Common use of MOVEMENT OF PERSONNEL Clause in Contracts

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 accordance with the above shall be laid off. However, employees subjected to layoff shall not suffer any loss of seniority, provided the employee returns to work within a six (6) month period; 3.5. a surplus employee may elect to fill a vacancy in a lower classification or be laid off. 4. If it becomes necessary to reduce the work force in Special Projects due to a lack of funding, employees working in Special Projects will have the right to “bump” into any position that they qualify for based on seniority after all unfilled, open positions have been filled in accordance with this article. Employees will start at the highest pay within the new D-Level scale that is closest to their original pay in Special Projects. 5. The DISTRICT shall select an employee from those possessing the required qualifications to perform the work involved and who have made their desires known in accordance with Paragraph 4 of this Article within ten (10) working days. When qualifications are met, seniority shall govern in such selections. In determining the qualifications of an employee for movement to a job title, the DISTRICT shall consider the employee's skill to perform under the job title including his demonstrated ability on his present job assignment. The Human Resources Department shall give written notification to each employee who has filed a Job Bid Application Form of his selection or rejection for the job vacancy for which he has applied with a copy of each selection notification distributed to the LOCAL UNION. The successful applicant will be placed in the position within ten (10) working days of the notification of selection. In the event the District is unable to place the employee in the new position, within ten (10) working days, the employee will receive the commensurate new wage rate from the day he/she is notified of their selection. 6. Each employee transferred/promoted shall be provided a reasonable orientation period on the job, not to exceed six (6) months. In the event the employee fails to perform the job satisfactorily, the DISTRICT will return the employee to the former job. Should the former job no longer exist, the employee will be placed on another job of equal pay which the employee is qualified to perform. At such time, a replacement from the initial application pool will be selected with seniority being secondary to qualifications. If the DISTRICT is unable to fill the position with an applicant from the initial applicant pool, the position will then be re-advertized at which time the replacement will be selected with seniority being secondary to qualifications. 7. The DISTRICT may hire an applicant from outside the bargaining unit when a job vacancy cannot be filled in accordance with the provisions above, subject to the provisions of Paragraph 8. 8. The DISTRICT shall maintain a list of laid-off employees. Qualified laid-off employees shall have first priority by seniority before hiring new employees is utilized. 8.1. The DISTRICT'S obligation to recall a laid-off employee shall cease when the employee does not respond and report within ten (10) days after certificate of receipt of written notification which has been sent by U S. certified mail, return receipt requested, to the employee at his last known address to return to work. 8.2. Any employee who has not been recalled within six (6) months of layoff shall be considered terminated. 9. Temporary vacancies, except as provided for herein, which extend beyond five (5) weeks shall be filled in accordance with the provisions of Paragraph 4 on a temporary basis. Those vacancies created by an employee's absence due to illness or injury, may be filled on a temporary basis for up to six (6) months before the provisions of Paragraph 4 must be implemented. A temporary vacancy shall cease to exist upon the return of the employee for which the temporary vacancy was established. Employees filling such temporary vacancies shall return to their former job title and classification. In the event that the incumbent employee does not return to their previous position, the successful temporary applicant can assume the position on a permanent basis. 9.1 Bargaining unit employees may be assigned as “leads” in accordance with Article 18, Sections 13 and 14 when vacancies necessitate a “lead.”

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 accordance with the above shall be laid off. However, employees subjected to layoff shall not suffer any loss of seniority, provided the employee returns to work within a six (6) month period; 3.5. a surplus employee may elect to fill a vacancy in a lower classification or be laid off. 4. If it becomes necessary to reduce the work force in Special Projects due to a lack of funding, employees working in Special Projects will have the right to “bump” into any position that they qualify for based on seniority after all unfilled, open positions have been filled in accordance with this article. Employees will start at the highest pay within the new D-Level scale that is closest to their original pay in Special Projects. 5. The DISTRICT shall select an employee from those possessing the required qualifications to perform the work involved and who have made their desires known in accordance with Paragraph 4 of this Article within ten (10) working days. When qualifications are met, seniority shall govern in such selections. In determining the qualifications of an employee for movement to a job title, the DISTRICT shall consider the employee's skill to perform under the job title including his demonstrated ability on his present job assignment. The Human Resources Department shall give written notification to each employee who has filed a Job Bid Application Form of his selection or rejection for the job vacancy for which he has applied with a copy of each selection notification distributed to the LOCAL UNION. The successful applicant will be placed in the position within ten (10) working days of the notification of selection. In the event the District is unable to place the employee in the new position, within ten (10) working days, the employee will receive the commensurate new wage rate from the day he/she is notified of their selection. 6. Each employee transferred/promoted shall be provided a reasonable orientation period on the job, not to exceed six (6) months. In the event the employee fails to perform the job satisfactorily, the DISTRICT will return the employee to the former job. Should the former job no longer exist, the employee will be placed on another job of equal pay which the employee is qualified to perform. At such time, a replacement from the initial application pool will be selected with seniority being secondary to qualifications. If the DISTRICT is unable to fill the position with an applicant from the initial applicant pool, the position will then be re-advertized advertised at which time the replacement will be selected with seniority being secondary to qualifications. 7. The DISTRICT may hire an applicant from outside the bargaining unit when a job vacancy cannot be filled in accordance with the provisions above, subject to the provisions of Paragraph 8. 8. The DISTRICT shall maintain a list of laid-off employees. Qualified laid-off employees shall have first priority by seniority before hiring new employees is utilized. 8.1. The DISTRICT'S obligation to recall a laid-off employee shall cease when the employee does not respond and report within ten (10) days after certificate of receipt of written notification which has been sent by U S. certified mail, return receipt requested, to the employee at his last known address to return to work. 8.2. Any employee who has not been recalled within six (6) months of layoff shall be considered terminated. 9. Temporary vacancies, except as provided for herein, which extend beyond five (5) weeks shall be filled in accordance with the provisions of Paragraph 4 on a temporary basis. Those vacancies created by an employee's absence due to illness or injury, may be filled on a temporary basis for up to six (6) months before the provisions of Paragraph 4 must be implemented. A temporary vacancy shall cease to exist upon the return of the employee for which the temporary vacancy was established. Employees filling such temporary vacancies shall return to their former job title and classification. In the event that the incumbent employee does not return to their previous position, the successful temporary applicant can assume the position on a permanent basis. 9.1 9.1. Bargaining unit employees may be assigned as “leads” in accordance with Article 18, Sections 13 and 14 when vacancies necessitate a “lead.”

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. 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 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. 34. When a lack of work or insufficient appropriated funds exists exist and it becomes necessary to reduce the work forceworkforce, 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: 3.14.1. on vacancies in the employee's classification; 3.24.2. 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 3.34.3. in the next lower classification and in the same manner in successively lower classifications; 3.44.4. a surplus employee who cannot be placed in accordance with the above shall be laid off. However, employees subjected to layoff shall not suffer any loss of seniority, provided the employee returns to work within a six (6) month period; 3.54.5. a surplus employee may elect to fill a vacancy in a lower classification or be laid off. 45. If it becomes necessary to reduce the work force workforce in Special Projects due to a lack of funding, employees working in Special Projects will have the right to “bump” into any position that they qualify for based on seniority after all unfilled, open positions have been filled in accordance with this articleArticle. Employees will start at the highest pay within the new D-Level scale that is closest to their original pay in Special Projects. 56. The DISTRICT shall select an employee from those possessing the required qualifications to perform the work involved and who have made their desires known in accordance with Paragraph 4 of this Article within ten (10) working days. When qualifications are met, seniority shall govern in such selections. In determining the qualifications of an employee for movement to a job title, the DISTRICT shall consider the employee's skill to perform under the job title including his demonstrated ability on his present job assignment. The Department of Human Resources Department shall give written notification to each employee who has filed a Job Bid Application Form of his selection or rejection for the job vacancy for which he has applied with a copy of each selection notification distributed to the LOCAL UNION. The successful applicant will be placed in the position within ten (10) working days of the notification of selection. In the event the District DISTRICT is unable to place the employee in the new position, within ten (10) working days, the employee will receive the commensurate new wage rate from the day he/she is they are notified of their selection. 67. Each employee transferred/promoted shall be provided a reasonable orientation period on the job, not to exceed six (6) months. In the event the employee fails to perform the job satisfactorily, the DISTRICT will return the employee to the former job. Should the former job no longer exist, the employee will be placed on another job of equal pay which the employee is qualified to perform. At such time, a replacement from the initial application pool will be selected with seniority being secondary to qualifications. If the DISTRICT is unable to fill the position with an applicant from the initial applicant pool, the position will then be re-advertized advertised at which time the replacement will be selected with seniority being secondary to qualifications. 78. The DISTRICT may hire an applicant from outside the bargaining unit when a job vacancy cannot be filled in accordance with the provisions above, subject to the provisions of Paragraph 8. 89. The DISTRICT shall maintain a list of laid-off employees. Qualified laid-off employees shall have first priority by seniority before hiring new employees is utilized. 8.19.1. The DISTRICT'S District’s obligation to recall a laid-off employee shall cease when the employee does not respond and report within ten (10) days after certificate of receipt of written notification which has been sent by U S. U.S. certified mail, return receipt requested, to the employee at his last known address to return to work. 8.29.2. Any employee who has not been recalled within six (6) months of layoff shall be considered terminated. 910. Temporary vacancies, except as provided for herein, which extend beyond five (5) weeks shall be filled in accordance with the provisions of Paragraph 4 on a temporary basis. Those vacancies created by an employee's absence due to illness or injury, may be filled on a temporary basis for up to six (6) months before the provisions of Paragraph 4 must be implemented. A temporary vacancy shall cease to exist upon the return of the employee for which the temporary vacancy was established. Employees filling such temporary vacancies shall return to their former job title and classification. In the event that If the incumbent employee does not return to their previous position, the successful temporary applicant can assume the position on a permanent basis. 9.1 10.1. Bargaining unit employees may be assigned as “leads” in accordance with Article 18, Sections 13 and 14 when vacancies necessitate a “lead.”