Common use of Lateral Transfers, Promotions and Demotions Clause in Contracts

Lateral Transfers, Promotions and Demotions. Whenever LCOG intends to fill a vacant bargaining unit position, LCOG will first use the appropriate Layoff Recall Lists in accordance to Article 8. Subject to Article 6.1, in the event of a vacancy in a position that LCOG decides to fill, an employee with a different area of focus within the same classification with the most seniority (per Article 8) who requests a lateral transfer to the vacant position shall be offered the position, provided that employee meets the performance standards required for their classification and position at the time of the request to transfer. Lateral transfers within or between individual units will also be considered when there are extenuating circumstances. Interested (lateral) staff will be permitted five (5) business days to request a lateral transfer. In the event multiple staff with equal seniority request to transfer laterally, a decision will be made based on merit principles with a commitment to upward mobility for bargaining unit members, recognizing the value of employees’ years of service and experience. Individual employees will be limited to two (2) lateral moves within a calendar year to support work continuity. If no employee in the relevant classification requests a lateral transfer to the vacant position, then next consideration shall be given to bargaining unit employees who apply for that position, by seniority. Order of consideration does not obligate the Employer to hire that person. For Promotions or voluntary demotions, employees shall apply for the open job announcement(s) using the LCOG job application process. Employees seeking to fill one of these vacancies who meet the minimum and any special qualifications for the position shall participate in the interview process and be considered before an offer is made to external applicants. No worker shall be required to transfer to another office unless the current office is being closed down and/or another office is opened. If the current office is being closed down and/or another office is opened, positions will be filled first by volunteers in order of seniority. If not enough employees volunteer, then LCOG agrees to make a good faith effort to fill the remaining positions by reverse seniority within the context of procedural, operational and staffing needs. A workload transition period of three (3) weeks following the employee’s start date in a new position shall be provided for any employee who is promoted, transferred, or selected for a lateral transfer. The employee and management will prepare a workload transition plan within five (5) business days of the employee accepting the new position, unless another timeframe is mutually agreed upon. The workload transition plan shall be completed within three (3) weeks of the employee’s start date in a new position unless another timeline is mutually agreed upon. Training for the new position may go beyond the three (3) week workload transition period. The probationary period for any employee who is promoted shall begin on the first working day in the new classification regardless of whether the workload transition plan has been completed.

Lateral Transfers, Promotions and Demotions. Whenever LCOG intends to fill a vacant bargaining unit position, LCOG will first use the appropriate Layoff Recall Lists in accordance to Article 8. Subject to Article 6.1, in In the event of a vacancy in a position that LCOG decides to fill, an employee with a different area of focus within in the same classification with the most seniority (per Article 8) who requests a lateral transfer to the vacant position shall be offered the position, provided that employee meets the performance standards required for their classification and position at the time of the request to transfer. Lateral transfers within or between individual units vacancies will also be considered when there are extenuating circumstancesemailed to all S&DS staff. Interested (lateral) staff will be permitted five three (53) business days to request a lateral transfer. In the event multiple staff with equal seniority request to transfer laterally, a decision will be made based on merit principles with a commitment to upward mobility for bargaining unit members, recognizing the value of employees’ years of service and experience. Individual employees will be limited to two (2) lateral moves within a calendar year to support work continuity. If no employee in the relevant classification requests a lateral transfer to the vacant position, then next consideration shall be given to bargaining unit employees who apply for that position, by seniority. Order of Next consideration does not obligate the Employer to hire that person. For Promotions or voluntary demotions, employees shall apply for the open job announcement(s) using the LCOG job application process. Employees seeking to fill one of these vacancies who meet the minimum and any special qualifications for the position shall participate in the interview process and be considered before an offer is made to external applicants. No worker shall be required to transfer to another office unless the current office is being closed down and/or another office is opened. If the current office is being closed down and/or another office is opened, positions will be filled first by volunteers in order of seniority. If not enough employees volunteer, then LCOG agrees to make a good faith effort to fill the remaining positions by reverse seniority within the context of procedural, operational and staffing needs. A workload transition period of three (3) weeks following the employee’s start date in a new position shall be provided for any employee who is promoted, transferred, promoted or selected for a lateral transfer. The employee and management will prepare a workload transition plan within five (5) business days of the employee accepting the new position, unless another timeframe is mutually agreed upon. The workload transition plan shall be completed within three (3) weeks of the employee’s start date in a new position unless another timeline is mutually agreed uponacceptance of the workload transition plan. Training for the new position may go beyond the three (3) week workload transition period. The probationary period for any employee who is promoted shall begin on at the first working day in conclusion of the new classification regardless of whether the three (3) week workload transition plan has been completedplan.