Common use of Involuntary Reassignments Clause in Contracts

Involuntary Reassignments. For purposes of this section, an involuntary reassignment shall be defined as when an employee’s work location is permanently changed, within a department, from one work location to another work location. 1. The County maintains its right to reassign employees. 2. The County shall provide a minimum of one pay-period notice when reassigning employees, unless in urgent cases, in which case, the County shall endeavor to provide as much notice as possible. 3. When the County or a County Department deems it necessary to reassign an employee or group of employees; it shall first seek volunteers from among qualified, eligible employees that meet operational needs before involuntarily reassigning the employee or group of employees. 4. Employees who are on probation are not eligible to request a voluntary reassignment. 5. Nothing in this provision shall be construed to delay the implementation of involuntary reassignments. 6. In accordance with Departmental practices, employees will remain responsible for informing the Department of their desire to be reassigned and identify the desired location(s). 7. Any employee who is reassigned whether voluntarily or involuntarily (excluding administrative transfers) shall not be restricted from applying for or being awarded any position for which there is a posted vacancy. 8. Employees who are involuntarily reassigned, including internal reassignments and administrative transfers, shall have the first opportunity to fill a posted vacancy occurring in the program and location from which they were involuntarily transferred if : a) the employee has requested a reassignment back to the originating program and location; and, b) the reassignment was not made as part of a mandatory rotation; and,

Involuntary Reassignments. ‌ For purposes of this section, an involuntary reassignment shall be defined as when an employee’s work location is permanently changed, within a department, from one work location to another work location. 1. The County maintains its right to reassign employees. 2. The County shall provide a minimum of one pay-period notice when reassigning employees, unless in urgent cases, in which case, the County shall endeavor to provide as much notice as possible. 3. When the County or a County Department deems it necessary to reassign an employee or group of employees; it shall first seek volunteers from among qualified, eligible employees that meet operational needs before involuntarily reassigning the employee or group of employees. 4. Employees who are on probation are not eligible to request a voluntary reassignment. 5. Nothing in this provision shall be construed to delay the implementation of involuntary reassignments. 6. In accordance with Departmental practices, employees will remain responsible for informing the Department of their desire to be reassigned and identify the desired location(s). 7. Any employee who is reassigned whether voluntarily or involuntarily (excluding administrative transfers) shall not be restricted from applying for or being awarded any position for which there is a posted vacancy. 8. Employees who are involuntarily reassigned, including internal reassignments and administrative transfers, shall have the first opportunity to fill a posted vacancy occurring in the program and location from which they were involuntarily transferred if : a) the employee has requested a reassignment back to the originating program and location; and, b) the reassignment was not made as part of a mandatory rotation; and,