Common use of Lateral Transfer Policy Clause in Contracts

Lateral Transfer Policy. (a) An employee who has completed a minimum of four years of service in a particular position shall be eligible for a lateral transfer into the same position in another officer where there is a vacancy for the same position (continuous not temporary) under the following circumstances: (1) The employee's last performance appraisal was wholly satisfactory (2) The employee has no disciplinary action in progress and no letters of reprimand or suspension are on the personnel file. (b) An employee who is eligible shall advise their Regional Manager in writing of their desire to be granted a lateral transfer. The Regional Manager shall confirm their eligibility and if all is in order, will advise his/her counterpart in the office the employee wished to move. Any existing eligibility list shall be amended so that the transferring employee's name is now at the head of the list. All internal employees whose names are on the list shall be given a copy. (c) The lateral transfer cannot take place until there is a continuous position of the same job type in the office to which the employee wishes to move to. If the employee leaves their job in the original office prior to there being a vacancy for them in the new office, they shall be considered to be on leave without pay and may continue the benefits that they are still eligible for (this does not include weekly indemnity or long-term disability which are not available to the employee in these circumstances) under the terms of our contract with the insurer, provided they pay 100% of the monthly premium cost (this includes what would normally be the Employer's share) within the 10 days of receipt of invoice. Employees who do not reimburse the Employer within 10 days of receipt of the invoice may have their benefits cancelled without further notice by the Employer. The maximum period of time for leave of absence without pay under this article is 12 months. If there has not been a vacancy during that time the employee will be deemed to have voluntarily resigned and shall not be eligible for any severance pay or other benefits. (d) An employee who has been granted Leave Without Pay as per (c) above, may occupy a vacant temporary position in the new office for which they are qualified until such time as the temporary position expires or they are placed in a vacant position as per the eligibility list. However, the following shall apply in such cases of temporary placement: (1) Their existing position and service seniority shall count only for their placement on the salary grid (if it is the same position as the one they had) and the entitlement for holiday time and benefits premiums proration. They may not use their existing service seniority for holiday selection or bumping while they are in the temporary position. (2) At the end of the temporary term the employee shall go back on unpaid leave as per (c) above. The time spent in the temporary position shall not be used to increase the maximum period of 12 months. (e) The Employer may grant, at its discretion, a lateral transfer to an employee for compelling compassionate or medical grounds. The Employer shall only grant such lateral transfer where the reasons clearly indicate that this is beyond the employee's reasonable control and/or the consequences of not granting the transfer would result in undue hardship to the employee. If the Employer grants such lateral transfer, Clauses (b) – (d) shall apply.

Lateral Transfer Policy. ‌ (a) An employee who has completed a minimum of four years of service in a particular position shall be eligible for a lateral transfer into the same position in another officer where there is a vacancy for the same position (continuous not temporary) under the following circumstances: (1) The employee's last performance appraisal was wholly satisfactory (2) The employee has no disciplinary action in progress and no letters of reprimand or suspension are on the personnel file. (b) An employee who is eligible shall advise their Regional Senior Manager in writing of their desire to be granted a lateral transfer. The Regional Senior Manager shall confirm their eligibility and if all is in order, will advise his/her their counterpart in the office the employee wished to move. Any existing eligibility list shall be amended so that the transferring employee's name is now at the head of the list. All internal employees whose names are on the list shall be given a copy. (c) The lateral transfer cannot take place until there is a continuous position of the same job type in the office to which the employee wishes to move to. If the employee leaves their job in the original office prior to there being a vacancy for them in the new office, they shall be considered to be on leave without pay and may continue the benefits that they are still eligible for (this does not include weekly indemnity or long-term disability which are not available to the employee in these circumstances) under the terms of our contract with the insurer, provided they pay 100% of the monthly premium cost (this includes what would normally be the Employer's share) within the 10 days of receipt of invoice. Employees who do not reimburse the Employer within 10 days of receipt of the invoice may have their benefits cancelled without further notice by the Employer. The maximum period of time for leave of absence without pay under this article is 12 months. If there has not been a vacancy during that time the employee will be deemed to have voluntarily resigned and shall not be eligible for any severance pay or other benefits. (d) An employee who has been granted Leave Without Pay as per (c) above, may occupy a vacant temporary position in the new office for which they are qualified until such time as the temporary position expires or they are placed in a vacant position as per the eligibility list. However, the following shall apply in such cases of temporary placement: (1) Their existing position and service seniority shall count only for their placement on the salary grid (if it is the same position as the one they had) and the entitlement for holiday time and benefits premiums proration. They may not use their existing service seniority for holiday selection or bumping while they are in the temporary position. (2) At the end of the temporary term the employee shall go back on unpaid leave as per (c) above. The time spent in the temporary position shall not be used to increase the maximum period of 12 months. (e) The Employer may grant, at its discretion, a lateral transfer to an employee for compelling compassionate or medical grounds. The Employer shall only grant such lateral transfer where the reasons clearly indicate that this is beyond the employee's reasonable control and/or the consequences of not granting the transfer would result in undue hardship to the employee. If the Employer grants such lateral transfer, Clauses (b) – - (d) shall apply.

Lateral Transfer Policy. (a) An employee who has completed a minimum of four (4) years of service in a particular position shall be eligible for a lateral transfer into the same position in another officer where there is a vacancy for the same position (continuous not temporary) under the following circumstances: (1) The employee's last performance appraisal was wholly satisfactory (2) The employee has no disciplinary action in progress and no letters of reprimand or suspension are on the personnel file. (b) An employee who is eligible shall advise their Regional Manager in writing of their desire to be granted a lateral transfer. The Regional Manager shall confirm their eligibility and if all is in order, will advise his/her counterpart in the office the employee wished to move. Any existing eligibility list shall be amended so that the transferring employee's name is now at the head of the list. All internal employees whose names are on the list shall be given a copy. (c) The lateral transfer cannot take place until there is a continuous position of the same job type in the office to which the employee wishes to move to. If the employee leaves their job in the original office prior to there being a vacancy for them in the new office, they shall be considered to be on leave without pay and may continue the benefits that they are still eligible for (this does not include weekly indemnity Weekly Indemnity or long-term disability Long Term Disability which are not available to the employee in these circumstances) under the terms of our contract with the insurer, provided they pay one-hundred percent (100% %) of the monthly premium cost (this includes what would normally be the Employer's share) within the 10 ten (10) days of receipt of invoice. Employees who do not reimburse the Employer within 10 ten (10) days of receipt of the invoice may have their benefits cancelled without further notice by the Employer. The maximum period of time for leave of absence without pay under this article is 12 months. If there has not been a vacancy during that time the employee will be deemed to have voluntarily resigned and shall not be eligible for any severance pay or other benefits. (d) An employee who has been granted Leave Without Pay as per (c) above, may occupy a vacant temporary position in the new office for which they are qualified until such time as the temporary position expires or they are placed in a vacant position as per the eligibility list. However, the following shall apply in such cases of temporary placement: (1) Their existing position and service seniority shall count only for their placement on the salary grid (if it is the same position as the one they had) and the entitlement for holiday time and benefits premiums prorationpro-ration. They may not use their existing service seniority for holiday selection or bumping while they are in the temporary position. (2) At the end of the temporary term the employee shall go back on unpaid leave as per (c) above. The time spent in the temporary position shall not be used to increase the maximum period of 12 months. (e) The Employer may grant, at its discretion, a lateral transfer to an employee for compelling compassionate or medical grounds. The Employer shall only grant such lateral transfer where the reasons clearly indicate that this is beyond the employee's reasonable control and/or the consequences of not granting the transfer would result in undue hardship to the employee. If the Employer grants such lateral transfer, Clauses clauses (b) – (d) shall apply.

Lateral Transfer Policy. ‌ (a) An employee who has completed a minimum of four years of service in a particular position shall be eligible for a lateral transfer into the same position in another officer where there is a vacancy for the same position (continuous not temporary) under the following circumstances: (1) The employee's last performance appraisal was wholly satisfactory (2) The employee has no disciplinary action in progress and no letters of reprimand or suspension are on the personnel file. (b) An employee who is eligible shall advise their Regional Manager in writing of their desire to be granted a lateral transfer. The Regional Manager shall confirm their eligibility and if all is in order, will advise his/her counterpart in the office the employee wished to move. Any existing eligibility list shall be amended so that the transferring employee's name is now at the head of the list. All internal employees whose names are on the list shall be given a copy. (c) The lateral transfer cannot take place until there is a continuous position of the same job type in the office to which the employee wishes to move to. If the employee leaves their job in the original office prior to there being a vacancy for them in the new office, they shall be considered to be on leave without pay and may continue the benefits that they are still eligible for (this does not include weekly indemnity or long-term disability which are not available to the employee in these circumstances) under the terms of our contract with the insurer, provided they pay 100% of the monthly premium cost (this includes what would normally be the Employer's share) within the 10 days of receipt of invoice. Employees who do not reimburse the Employer within 10 days of receipt of the invoice may have their benefits cancelled without further notice by the Employer. The maximum period of time for leave of absence without pay under this article is 12 months. If there has not been a vacancy during that time the employee will be deemed to have voluntarily resigned and shall not be eligible for any severance pay or other benefits. (d) An employee who has been granted Leave Without Pay as per (c) above, may occupy a vacant temporary position in the new office for which they are qualified until such time as the temporary position expires or they are placed in a vacant position as per the eligibility list. However, the following shall apply in such cases of temporary placement: (1) Their existing position and service seniority shall count only for their placement on the salary grid (if it is the same position as the one they had) and the entitlement for holiday time and benefits premiums proration. They may not use their existing service seniority for holiday selection or bumping while they are in the temporary position. (2) At the end of the temporary term the employee shall go back on unpaid leave as per (c) above. The time spent in the temporary position shall not be used to increase the maximum period of 12 months. (e) The Employer may grant, at its discretion, a lateral transfer to an employee for compelling compassionate or medical grounds. The Employer shall only grant such lateral transfer where the reasons clearly indicate that this is beyond the employee's reasonable control and/or the consequences of not granting the transfer would result in undue hardship to the employee. If the Employer grants such lateral transfer, Clauses (b) – (d) shall apply.