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) working days in their new position. 2.3.2. If it is determined by the University that the employees are not performing the job satisfactorily, they may be returned to their former job and pay status within the three (3) month period. 2.3.3. Should the former job no longer exist, or if it has been filled by a regular status employee, the University will assist the employees in locating another job within the University for which they are qualified. If no other jobis obtained, employees shall be laid off. 3. In case of a layoff due to cessation of an operation or reorganization resulting in the elimination of positions, the University will notify the Local Union and affected employees at least thirty
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
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 written notification 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. The parties agree that Food Services bargaining unit employees who are employed at the time that the University executes the Professional Food Service Management Contract with Chartwells or the successor contractor will remain University employees until their positions are vacated. As these positions become vacant, excluding situations of layoff, they shall be filled with employees of Chartwells, hired by the contractor. UNM Food Services will have the opportunity to bid on at least an annual basis. UNM Food Services employees shall have priority over the contractor employees in bidding for shifts. Although Food Services will attempt to provide 40 hours of work per week, there is no guarantee of 40 hours of work dependent on business needs. If possible and based on business needs, shifts shall be designed in a manner that 40 hours can be worked in a 5 day period. An employee may have to consider working the rest of his/her shift at another location in order to maintain 40 hours. If so, the contractor will provide for travel time and unpaid time for meal breaks.
2.2.4. 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 to use 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) working days in their new position.
2.3.2. If it is determined by the University that the employees are not performing the job satisfactorily, they may be returned to their former job and pay status within the three (3) month period.
2.3.3. Should the former job no longer exist, or if it has been filled by a regular status employee, the University will assist the employees in locating another job within the University for which they are qualified. If no other jobis job is obtained, employees shall be laid off.
3. In case of a layoff due to cessation of an operation or reorganization resulting in the elimination of positions, the University will notify the Local Union and affected employees at least thirty
Appears in 1 contract
Samples: Collective Bargaining Agreement
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 written notification 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. The parties agree that Food Services bargaining unit employees who are employed at the time that the University executes the Professional Food Service Management Contract with Chartwells or the successor contractor will remain University employees until their positions are vacated. As these positions become vacant, excluding situations of layoff, they shall be filled with employees of Chartwells, hired by the contractor. UNM Food Services will have the opportunity to bid on at least an annual basis. UNM Food Services employees shall have priority over the contractor employees in bidding for shifts. Although Food Services will attempt to provide 40 hours of work per week, there is no guarantee of 40 hours of work dependent on business needs. If possible and based on business needs, shifts shall be designed in a manner that 40 hours can be worked in a 5 day period. An employee may have to consider working the rest of his/her shift at another location in order to maintain 40 hours. If so, the contractor will provide for travel time and unpaid time for meal breaks.
2.2.4. 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 to use 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) working days in their new position.
2.3.2. If it is determined by the University that the employees are not performing the job satisfactorily, they may be returned to their former job and pay status within the three (3) month period.
2.3.3. Should the former job no longer exist, or if it has been filled by a regular status employee, the University will assist the employees in locating another job within the University for which they are qualified. If no other jobis job is obtained, employees shall be laid off.
3. In case of a layoff due to cessation of an operation or reorganization resulting in the elimination of positions, the University will notify the Local Union and affected employees at least thirtythirty (30) days in advance of lay-off. In the event the employer fails to give thirty (30) days advance notice, the affected employees will either continue to work for thirty (30) days from the date of notice or receive compensation equivalent to the employee’s regular rate of pay for any days not worked in the thirty (30) day notice period. Employees shall be identified as surplus in the inverse order of seniority within the position title and department affected and, consistent with the provisions of paragraph 2 above, shall be considered for placement in another job which they are qualified to perform in the following order:
3.1. Transfer to a vacancy in the employee's same position title, should such vacancy exist;
3.2. Transfer to any similar vacancy, should such vacancy exist provided the employee is qualified for the position;
3.3. If the employees are not thus placed, they shall be laid off;
3.4. The University’s obligation to recall a laid off employee into the same position in the same department from which he/she was laid off shall cease one (1) year from the date of layoff. The University shall maintain a report of laid off employees for one
Appears in 1 contract
Samples: Collective Bargaining Agreement
