this status, the employee worker on a subsequent probation with underlying permanent status status, has Personnel Board appeal rights. d) 4. The employee worker may express a preference for certain occupational fields, assignments or departments. However, the employee worker has no right to claim any position nor is the County required to offer placement. e) 5. A position shall not be considered "vacant" for inplacement purposes if the position has been identifiable identified as claimable under Section 5.6 (a) and 5.7(a), or (b) by another employee worker who has been issued a layoff notice under Section 5.5 5.6 or by an employee worker on a re-employment list established pursuant to Section 5.85.10. f) An employee 6. A worker who is placed under Section 5.15 5.9(b) or laid off under Section 5.7 5.9(a) shall have his/her name placed on all re-employment lists pursuant to Section 5.8 5.10 for the appropriate classification. g) 7. In determining placement offers, the Union and the County, on a case-by-case by case basis, may by mutual agreement include as part of the placement offer: 1. a. basic skill competency training and/or; 2. b. literacy training and/or; 3. c. other methods (other than transfer or demotion) of filling vacant positions that do not violate Merit System principles or County Ordinance Code provisions. h) 8. All inplacement offers must be made and accepted or rejected prior to the effective date of the layoff notice. Time permitting; , the Personnel Department may assist employees workers on the re- re-employment list in addition to those employees workers with layoff notices. Such employees workers shall be entitled to all provisions of this Agreement. i) 9. If an employee a worker is not placed by the effective date of the layoff notice, he/she shall be laid off under the provisions of the layoff notice.

Inplacement. If an employee has been issued a layoff notice pursuant to Section 5.5 and has no reassignment in lieu of layoff rights pursuant to Section 5.6 (a), b), c) and (bor d), then that employee shall be considered for inplacement. Inplacement is an offer of transfer (within specific wage bands) or demotion to an employee with a layoff notice into a vacant position, position which the County intends to fill during the layoff notice period. The following conditions apply to the inplacement process: a) 1. An employee must be qualified to transfer or demote. The Personnel Director shall determine qualifications. 1. a. Testing requirements will be the same as if the employee had been reclassified. 2. b. In determining qualifications and possible positions, transfers and demotions to both related and non-related classes may be considered. b) 2. Transfer will be deemed a "lateral transfer" if movement from one class to another does not exceed an upward salary change of 512% (five twelve percent). c) 3. Normal transfer (ordinance code) rules apply (i.e., the employee can apply. Employees placed into new classifications shall be taken placed on a permanent or probationary basis at the discretion of the appointing authority)status. If an employee has underlying permanent status the probationary period following the transfer shall be considered a subsequent probation. Consistent with this status, the employee on a subsequent probation with underlying permanent status status, has Personnel Board appeal rights. Should an employee who has been inplaced be released for inability to perform while in such probationary status, he/she shall have his/her name maintained on the re-employment list for the classification from which laid off, except as provided in A25-117 and in accordance with 5.8 and 5.10. d) 4. The employee may express a preference for certain occupational fields, assignments or departments. However, the employee has no right to claim any position nor is the County required to offer placement. e) 5. A position shall not be considered "vacant" for inplacement purposes if the position has been identifiable identified as claimable under Section 5.6 (a) and (ba)or c) by another employee who has been issued a layoff notice under Section 5.5 5.6 or by an employee on a re-employment list established pursuant to Section 5.8. f) 6. An employee who is placed under Section 5.15 5.7 b) or laid off under Section 5.7 5.6 c) or d) shall have his/her name placed on all re-employment lists pursuant to Section 5.8 for the appropriate classification. g) In determining placement offers, the Union and the County, on a case-by-case basis, may by mutual agreement include as part of the placement offer: 1. basic skill competency training and/or; 2. literacy training and/or; 3. other methods (other than transfer or demotion) of filling vacant positions that do not violate Merit System principles or County Ordinance Code provisions. h) All inplacement offers must be made and accepted or rejected prior to the effective date of the layoff notice. Time permitting; the Personnel Department may assist employees on the re- employment list in addition to those employees with layoff notices. Such employees shall be entitled to all provisions of this Agreement. i) If an employee is not placed by the effective date of the layoff notice, he/she shall be laid off under the provisions of the layoff notice.Section

Inplacement. If an employee has been issued a layoff notice pursuant to Section 5.5 and has no reassignment in lieu of layoff rights pursuant to Section 5.6 (a), b), c) and (bor d), then that employee shall be considered for inplacement. Inplacement is an offer of transfer (within specific wage bands) or demotion to an employee with a layoff notice into a intoa vacant position, position which the County intends to fill during the layoff notice period. The following conditions apply to the inplacement process: a) 1. An employee must be qualified to transfer or demote. The Personnel Director shall determine qualifications. 1. a. Testing requirements will be the same as if the employee had been reclassified. 2. b. In determining qualifications and possible positions, transfers and demotions to both related and non-related classes may be considered. b) 2. Transfer will be deemed a "lateral transfer" if movement from one class to another does not exceed an upward salary change of 512% (five twelve percent). c) 3. Normal transfer (ordinance code) rules apply (i.e., the employee can apply. Employees placed into new classifications shall be taken placed on a permanent or probationary basis at the discretion of the appointing authority)status. If an employee has underlying permanent status the probationary period following the transfer shall be considered a subsequent probation. Consistent with this status, the employee on a subsequent probation with underlying permanent status status, has Personnel Board appeal rights. Should an employee who has been inplaced be released for inability to perform while in such probationary status, he/she shall have his/her name maintained on the re-employment list for the classification from which laid off, except as provided in A25-117 and in accordance with 5.8 and 5.10. d) 4. The employee may express a preference for certain occupational fields, assignments or departments. However, the employee has no right to claim any position nor is the County required to offer placement. e) 5. A position shall not be considered "vacant" for inplacement purposes if the position has been identifiable identified as claimable under Section 5.6 (a) and (bor c) by another employee who has been issued a layoff notice under Section 5.5 5.6 or by an employee on a re-employment list employmentlist established pursuant to Section 5.8. f) 6. An employee who is placed under Section 5.15 5.7 b) or laid off under Section 5.7 5.6 c) or d) shall have his/her name placed on all re-employment lists pursuant to Section 5.8 for the appropriate classification. g) In determining placement offers, the Union and the County, on a case-by-case basis, may by mutual agreement include as part of the placement offer: 1. basic skill competency training and/or; 2. literacy training and/or; 3. other methods (other than transfer or demotion) of filling vacant positions that do not violate Merit System principles or County Ordinance Code provisions. h) All inplacement offers must be made and accepted or rejected prior to the effective date of the layoff notice. Time permitting; the Personnel Department may assist employees on the re- employment list in addition to those employees with layoff notices. Such employees shall be entitled to all provisions of this Agreement. i) If an employee is not placed by the effective date of the layoff notice, he/she shall be laid off under the provisions of the layoff notice.Section