Common use of Job Rotation Clause in Contracts

Job Rotation. Selection for job rotation training will be made only from those employees whose job performance and potential warrant it. It is intended that job rotation will provide selected employees with wider experience and knowledge, to the joint benefit of the individual and the Employer. Job rotation will not interfere in any way with the normal procedure to be followed in the filling of job vacancies as set out in this Agreement. The selection of employees for job rotation will be the responsibility of Division Managers, but employees may apply to be considered for this training. However, employees are not obligated to accept invitations to take part in job rotation. Selected employees will have their assignments on each job rotation reviewed with them in detail, as follows: a) The purpose of the rotation program as it applies to the individual. b) The nature of the assignments involved. This will be done by either referring to an existing job description, or by preparing a list of duties if a new position is involved. c) The period of the assignment. This will normally be six (6) months. There will be a three (3) month and six (6) month evaluation of the employee’s performance when his progress will be discussed with him. Employees will retain affiliation with their regular positions for record purposes, and their periods of rotation will be for six (6) months or less, renewable for a further six (6) months by agreement with the Union. The Employer’s salary administration policy provides no impediments to a rotation program: 1. An employee moving to a position which is at the same level or lower level than his regular position will retain his salary and continue to be treated in terms of salary progression on his regular job. 2. An employee moving to a position which is at a level higher than his regular position will maintain his present rate or be increased to the minimum rate for the job, if the latter is higher. (If the job is later bulletined and the trainee is the successful applicant the regular salary policy for increases will apply.) Upon return of the applicant to his regular job, he will return to the salary he would have reached had he remained on his regular job.

Job Rotation. Selection for job rotation training will be made only from those employees whose job performance and potential warrant it. It is intended that job rotation will provide selected employees with wider experience and knowledge, to the joint benefit of the individual and the Employer. Job rotation will not interfere in any way with the normal procedure to be followed in the filling of job vacancies as set out in this Agreement. The selection of employees for job rotation will be the responsibility of Division Managers, but employees may apply to be considered for this training. However, employees are not obligated to accept invitations to take part in job rotation. Selected employees will have their assignments on each job rotation reviewed with them in detail, as follows: (a) The purpose of the rotation program as it applies to the individual. (b) The nature of the assignments involved. This will be done by either referring to an existing job description, or by preparing a list of duties if a new position is involved. (c) The period of the assignment. This will normally be six (6) months. There will be a three (3) month and six (6) month evaluation of the employee’s performance when his his/her progress will be discussed with him/her. Employees will retain affiliation with their regular positions for record purposes, and their periods of rotation will be for six (6) months or less, renewable for a further six (6) months by agreement with the Union. The Employer’s salary administration policy provides no impediments to a rotation program: 1. (a) An employee moving to a position which is at the same level or lower level than his his/her regular position will retain his his/her salary and continue to be treated in terms of salary progression on his his/her regular job. 2. (b) An employee moving to a position which is at a level higher than his his/her regular position will maintain his his/her present rate or be increased to the minimum rate for the job, if the latter is higher. (If the job is later bulletined and the trainee is the successful applicant the regular salary policy for increases will apply.) Upon return of the applicant to his his/her regular job, he he/she will return to the salary he he/she would have reached had he he/she remained on his his/her regular job.

Job Rotation. Selection for job rotation training will be made only from those employees whose job performance and potential warrant it. It is intended that job rotation will provide selected employees with wider experience and knowledge, to the joint benefit of the individual and the Employer. Job rotation will not interfere in any way with the normal procedure to be followed in the filling of job vacancies as set out in this Agreement. The selection of employees for job rotation will be the responsibility of Division Managers, but employees may apply to be considered for this training. However, employees are not obligated to accept invitations to take part in job rotation. Selected employees will have their assignments on each job rotation reviewed with them in detail, as follows: a) The purpose of the rotation program as it applies to the individual. b) The nature of the assignments involved. This will be done by either referring to an existing job description, or by preparing a list of duties if a new position is involved. c) The period of the assignment. This will normally be six (6) months. There will be a three (3) month and six (6) month evaluation of the employee’s performance when his their progress will be discussed with himthem. Employees will retain affiliation with their regular positions for record purposes, and their periods of rotation will be for six (6) months or less, renewable for a further six (6) months by agreement with the Union. The Employer’s salary administration policy provides no impediments to a rotation program: 1. An employee moving to a position which is at the same level or lower level than his their regular position will retain his their salary and continue to be treated in terms of salary progression on his their regular job. 2. An employee moving to a position which is at a level higher than his their regular position will maintain his their present rate or be increased to the minimum rate for the job, if the latter is higher. (If the job is later bulletined and the trainee is the successful applicant the regular salary policy for increases will apply.) Upon return of the applicant to his their regular job, he they will return to the salary he they would have reached had he they remained on his in their regular job.

Job Rotation. Selection for job rotation training will be made only from those employees whose job performance and potential warrant it. It is intended that job rotation will provide selected employees with wider experience and knowledge, to the joint benefit of the individual and the Employer. Job rotation will not interfere in any way with the normal procedure to be followed in the filling of job vacancies as set out in this Agreement. The selection of employees for job rotation will be the responsibility of Division Managers, but employees may apply to be considered for this training. However, employees are not obligated to accept invitations to take part in job rotation. Selected employees will have their assignments on each job rotation reviewed with them in detail, as follows: (a) The purpose of the rotation program as it applies to the individualtheindividual. (b) The nature of the assignments involved. This will be done by either referring to an existing job description, or by preparing a list of duties if a new position is involvedisinvolved. (c) The period of the assignment. This will normally be six (6) months. There will be a three (3) month and six (6) month evaluation of the employee’s performance when his their progress will be discussed with himthem. Employees will retain affiliation with their regular positions for record purposes, and their periods of rotation will be for six (6) months or less, renewable for a further six (6) months by agreement with the Union. The Employer’s salary administration policy provides no impediments to a rotation program: 1. (a) An employee moving to a position which is at the same level or lower level than his their regular position will retain his their salary and continue to be treated in terms of salary progression on his their regular job. 2. (b) An employee moving to a position which is at a level higher than his their regular position will maintain his their present rate or be increased to the minimum rate for the job, if the latter is higher. (If the job is later bulletined and the trainee is the successful applicant the regular salary policy for increases will apply.) Upon return of the applicant to his their regular job, he they will return to the salary he they would have reached had he they remained on his their regular job.

Job Rotation. Selection for job rotation training will be made only from those employees whose job performance and potential warrant it. It is intended that job rotation will provide selected employees with wider experience and knowledge, to the joint benefit of the individual and the The Employer. Job rotation will not interfere in any way with the normal procedure to be followed in the filling of job vacancies as set out in this Agreement. The selection of employees for job rotation will be the responsibility of Division Managers, but employees may apply to be considered for this training. However, employees are not obligated to accept invitations to take part in job rotation. Selected employees will have their assignments on each job rotation reviewed with them in detail, as follows: (a) The purpose of the rotation program as it applies to the individual. (b) The nature of the assignments involved. This will be done by either referring to an existing job description, or by preparing a list of duties if a new position is involved. (c) The period of the assignment. This will normally be six (6) months. There will be a three (3) month and six (6) month evaluation of the employee’s performance when his his/her progress will be discussed with him/her. Employees will retain affiliation with their regular positions for record purposes, and their periods of rotation will be for six (6) months or less, renewable for a further six (6) months by agreement with the Union. The Employer’s salary administration policy provides no impediments to a rotation program: 1. An employee moving to a position which is at the same level or lower level than his his/her regular position will retain his his/her salary and continue to be treated in terms of salary progression on his his/her regular job. 2. An employee moving to a position which is at a level higher than his his/her regular position will maintain his his/her present rate or be increased to the minimum rate for the job, if the latter is higher. (If the job is later bulletined and the trainee is the successful applicant the regular salary policy for increases will apply.) Upon return of the applicant to his his/her regular job, he he/she will return to the salary he he/she would have reached had he he/she remained on his his/her regular job.

Job Rotation. Selection for job rotation training will be made only from those employees whose job performance and potential warrant it. It is intended that job rotation will provide selected employees with wider experience and knowledge, to the joint benefit of the individual and the Employer. Job rotation will not interfere in any way with the normal procedure to be followed in the filling of job vacancies as set out in this Agreement. The selection of employees for job rotation will be the responsibility of Division Managers, but employees may apply to be considered for this training. However, employees are not obligated to accept invitations to take part in job rotation. Selected employees will have their assignments on each job rotation reviewed with them in detail, as follows: (a) The purpose of the rotation program as it applies to the individual. (b) The nature of the assignments involved. This will be done by either referring to an existing job description, or by preparing a list of duties if a new position is involved. (c) The period of the assignment. This will normally be six (6) months. There will be a three (3) month and six (6) month evaluation of the employee’s performance when his their progress will be discussed with himthem. Employees will retain affiliation with their regular positions for record purposes, and their periods of rotation will be for six (6) months or less, renewable for a further six (6) months by agreement with the Union. The Employer’s salary administration policy provides no impediments to a rotation program: 1. (a) An employee moving to a position which is at the same level or lower level than his their regular position will retain his their salary and continue to be treated in terms of salary progression on his their regular job. 2. (b) An employee moving to a position which is at a level higher than his their regular position will maintain his their present rate or be increased to the minimum rate for the job, if the latter is higher. (If the job is later bulletined and the trainee is the successful applicant the regular salary policy for increases will apply.) Upon return of the applicant to his their regular job, he they will return to the salary he they would have reached had he they remained on his their regular job.