Non-Permanent. 1. The Employer may make non-permanent appointments to fill in for the absence of a permanent employee, during a workload peak, while recruitment is being conducted, or to reduce the possible effects of a layoff. Non-permanent appointments will not exceed twelve (12) months except when filling in for the absence of a permanent employee. A non-permanent appointee must have the skills and abilities required for the position.
2. The Employer may convert a non-permanent appointment to a permanent appointment when the non-permanent employee is in an entry-level position. The Department of Transportation (DOT) may also convert Transportation Technician 2s and Transportation Planning Technician 2s. The Department of Licensing (DOL) may convert LSR2s, provided there are no eligible bid transfer candidates for the position. The converted employee will serve a probationary or trial service period. The Employer must follow Section 4.11, XXX and Washington State Patrol (WSP) Transfers, or appoint an internal layoff candidate, if one exists, before converting an employee from a non-permanent appointment to a permanent appointment. Time spent in a non-permanent appointment may count towards the probationary or trial service period for a permanent position within the same job classification.
3. A permanent employee that accepts a non-permanent appointment within their agency will have the right to return to a position in the permanent classification they left at the completion of the non- permanent appointment; provided that the employee has not left their original, non-permanent appointment.
4. An employee with permanent status may accept a non-permanent appointment to another agency. At least fourteen (14) calendar days’ prior to accepting the appointment, the employee must notify the current Appointing Authority of the intent to accept a non- permanent appointment. Upon notification of the employee’s intent, the employee’s permanent agency will notify the employee, in writing, of any return rights to the agency and the duration of those return rights. At a minimum, the agency must provide the employee access to the agency’s internal layoff list.
5. The Employer may end a non-permanent appointment at any time by giving one (1) working day’s notice to the employee. If an employee is terminated for misconduct and the misconduct for which the employee is terminated is documented in the personnel file, just cause will apply.
Non-Permanent. Employees If the non-permanent staff of a branch is to be reduced, temporary employees belonging to the classification and branch to be reduced shall be laid off prior to the layoff of provisional employees. Provisional employees in the classification and branch to be reduced will be laid off in reverse order of provisional seniority date, except where: 1) the order of layoff may differ in order to provide for the operational requirements of a branch, and 2) provisional employees will only be transferred between sections if at least 10 working days in the class is available in the different section.
Non-Permanent. 1. The Employer may make non-permanent appointments to fill in for the absence of a permanent employee, during a workload peak, while recruitment is being conducted, or to reduce the possible effects of a layoff. Non-permanent appointments will not exceed twelve (12) months except when filling in for the absence of a permanent employee. A non-permanent appointee must have the skills and abilities required for the position.
2. The Employer may convert a non-permanent appointment to a permanent appointment when the non-permanent employee is in an entry-level position. The Department of Transportation (DOT) may also convert Transportation Technician
Non-Permanent. Teacher Participants (NPTP)
30 1. Non-permanent unit members who exhibit 31 performance deficiencies in the Formal Observation process, and have 32 received a “Needs Improvement” rating by the site evaluator in one or more 33 of the Standards upon which they are being evaluated, may be required to 34 participate in a Performance Improvement Plan; PAR may be one of the 35 components of any such Performance Improvement Plan.
1 2. The decision of the site evaluator to refer a non- 3 grievance procedure presented in Article XXIII of the Agreement.
Non-Permanent. A non-permanent employee who obtains probationary status without a break in service shall carry forward any unexpended vacation leave without pay earned during the non-permanent appointment.
Non-Permanent. 1. The Employer may make non-permanent appointments to fill in for the absence of a permanent employee, during a workload peak, while recruitment is being conducted, or to reduce the possible effects of a layoff. Non- permanent appointments will not exceed twenty-four (24) months except when filling in for the absence of a permanent employee. A non-permanent appointee must have the skills and abilities required for the position.
2. A permanent employee who accepts a non-permanent appointment within his or her agency will have the right to return to his or her position in the agency or to a position in the permanent classification he or she left at the completion of the non-permanent appointment; provided, that the employee has not left the original non-permanent appointment, unless the original Appointing Authority agrees otherwise. An employee with permanent status may accept a non-permanent appointment to another agency. At least fourteen (14) calendar days prior to accepting the appointment, the employee must notify his or her current Appointing Authority of the intent to accept a non-permanent appointment. Upon notification of the employee’s intent, the employee’s permanent agency will notify the employee, in writing, of any return rights to the agency and the duration of those return rights. At a minimum, the agency must provide the employee access to the agency’s internal layoff list.
3. The Employer may convert a non-permanent appointment into a permanent appointment if the Employer used a competitive process pursuant to Section
4.1 to fill the non-permanent appointment. In such circumstances, the employee may serve a probationary or trial service period. The Employer must appoint an internal layoff candidate with the required skills and abilities who has indicated an appropriate geographic availability, if one exists, before converting an employee from a non-permanent appointment to a permanent appointment. Time spent in a non-permanent appointment may count towards the probationary or trial service period for the permanent position.
4. The Employer may end a non-permanent appointment at any time by giving one (1) working day’s notice to the employee.
Non-Permanent. 1. The Agency may make non-permanent appointments. A non- permanent appointee must have the skills and abilities required for the position. When the Appointing Authority converts a non- permanent appointment to a permanent appointment, the employee will not serve a trial service period if they have been in that position for at least twelve (12) continuous months.
2. An employee with permanent status may accept a non-permanent appointment. At least fourteen (14) calendar days prior to accepting the appointment, the employee must notify his/her current Appointing Authority of the intent to accept a non- permanent appointment. Upon notification of the employee’s intent, the employee’s permanent agency will notify the employee, in writing, of any return rights to the agency and the duration of those return rights. At a minimum, the agency must provide the employee access to the agency’s internal layoff list.
3. The Employer may end a non-permanent appointment at any time by giving one (1) working day’s notice to the employee. Non- permanent appointments normally will not exceed twenty-four (24) consecutive months in duration.
Non-Permanent. 1. The Employer may make non-permanent appointments. A non permanent appointee must have the qualifications and possess any of the specialized skills and abilities for the position.
2. A nurse with permanent status may accept a non-permanent appointment. At least fourteen (14) calendar days prior to starting in the appointment, the nurse must notify his or her current appointing authority of the intent to accept a non- permanent appointment. Upon notification of the nurse’s intent to accept a non- permanent appointment outside his or her facility or regional office, the nurse’s permanent agency will notify the nurse, in writing, of any return rights to the agency and the duration of those return rights. At a minimum, the agency must provide the nurse access to the agency’s internal layoff list. A nurse with permanent status, who accepts a non-permanent appointment within their facility or regional office, will retain return rights to their permanent position.
3. The Employer may convert a non-permanent appointment into a permanent appointment and the nurse will serve a probationary or trial service period. The Employer must appoint an internal layoff candidate, if one exists, before converting a nurse from a non- permanent appointment to a permanent appointment. If there are no internal layoff candidates, the process in Section
Non-Permanent. 1. The Employer may make non-permanent appointments. A non- permanent appointee must have the skills and abilities required for the position. When the employer converts a non-permanent appointment to a permanent appointment, the employee will serve a probationary or trial service period.
2. An employee with permanent status may accept a non-permanent appointment. At least fourteen (14) calendar days prior to accepting the appointment, the employee must notify his/her current Appointing Authority of the intent to accept a non- permanent appointment. Upon notification of the employee’s intent, the employee’s permanent agency will notify the employee, in writing, of any return rights to the Agency and the duration of those return rights. At a minimum, the Agency must provide the employee access to the Agency’s internal layoff list. After receipt of this notification the employee may elect to accept or turn down the appointment offer.
3. The Employer may end a non-permanent appointment at any time by giving one (1) working day’s notice to the employee. Non- permanent appointments normally will not exceed twenty-four (24) consecutive months in duration.
Non-Permanent. 1. The Employer may make non-permanent appointments. A non- permanent appointee must have the skills and abilities required for the position. When the employer converts a non-permanent appointment to a permanent appointment, the employee will serve a probationary or trial service period.
2. An employee with permanent status may accept a non-permanent appointment. At least fourteen (14) calendar days prior to accepting the appointment, the employee must notify his or her current appointing authority of the intent to accept a non- permanent appointment. Upon notification of the employee’s intent, the employee’s permanent agency will notify the employee, in writing, of any return rights to the agency and the duration of those return rights. At a minimum, the agency must provide the employee access to the agency’s internal layoff list.
3. The Employer may end a non-permanent appointment at any time by giving one (1) working day’s notice to the employee. Non- permanent appointments normally will not exceed twenty-four (24) consecutive months in duration.
