Common use of Non-Permanent Clause in Contracts

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. 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) 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) 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 his or her agency will have the right to return to a position in the permanent classification they he or she left at the completion of the non- non-permanent appointment; provided that the employee has not left their original, his or her 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 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. 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. 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) 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) 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 his or her agency will have the right to return to a position in the permanent classification they he or she left at the completion of the non- non-permanent appointment; provided that the employee has not left their original, his or her 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’ days prior to accepting the appointment, the employee must notify the his or her current Appointing Authority of the intent to accept a non- 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. 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) 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) 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 his or her agency will have the right to return to a position in the permanent classification they he or she left at the completion of the non- non-permanent appointment; provided that the employee has not left their original, his or her 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’ days prior to accepting the appointment, the employee must notify the his or her current Appointing Authority of the intent to accept a non- 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. 10 1. The Employer may make non-permanent appointments to fill in for 11 the absence of a permanent employee, during a workload peak, 12 while recruitment is being conducted, or to reduce the possible 13 effects of a layoff. Non-permanent appointments will not exceed 14 twelve (12) months except when filling in for the absence of a 15 permanent employee. A non-permanent appointee must have the 16 skills and abilities required for the position. 17 2. The Employer may convert a non-permanent appointment to a 18 permanent appointment when the non-permanent employee is in an 19 entry-level position. The Department of Transportation (DOT) may 20 also convert Transportation Technician 2s and Transportation 21 Planning Technician 2s. The Department of Licensing (DOL) may 22 convert LSR2s, provided there are no eligible bid transfer candidates 23 for the position. The converted employee will serve a probationary 24 or trial service period. The Employer must follow Section 4.11, XXX 25 DOL and Washington State Patrol (WSP) Transfers, or appoint an 26 internal layoff candidate, if one exists, before converting an 27 employee from a non-permanent appointment to a permanent appointment. Time spent in a non-permanent appointment may 1 count towards the probationary or trial service period for a 2 permanent position within the same job classification. 3 3. A permanent employee that accepts a non-permanent appointment 4 within their agency will have the right to return to a position in the 5 permanent classification they left at the completion of the non- permanent appointment; provided that the employee has not left 7 their original, non-permanent appointment. 8 4. An employee with permanent status may accept a non-permanent 9 appointment to another agency. At least fourteen (14) calendar days’ 10 prior to accepting the appointment, the employee must notify the 11 current Appointing Authority of the intent to accept a non- 12 permanent appointment. Upon notification of the employee’s intent, 13 the employee’s permanent agency will notify the employee, in 14 writing, of any return rights to the agency and the duration of those 15 return rights. At a minimum, the agency must provide the employee 16 access to the agency’s internal layoff list. 17 5. The Employer may end a non-permanent appointment at any time 18 by giving one (1) working day’s notice to the employee. If an 19 employee is terminated for misconduct and the misconduct for 20 which the employee is terminated is documented in the personnel 21 file, just cause will apply.

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) 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 DOL and Washington State Patrol (WSP) 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 his or her agency will have the right to return to a position in the permanent classification they he or she left at the completion of the non- non-permanent appointment; provided that the employee has not left their original, his or her 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 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. 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. 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- 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- 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. 8 1. The Employer may make non-permanent appointments to fill in for 9 the absence of a permanent employee, during a workload peak, 10 while recruitment is being conducted, or to reduce the possible 11 effects of a layoff. Non-permanent appointments will not exceed 12 twelve (12) months except when filling in for the absence of a 13 permanent employee. A non-permanent appointee must have the 14 skills and abilities required for the position. 15 2. The Employer may convert a non-permanent appointment to a 16 permanent appointment when the non-permanent employee is in an 17 entry-level position. The Department of Transportation (DOT) may 18 also convert Transportation Technician 2s and Transportation 19 Planning Technician 2s. The Department of Licensing (DOL) may 20 convert LSR2s, provided there are no eligible bid transfer candidates 21 for the position. The converted employee will serve a probationary 22 or trial service period. The Employer must follow Section 4.11, XXX 23 DOL and Washington State Patrol (WSP) Transfers, or appoint an 24 internal layoff candidate, if one exists, before converting an 25 employee from a non-permanent appointment to a permanent appointment. Time spent in a non-permanent appointment may 27 count towards the probationary or trial service period for a 28 permanent position within the same job classification. 1 3. A permanent employee that accepts a non-permanent appointment 2 within their agency will have the right to return to a position in the 3 permanent classification they left at the completion of the non- permanent appointment; provided that the employee has not left 5 their original, non-permanent appointment. 6 4. An employee with permanent status may accept a non-permanent 7 appointment to another agency. At least fourteen (14) calendar days’ 8 prior to accepting the appointment, the employee must notify the 9 current Appointing Authority of the intent to accept a non- 10 permanent appointment. Upon notification of the employee’s intent, 11 the employee’s permanent agency will notify the employee, in 12 writing, of any return rights to the agency and the duration of those 13 return rights. At a minimum, the agency must provide the employee 14 access to the agency’s internal layoff list. 15 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.time