Job Changes. The schedule for the days to work and the days off go with the job and not the employee, and an employee exercising the option for the change from one job to another assumes the days of work and days off of the new job, and anything pertaining to their schedule for the old job ceases at the beginning of the new job.
Job Changes. An employee whose regular job assignment or regular job classification is changed shall be given two weeks advance notice of such change. Upon mutual agreement, any change in regular job assignment, regular job classification, or regular geographical location may begin prior to expiration of the applicable advance notice. The base pay of an employee whose regular job classification is changed to a higher level job classification shall be increased in accordance with the terms of this agreement. No employee shall be transferred or promoted or demoted to a position outside of the bargaining unit without their consent.
Job Changes. Occasionally, the District must restructure the way it does business in various programs. When resultant job changes occur, the District will either make sure the new job fits its existing job study criteria or new job studies will be done. Employees could be affected in both the salaries involved and the numbers of workers required for the new circumstances. The District will make every effort to find jobs for any displaced employees. The salaries will be based on the new job descriptions and the current salary schedule. Salaries for displaced employees will be frozen until the new step / lane catches up. Additionally, there may be times when it is in the best interest of the District to reassign a classified employee to a different position. These assignments are at the discretion of the District, which will make appropriate efforts to minimize the impact on the employee’s lane placement, assigned hours, and assigned position.
Job Changes. In the event that jobs change or are eliminated as a result of the introduction of any technological change, the Board will assign employees to other duties with on-the-job training as required and, if an employee's new job carries a lower rate of pay, with pay for three (3) months at the rate of the employee's previous job, followed by pay for a further three (3) months at a rate half-way between the rates of the employee's previous and new jobs, followed by pay at the rate of the employee's new job.
Job Changes. In the event that jobs change as the result of the introduction of any major technological or other significant change, and where new or greater skills are required than are already possessed by affected employees under the present methods of operation, such employee, if reasonably possible, shall, at the expense of the Board, be given a period of time during which they may perfect or acquire the skills necessitated by the new method of operation. Where retraining is not reasonably possible, or where jobs are eliminated as a result of the introduction of any major technological or other significant change, the Board will either:
(a) Assign employees to other duties with on-the-job-training as required and if an employee's new job carries a lower rate of pay, with pay for three (3) months at the rate of the employee's previous job followed by pay for a further three (3) months at a rate halfway between the rates of the employee's previous and new jobs, followed by pay at the rate of the employee's new job, or
(b) Release the employee with a severance allowance of one (1) week’s pay for each complete year of seniority.
Job Changes. The Board has the right to add, delete or revise jobs/classifications at anytime. The Association shall be notified of such job changes in writing prior to the change. The Board shall place any new jobs into existing classifications providing the job falls under the guidelines of this agreement. Association members have the opportunity to provide information regarding their job at any time.
Job Changes. (Article V)
Job Changes. In the event that jobs change or are eliminated as a result of the introduction of any technological change, the Board will either:
(a) assign employees to other duties with on-the-job training as required and, if an employee's new job carries a lower rate of pay, with pay for (3) months at the rate of the employee's previous job, followed by pay for a further three (3) months at a rate half-way between the rates of the employee's previous and new jobs, followed by pay at the rate of the employee's new job; or
(b) release the employee with a severance allowance of one (1) week's pay for each complete year of seniority.
Job Changes. A. Seniority
1. Management shall provide an updated list(s) to the Motor Vehicle Craft Director on a semi-annual basis. The lists will consist of USPS seniority and a list by level. Management will post a seniority list in the VMF every six (6) months.
2. Management shall furnish to the Union the name(s) and addresses of new and transferring Motor Vehicle Craft employees, upon their appointment to the Lehigh Valley Facility.
B. Job Changes and Posting
1. All permanent changes of basic work week, duty assignments of twenty five percent (25%) or more, or starting time by more than one hour from original posting of the position must be reposted for bid, unless mutual consent between the two parties.
2. All full time Motor Vehicle Operators’ and Tractor Trailer Operators’ assignments shall be posted for bids once each calendar year in the month of November. Management shall meet with the MVS Craft Director by October 1st of the same year to discuss bid procedures.
3. A notice of new vacant assignments shall remain posted for a period of fifteen (15) calendar days
4. The successful qualified bidder must be placed in the new assignments no later than the beginning of the second (2nd) pay period following the award
Job Changes. For changes in classification within the same group, the scale shown is maintained by moving vertically in the appropriate column to the new classification.
