MOVEMENT OF PERSONNEL. 1. Adjustments to the work force within the bargaining units, to the extent such adjustments are covered in this Article, will be initiated and made by the University as outlined herein. The University will endeavor to fill job vacancies by promoting or transferring employees who have applied for such job vacancies.
1.1. Any employee who is promoted or transferred during a probationary period will be required to serve a new probationary period in the new position as explained in Article 6.2.
2. When a vacancy occurs within the bargaining unit, it shall be filled without posting in the following manner:
2.1. First, by offering it to the most senior qualified employee who formerly held the position title in the division or department with the vacancy from the following categories:
2.1.1. on layoff status;
2.1.2. declared surplus and received their layoff notice; or
2.1.3. if holding priority hire rights.
2.2. If the department chooses to fill the vacancy in the bargaining unit (for other than career ladder advancement), the department will post such vacancy for a period of at least five
MOVEMENT OF PERSONNEL. The article applies, with the exception of paragraph 11.03(b).
MOVEMENT OF PERSONNEL. 00 - Engagement 5-1.01
MOVEMENT OF PERSONNEL. 1. The District will endeavor to fill permanent job openings by giving first consideration to promoting employees from lower rated classifications in the bargaining unit when such employees have the required qualifications to perform the work. All adjustments to the work force will be initiated and made by the District in accordance with this Article.
MOVEMENT OF PERSONNEL. 1. Adjustments to the work force within the bargaining units, to the extent such adjustments are covered in this Article, will be initiated and made by the University as outlined herein. The University will endeavor to fill job vacancies by promoting or transferring employees who have applied for such job vacancies.
1.1. Any employee who is promoted or transferred during a probationary period will be required to serve a new probationary period in the new position as explained in Article 6.2.
2. When a vacancy occurs within the bargaining unit, it shall be filled without posting in the following manner:
2.1. First, by offering it to the most senior qualified employee who formerly held the position title in the division or department with the vacancy from the following categories:
2.1.1. on layoff status;
2.1.2. declared surplus and received their layoff notice; or
2.1.3. if holding priority hire rights.
2.2. If the department chooses to fill the vacancy in the bargaining unit (for other than career ladder advancement), the department will post such vacancy for a period of at least five (5) working days or greater during which time employees interested in filling the vacancy shall have the right to apply. The department will post the position for no less than five (5) working days.
2.2.1. All employees who apply for a job vacancy shall be given writtennotification if selected.
2.2.2. Job vacancies shall be filled on the basis of knowledge, skills, and abilities as determined by the University consistent with the job posting for the position. Where outside applicants are involved, first consideration shall be given to employees over outside applicants provided their qualifications,as described above, are substantially equal. Likewise, when the choice is between two or more employees with substantially equal qualifications, as described above, seniority shall be the determining factor.
2.2.3. If a bargaining unit employee is discharged and the employee feels that he/she was discharged in violation of the Contract, the union has the ability touse the grievance process in accordance with Article 21.
2.3. Employees transferred, demoted, or promoted into the vacancy covered by the collective bargaining agreement shall be provided a trial period of up to three (3) months to demonstrate their ability to perform the job satisfactorily.
2.3.1. Employees shall be permitted to return to their prior job and pay status, at their request, during the first thirty (30) worki...
MOVEMENT OF PERSONNEL. 1. The DISTRICT will endeavor to fill permanent job openings by promoting employees per the application process from lower-rated job titles in the bargaining unit or laterally transferring employees when such employees have the required qualifications to perform the work. All adjustments to the work force will be initiated and made by the DISTRICT in accordance with this Article.
2. Employees requesting a lateral transfer to another work location, work schedule, or both within the same job title and classification may do so by executing an online application during the time that the vacancy is posted on the District website and by checking the transfer box. No employee may transfer or be transferred more than once in any six (6)month period, except when the transfer for that employee occurs in accordance with paragraph 3 below. Such forms shall be kept on file during each individual year of the Agreement unless requested to be removed by the employee. Such transfers shall precede the implementation of Paragraph 3 of this Article. Seniority shall determine the selection of the employee to be transferred when two (2) or more employees have executed a request for the same position. Employees who are on paid administrative leave pending an investigation or in the process of remediation for unsatisfactory performance will not be considered for transfer. As part of the process of remediation, if an employee has received a record of a verbal warning and a memorandum to their personnel file regarding performance, the employee will receive written notification of the expected level of performance and a reasonable time frame for improvement.
3. When a lack of work or insufficient appropriated funds exists and it becomes necessary to reduce the work force, employees shall be selected as surplus in the inverse order of their seniority from the job title and shall be considered for placement to another job for which the employee is qualified to perform efficiently within a reasonable trial period in order of the following successive steps:
3.1. on vacancies in the employee's classification;
3.2. displace in the employee’s classification another employee who has the shortest seniority and further provided that the surplus employee has more seniority than the employee to be displaced. If the employee is not thus placed, then
3.3. in the next lower classification and in the same manner in successively lower classifications;
3.4. a surplus employee who cannot be placed in ...
MOVEMENT OF PERSONNEL.
1. The District will endeavor to fill permanent job openings by promoting employees per the application process from lower-rated job titles in the bargaining unit or laterally transferring employees when such employees have the required qualifications to perform the work. All adjustments to the work force will be initiated and made by the District in accordance with this Article.
a. In the event the District determines it necessary to eliminate a position, the parties shall negotiate, and if no agreement is reached, the issue shall be referred to the arbitration procedure outlined in this contract.
2. Vacancies will be posted internally one (1) time before external applicants may apply.
3. Employees requesting a lateral transfer to another work location, work schedule, or both within the same job title and classification may do so by executing an online application during the time that the vacancy is posted on the District website and by checking the transfer box. No employee may transfer or be transferred more than once in any six (6) month period, except when the transfer for that employee occurs in accordance with paragraph 3 below. Such forms shall be kept on file during each individual year of the Agreement unless requested to be removed by the employee. Such transfers shall precede the implementation of Paragraph 3 of this Article. Seniority shall determine the selection of the employee to be transferred when two (2) or more employees have executed a request for the same position. Employees who are on paid administrative leave pending an investigation or in the process of remediation for unsatisfactory performance will not be considered for transfer. As part of the process of remediation, if an employee has received a record of a verbal warning and a memorandum to their personnel file regarding performance, the employee will receive written notification of the expected level of performance and a reasonable time frame for improvement.
4. All new hire custodians will be selected from the substitute pool where they will obtain training.
4.1. Substitute custodians are members of the bargaining unit and receive the D1 starting hourly rate.
4.2. Substitute custodians will be placed into schools as regular employees once they have been employed for two months and will receive training and an evaluation prior to school placement.
4.3. Substitute custodians may remain in the substitute custodian pool for no more than two months after their date of hire. Dur...
MOVEMENT OF PERSONNEL. Filling A Position Filling a Temporarily Vacant Position, Surplus work,
MOVEMENT OF PERSONNEL. Filling a Vacant or Newly Created Position
MOVEMENT OF PERSONNEL. General Provisions 7-1.01
