Involuntary Reassignment a. Involuntary reassignment shall mean a District-initiated reassignment from one school or site to another. The District and Association recognize the need for some reassignments of SSP Employees may be unavoidable. It is agreed that involuntary reassignment should be held to a minimum, and involuntary reassignments should not result in an assignment of an SSP Employee to a position for which they are not qualified by academic preparation or license.
b. All District-initiated reassignment(s) must be completed before the voluntary reassignment process will begin.
c. The involuntary reassignment of an SSP Employee should be used to best meet the needs of all students in the District, and every reasonable effort should be made to ensure continuity and consistency in assignments. Maintaining open communication with the affected SSP Employees(s) is encouraged to help reduce the stress associated with involuntary reassignment.
d. In order to ensure the most transparent and effective reassignment process, SSP Employees and administrators should expedite the identification of vacancies that become available through normal attrition (e.g., retirements or resignations) as well as increases to staffing.
e. In an effort to provide clarity and transparency for the need for involuntary reassignment, the appropriate District department leader, or designee, will determine staffing needs at a school or site based on meeting the needs of the District’s strategic plan.
i. Should there be more than one qualified SSP Employee eligible for reassignment from a building or site, there will be a request for volunteer(s) to be reassigned. If no SSP Employee volunteers to be reassigned, the District and the Association agree that meeting the needs of students should be the guiding factor in making a decision on reassignment.
ii. The District will make a good faith effort not to reassign an SSP Employee more than once in any three-year period. This should not prohibit an SSP Employee from voluntary reassignment.
iii. Any SSP Employee currently on a Directed Improvement Plan (DIP) or Remediation Plan may be reassigned following communication between the District department leader, or designee, the SSP Employee, their own designated representative, and the affected principal/supervisor. In all instances where the SSP Employee is reassigned, they will continue to be subject to the DIP or Remediation Plan.
f. The appropriate District department leader, or designee, will preliminarily in...
Involuntary Reassignment. In the absence of volunteers to fill a vacancy internally, the college may administratively reassign from any overstaffed area that qualified faculty member with the lowest seniority.
Involuntary Reassignment. 13.8.1 Involuntary reassignment shall not be punitive or disciplinary in nature.
13.8.2 If a change of enrollment or funding requires a decrease, or increase, in staff at a particular school, or level within a particular funded program, the District shall seek volunteers prior to making any involuntary reassignments. If an involuntary reassignment becomes necessary, the unit member with the least District-wide seniority shall be considered first for the involuntary reassignment. In making involuntary reassignments, a written notice of the involuntary reassignment shall be given to the unit member as soon as it is known that the reassignment is necessary.
13.8.3 When reassignments are being considered which would add preparations to the unit member’s work schedule, the unit member may meet with the site administrator and all alternatives shall be considered. The unit member may appeal the decision within two (2) duty days to the Superintendent.
13.8.4 In cases where a unit member is to be involuntarily reassigned during the current semester, the District shall permit the unit member being reassigned instruction-free duty time, appropriate to the need, but not to exceed three
Involuntary Reassignment. After consideration of requests for voluntary reassignments and transfers, an involuntary reassignment may be made when a vacant position falls within the scope of the employee's credential and the reassignment would satisfy the criteria for the position. Where all criteria considered are deemed equal by the District between two or more employees who may be subject to an involuntary reassignment, the least senior employee will be reassigned.
a. An employee who is to be involuntarily reassigned during the school year shall be consulted prior to the reassignment and shall be given at least three ( 3) days advance written notice. The notice shall include the reason or reasons for the reassignment. Upon request, the employee will be provided assistance in moving supplies and equipment to the new assignment, in addition, the employee shall receive one day of release time to spend in on- site preparation for the new assignment,
b. An employee who is to be involuntarily reassigned for the following school year will be given written notice prior to the last student day of the school year.
Involuntary Reassignment. Involuntary reassignment is a change of assignment whereby an employee is deprived of an incidence of classification.
Involuntary Reassignment. Employees who meet all the criteria listed in paragraph A.1-3., who demonstrate their intent to move their residence closer to the new work location as a direct result of the reassignment, shall be eligible for the relocation benefits provided in subsections B through G below. If the employee moves prior to the effective date of reassignment, but after they are given official notice of the reassignment, and they are otherwise eligible for relocation expenses, they shall receive reimbursement for relocation expenses, as provided in Subsections C, D, F and G below, after they begin working at the new work location. Such employees are not eligible for temporary travel expense in Subsection B below. In the event the reassignment to the new work location is cancelled for any reason, no relocation expense reimbursement will be made and no relocation benefits will be paid.
1. Satisfactorily completed his/her first 1,040 hours of state service;
2. Have commenced their first work assignment and thereafter are involuntarily reassigned to a new work location more than twenty-five (25) miles away; and
3. Agree to continue employment at the new work location for a minimum of one (1) calendar year after reassignment.
Involuntary Reassignment. An involuntary reassignment may be requested by the unit member's principal or department head when he/she deems a reassignment would be in the best interests of the unit member or the District. Before any request for an involuntary reassignment is acted upon, the unit member shall be given at least ten (10) calendar days written notice prior to the start of the school year and fourteen (14) calendar days during the school year by the principal or department head that an involuntary reassignment is being recommended and the reasons therefore. Upon request, an opportunity will be provided for the unit member to meet with appropriate division administrator or the Associate Superintendent for Personnel Support Services to discuss the proposed reassignment. Involuntary reassignments shall not be arbitrary or capricious.
Involuntary Reassignment. An involuntary reassignment may be initiated by the District within a school site due to: changes in enrollment, staffing shortages or surpluses within a school and/or department, verified curricular needs, and/or the need to improve performance as documented by current evaluation.
8.4.1 The site administrator shall consider the following criteria when selecting the unit member to be involuntarily reassigned, in no particular order: credential authorization (as identified by current state and federal laws) major or minor field of study needs required in the unit member’s current position as well as in the reassignment position unique school needs in grade level/department documented strengths or weaknesses as stated in the unit member’s current evaluation When above factors are equal, seniority, as defined in 8.1.4 shall be the tie breaker.
8.4.2 Unit members being involuntarily reassigned, other than those being reassigned to improve his/her performance pursuant to Section 8.4, shall have the right to indicate preferences in writing from a list of known vacancies.
8.4.3 Five (5) workdays prior to the effective date of a unit member’s involuntary reassignment, the appropriate site administrator shall meet with the unit member to discuss the specific reasons for and provide written notice of the involuntary reassignment.
8.4.4 No unit member shall be involuntarily reassigned to create a vacancy for a unit member who will be reassigned to improve performance.
8.4.5 Unit members being involuntarily reassigned, other than those being reassigned to improve his/her performance pursuant to Section 8.4, shall be placed in open positions through a collaborative process between the Principal or designee and association leadership.
8.4.6 In the event of the need to form a combination class, the District shall seek a suitable volunteer teacher for assignment to that class. If there is no volunteer, an involuntary reassignment to the combination class will be made on a collaborative rotational basis within the affected grade levels except when legitimate educational reasons prevail.
8.4.6.1 If the employee who volunteers for assignment to a combination class is denied such combination assignment, the appropriate site administrator shall meet with the unit member to discuss the reasons within five (5) workdays of the denial. If the unit member requests the reasons for the denial in writing, the appropriate site administrator shall provide the specific reasons ...
Involuntary Reassignment. (A) Nothing contained in this Agreement shall be construed to prevent an agency, at its discretion, from effecting the involuntary reassignment of an employee according to the needs of the agency.
(B) An employee shall be given a minimum of 14 calendar days’ notice prior to the agency effecting an involuntary reassignment of the employee. An agency shall make a good faith effort to provide 30 calendar days’ notice but shall provide 14 calendar days’ notice prior to the agency effecting an involuntary reassignment of the employee that would require a relocation of the employee’s residence. The parties agree, however, that these notice requirements shall not be required during an emergency or other extraordinary conditions. An employee shall receive relocation costs in accordance with applicable law.
Involuntary Reassignment. 10.2.1 Involuntary reassignment shall be made only for the following reasons: Programmatic needs, an increase or decrease in the number of pupils, elimination of program(s) and /or funding, worksite closing, and to provide the unit member with an opportunity to demonstrate satisfactory performance in another setting.
