Common use of ODOT, OPRD Clause in Contracts

ODOT, OPRD. (a) When opportunities for transfer or promotion of employees become open, those employees eligible for interview shall receive at least five (5) days notice unless the employee agrees to an earlier time before the scheduled date of interview. The employee, after receiving such notice, will be allowed a maximum of two (2) working days to accept or reject the interview offer. Fair consideration for the promotion or transfer shall be given to employees who are eligible. (b) When the position is filled, each unsuccessful employee applicant shall be notified within five (5) days of the appointment that the position has been filled. (c) Employees may volunteer for transfer. It is the responsibility of any employee wishing to transfer to another location to make a written request to the Agency Personnel Operation Section clearly indicating the reasons for desiring a transfer. Requests based on medical or family welfare situations will be given priority and, at the discretion of the Agency, may be considered to be for the benefit of the Agency. (d) All transfers shall be at the discretion of the Agency. Requests for transfer may be considered separately or in combination with candidates for promotion at the discretion of the Agency. A supervisor who is hiring may consider transfer candidates only or may consider both transfers and other candidates. In all cases, lateral transfers to the same classification shall be considered and offered an initial interview, subject to meeting any special qualifications of the position. Except for hardship transfer requests, when the Agency uses an open competitive recruitment process, transfer candidates will be given first hiring consideration before internal Agency promotion candidates and candidates from outside the Agency. (e) Promotion lists shall normally consist of five (5) candidates plus qualified affirmative action candidates whose placement on the list will be by promotional examination and by willingness to accept the promotion offered. Employees with tied scores will all be considered. (f) Any transfer or promotion granted as the result of a competitive interview will be considered to be for the benefit of the Agency. A request for transfer which is granted without the competitive interview procedure or without a notice of vacancy being circulated to eligible employees shall be considered to be for the benefit of the employee and any employee desiring this type of consideration shall agree to this condition when requesting transfer. (g) If, because of lack of work, it is necessary to transfer an entire crew, it shall be considered as “at the request of or for the benefit of the Agency.”

ODOT, OPRD. (a) When opportunities for transfer or promotion of employees become open, those employees eligible for interview shall receive at least five (5) days notice unless the employee agrees to an earlier time before the scheduled date of interview. The employee, after receiving such notice, will be allowed a maximum of two (2) working days to accept or reject the interview offer. Fair consideration for the promotion or transfer shall be given to employees who are eligible. (b) When the position is filled, each unsuccessful employee applicant shall be notified within five (5) days of the appointment that the position has been filled. (c) Employees may volunteer for transfer. It is the responsibility of any employee wishing to transfer to another location to make a written request to the Agency Personnel Operation Section clearly indicating the reasons for desiring a transfer. Requests based on medical or family welfare situations will be given priority and, at the discretion of the Agency, may be considered to be for the benefit of the Agency. (d) All transfers shall be at the discretion of the Agency. Requests for transfer may be considered separately or in combination with candidates for promotion at the discretion of the Agency. A supervisor who is hiring may consider transfer candidates only or may consider both transfers and other candidates. In all cases, lateral transfers to the same classification shall be considered and offered an initial interview, subject to meeting any special qualifications of the position. Except for hardship transfer requests, when the Agency uses an open competitive recruitment process, transfer candidates will be given first hiring consideration before internal Agency promotion candidates and candidates from outside the Agency. (e) Promotion lists shall normally consist of five (5) candidates plus qualified affirmative action candidates whose placement on the list will be by promotional examination and by willingness to accept the promotion offered. Employees with tied scores will all be considered. (f) Any transfer or promotion granted as the result of a competitive interview will be considered to be for the benefit of the Agency. A request for transfer which is granted without the competitive interview procedure or without a notice of vacancy being circulated to eligible employees shall be considered to be for the benefit of the employee and any employee desiring this type of consideration shall agree to this condition when requesting transfer. (g) If, because of lack of work, it is necessary to transfer an entire crew, it shall be considered as “at the request of or for the benefit of the Agency.” (h) If, because of lack of work, it is necessary to transfer an individual employee out of the work unit, it shall be done as follows: (1) The Agency shall first select from the list of volunteer employees who hold equivalent positions. The Agency may deny a request if the employee does not possess the basic skills for the position or is currently essential to the job they are presently on. (2) If there are not employees on the volunteer list for transfer, the Agency shall select an employee for transfer. If selected employees do not wish to transfer, then the seniority points shall be computed only for those qualified employees in the classification at the geographic location, and the one (1) with the least seniority shall be

ODOT, OPRD. REV: 2013 (a) When opportunities for transfer or promotion of employees become open, those employees eligible for interview shall receive at least five (5) days notice unless the employee agrees to an earlier time before the scheduled date of interview. The employee, after receiving such notice, will be allowed a maximum of two (2) working days to accept or reject the interview offer. Fair consideration for the promotion or transfer shall be given to employees who are eligible. (b) When the position is filled, each unsuccessful employee applicant shall be notified within five (5) days of the appointment that the position has been filled. (c) Employees may volunteer for transfer. It is the responsibility of any employee wishing to transfer to another location to make a written request to the Agency Personnel Operation Section clearly indicating the reasons for desiring a transfer. Requests based on medical or family welfare situations will be given priority and, at the discretion of the Agency, may be considered to be for the benefit of the Agency. (d) All transfers shall be at the discretion of the Agency. Requests for transfer may be considered separately or in combination with candidates for promotion at the discretion of the Agency. A supervisor who is hiring may consider transfer candidates only or may consider both transfers and other candidates. In all cases, lateral transfers to the same classification shall be considered and offered an initial interview, subject to meeting any special qualifications of the position. Except for hardship transfer requests, when the Agency uses an open competitive recruitment process, transfer candidates will be given first hiring consideration before internal Agency promotion candidates and candidates from outside the Agency. (e) Promotion lists shall normally consist of five (5) candidates plus qualified affirmative action candidates whose placement on the list will be by promotional examination and by willingness to accept the promotion offered. Employees with tied scores will all be considered. (f) Any transfer or promotion granted as the result of a competitive interview will be considered to be for the benefit of the Agency. A request for transfer which is granted without the competitive interview procedure or without a notice of vacancy being circulated to eligible employees shall be considered to be for the benefit of the employee and any employee desiring this type of consideration shall agree to this condition when requesting transfer. (g) If, because of lack of work, it is necessary to transfer an entire crew, it shall be considered as “at the request of or for the benefit of the Agency.”

ODOT, OPRD. (a) When opportunities for transfer or promotion of employees become open, those employees eligible for interview shall receive at least five (5) days notice unless the employee agrees to an earlier time before the scheduled date of interview. The employee, after receiving such notice, will be allowed a maximum of two (2) working days to accept or reject the interview offer. Fair consideration for the promotion or transfer shall be given to employees who are eligible. (b) When the position is filled, each unsuccessful employee applicant shall be notified within five (5) days of the appointment that the position has been filled. (c) Employees may volunteer for transfer. It is the responsibility of any employee wishing to transfer to another location to make a written request to the Agency Personnel Operation Section clearly indicating the reasons for desiring a transfer. Requests based on medical or family welfare situations will be given priority and, at the discretion of the Agency, may be considered to be for the benefit of the Agency. (d) All transfers shall be at the discretion of the Agency. Requests for transfer may be considered separately or in combination with candidates for promotion at the discretion of the Agency. A supervisor who is hiring may consider transfer candidates only or may consider both transfers and other candidates. In all cases, lateral transfers to the same classification shall be considered and offered an initial interview, subject to meeting any special qualifications of the position. Except for hardship transfer requests, when the Agency uses an open competitive recruitment process, transfer candidates will be given first hiring consideration before internal Agency promotion candidates and candidates from outside the Agency. (e) Promotion lists shall normally consist of five (5) candidates plus qualified affirmative action candidates whose placement on the list will be by promotional examination and by willingness to accept the promotion offered. Employees with tied scores will all be considered. (f) Any transfer or promotion granted as the result of a competitive interview will be considered to be for the benefit of the Agency. A request for transfer which is granted without the competitive interview procedure or without a notice of vacancy being circulated to eligible employees shall be considered to be for the benefit of the employee and any employee desiring this type of consideration shall agree to this condition when requesting transfer. (g) If, because of lack of work, it is necessary to transfer an entire crew, it shall be considered as “at ―at the request of or for the benefit of the Agency.‖ (h) If, because of lack of work, it is necessary to transfer an individual employee out of the work unit, it shall be done as follows: (1) The Agency shall first select from the list of volunteer employees who hold equivalent positions. The Agency may deny a request if the employee does not possess the basic skills for the position or is currently essential to the job he/she is presently on. (2) If there are not employees on the volunteer list for transfer, the Agency shall select an employee for transfer. If selected employees do not wish to transfer, then the seniority points shall be computed only for those qualified employees in the classification at the geographic location, and the one (1) with the least seniority shall be transferred. If there is more than one (1) crew or work unit at the geographic location, then the seniority in a particular classification would apply to all the crews treated as one (1) unit. (i) In any other non-voluntary transfer situation, an employee selected who does not want to transfer shall be entitled to challenge the action through the grievance procedure to determine if the transfer is appropriate. Such hearing shall occur at the employee’s option and shall be held prior to the transfer becoming effective. (j) A transfer requested by an employee because of medical condition resulting from job-connected injury shall not be considered to be a transfer for the benefit of the employee but, when made, shall be considered to be for the benefit of the Agency.” (k) Except in the case of an emergency, the Agency shall give the employee a minimum of three (3) days notice in advance of the reporting date when the employee is being assigned to work at a temporary headquarters. The employee shall be given maximum possible notice when returning to permanent headquarters.

ODOT, OPRD. (a) When opportunities for transfer or promotion of employees become open, those employees eligible for interview shall receive at least five (5) days notice unless the employee agrees to an earlier time before the scheduled date of interview. The employee, after receiving such notice, will be allowed a maximum of two (2) working days to accept or reject the interview offer. Fair consideration for the promotion or transfer shall be given to employees who are eligible. (b) When the position is filled, each unsuccessful employee applicant shall be notified within five (5) days of the appointment that the position has been filled. (c) Employees may volunteer for transfer. It is the responsibility of any employee wishing to transfer to another location to make a written request to the Agency Personnel Operation Section clearly indicating the reasons for desiring a transfer. Requests based on medical or family welfare situations will be given priority and, at the discretion of the Agency, may be considered to be for the benefit of the Agency. (d) All transfers shall be at the discretion of the Agency. Requests for transfer may be considered separately or in combination with candidates for promotion at the discretion of the Agency. A supervisor who is hiring may consider transfer candidates only or may consider both transfers and other candidates. In all cases, lateral transfers to the same classification shall be considered and offered an initial interview, subject to meeting any special qualifications of the position. Except for hardship transfer requests, when the Agency uses an open competitive recruitment process, transfer candidates will be given first hiring consideration before internal Agency promotion candidates and candidates from outside the Agency. (e) Promotion lists shall normally consist of five (5) candidates plus qualified affirmative action candidates whose placement on the list will be by promotional examination and by willingness to accept the promotion offered. Employees with tied scores will all be considered. (f) Any transfer or promotion granted as the result of a competitive interview will be considered to be for the benefit of the Agency. A request for transfer which is granted without the competitive interview procedure or without a notice of vacancy being circulated to eligible employees shall be considered to be for the benefit of the employee and any employee desiring this type of consideration shall agree to this condition when requesting transfer. (g) If, because of lack of work, it is necessary to transfer an entire crew, it shall be considered as “at the request of or for the benefit of the Agency.” (h) If, because of lack of work, it is necessary to transfer an individual employee out of the work unit, it shall be done as follows: (1) The Agency shall first select from the list of volunteer employees who hold equivalent positions. The Agency may deny a request if the employee does not possess the basic skills for the position or is currently essential to the job he/she is presently on. (2) If there are not employees on the volunteer list for transfer, the Agency shall select an employee for transfer. If selected employees do not wish to transfer, then the seniority points shall be computed only for those qualified employees in the classification at the geographic location, and the one (1) with the least seniority shall be transferred. If there is more than one (1) crew or work unit at the geographic location, then the seniority in a particular classification would apply to all the crews treated as one (1) unit. (i) In any other non-voluntary transfer situation, an employee selected who does not want to transfer shall be entitled to challenge the action through the grievance procedure to determine if the transfer is appropriate. Such hearing shall occur at the employee’s option and shall be held prior to the transfer becoming effective. (j) A transfer requested by an employee because of medical condition resulting from job-connected injury shall not be considered to be a transfer for the benefit of the employee but, when made, shall be considered to be for the benefit of the Agency. (k) Except in the case of an emergency, the Agency shall give the employee a minimum of three (3) days notice in advance of the reporting date when the employee is being assigned to work at a temporary headquarters. The employee shall be given maximum possible notice when returning to permanent headquarters.

ODOT, OPRD. (a) When opportunities for transfer or promotion of employees become open, those employees eligible for interview shall receive at least five (5) days notice unless the employee agrees to an earlier time before the scheduled date of interview. The employee, after receiving such notice, will be allowed a maximum of two (2) working days to accept or reject the interview offer. Fair consideration for the promotion or transfer shall be given to employees who are eligible. (b) When the position is filled, each unsuccessful employee applicant shall be notified within five (5) days of the appointment that the position has been filled. (c) Employees may volunteer for transfer. It is the responsibility of any employee wishing to transfer to another location to make a written request to the Agency Personnel Operation Section clearly indicating the reasons for desiring a transfer. Requests based on medical or family welfare situations will be given priority and, at the discretion of the Agency, may be considered to be for the benefit of the Agency. (d) All transfers shall be at the discretion of the Agency. Requests for transfer may be considered separately or in combination with candidates for promotion at the discretion of the Agency. A supervisor who is hiring may consider transfer candidates only or may consider both transfers and other candidates. In all cases, lateral transfers to the same classification shall be considered and offered an initial interview, subject to meeting any special qualifications of the position. Except for hardship transfer requests, when the Agency uses an open competitive recruitment process, transfer candidates will be given first hiring consideration before internal Agency promotion candidates and candidates from outside the Agency. (e) Promotion lists shall normally consist of five (5) candidates plus qualified affirmative action candidates whose placement on the list will be by promotional examination and by willingness to accept the promotion offered. Employees with tied scores will all be considered. (f) Any transfer or promotion granted as the result of a competitive interview will be considered to be for the benefit of the Agency. A request for transfer which is granted without the competitive interview procedure or without a notice of vacancy being circulated to eligible employees shall be considered to be for the benefit of the employee and any employee desiring this type of consideration shall agree to this condition when requesting transfer. (g) If, because of lack of work, it is necessary to transfer an entire crew, it shall be considered as “at the request of or for the benefit of the Agency.”

ODOT, OPRD. (a) When opportunities for transfer or promotion of employees become open, those employees eligible for interview shall receive at least five (5) days notice unless the employee agrees to an earlier time before the scheduled date of interview. The employee, after receiving such notice, will be allowed a maximum of two (2) working days to accept or reject the interview offer. Fair consideration for the promotion or transfer shall be given to employees who are eligible. (b) When the position is filled, each unsuccessful employee applicant shall be notified within five (5) days of the appointment that the position has been filled. (c) Employees may volunteer for transfer. It is the responsibility of any employee wishing to transfer to another location to make a written request to the Agency Personnel Operation Section clearly indicating the reasons for desiring a transfer. Requests based on medical or family welfare situations will be given priority and, at the discretion of the Agency, may be considered to be for the benefit of the Agency. (d) All transfers shall be at the discretion of the Agency. Requests for transfer may be considered separately or in combination with candidates for promotion at the discretion of the Agency. A supervisor who is hiring may consider transfer candidates only or may consider both transfers and other candidates. In all cases, lateral transfers to the same classification shall be considered and offered an initial interview, subject to meeting any special qualifications of the position. Except for hardship transfer requests, when the Agency uses an open competitive recruitment process, transfer candidates will be given first hiring consideration before internal Agency promotion candidates and candidates from outside the Agency. (e) Promotion lists shall normally consist of five (5) candidates plus qualified affirmative action candidates whose placement on the list will be by promotional examination and by willingness to accept the promotion offered. Employees with tied scores will all be considered. (f) Any transfer or promotion granted as the result of a competitive interview will be considered to be for the benefit of the Agency. A request for transfer which is granted without the competitive interview procedure or without a notice of vacancy being circulated to eligible employees shall be considered to be for the benefit of the employee and any employee desiring this type of consideration shall agree to this condition when requesting transfer. (g) If, because of lack of work, it is necessary to transfer an entire crew, it shall be considered as “at ―at the request of or for the benefit of the Agency.‖ (h) If, because of lack of work, it is necessary to transfer an individual employee out of the work unit, it shall be done as follows: (1) The Agency shall first select from the list of volunteer employees who hold equivalent positions. The Agency may deny a request if the employee does not possess the basic skills for the position or is currently essential to the job he/she is presently on. (2) If there are not employees on the volunteer list for transfer, the Agency shall select an employee for transfer. If selected employees do not wish to transfer, then the seniority points shall be computed only for those qualified employees in the classification at the geographic location, and the one (1) with the least seniority shall be transferred. If there is more than one (1) crew or work unit at the geographic location, then the seniority in a particular classification would apply to all the crews treated as one (1) unit. (i) In any other non-voluntary transfer situation, an employee selected who does not want to transfer shall be entitled to challenge the action through the grievance procedure to determine if the transfer is appropriate. Such hearing shall occur at the employee’s option and shall be held prior to the transfer becoming effective. (j) A transfer requested by an employee because of medical condition resulting from job-connected injury 00 0000-0000 SEIU Local 503, OPEU/State of Oregon CBA shall not be considered to be a transfer for the benefit of the employee but, when made, shall be considered to be for the benefit of the Agency.”

ODOT, OPRD. (a) When opportunities for transfer or promotion of employees become open, those employees eligible for interview shall receive at least five (5) days notice unless the employee agrees to an earlier time before the scheduled date of interview. The employee, after receiving such notice, will be allowed a maximum of two (2) working days to accept or reject the interview offer. Fair consideration for the promotion or transfer shall be given to employees who are eligible. (b) When the position is filled, each unsuccessful employee applicant shall be notified within five (5) days of the appointment that the position has been filled. (c) Employees may volunteer for transfer. It is the responsibility of any employee wishing to transfer to another location to make a written request to the Agency Personnel Operation Section clearly indicating the reasons for desiring a transfer. Requests based on medical or family welfare situations will be given priority and, at the discretion of the Agency, may be considered to be for the benefit of the Agency. (d) All transfers shall be at the discretion of the Agency. Requests for transfer may be considered separately or in combination with candidates for promotion at the discretion of the Agency. A supervisor who is hiring may consider transfer candidates only or may consider both transfers and other candidates. In all cases, lateral transfers to the same classification shall be considered and offered an initial interview, subject to meeting any special qualifications of the position. Except for hardship transfer requests, when the Agency uses an open competitive recruitment process, transfer candidates will be given first hiring consideration before internal Agency promotion candidates and candidates from outside the Agency. (e) Promotion lists shall normally consist of five (5) candidates plus qualified affirmative action candidates whose placement on the list will be by promotional examination and by willingness to accept the promotion offered. Employees with tied scores will all be considered. (f) Any transfer or promotion granted as the result of a competitive interview will be considered to be for the benefit of the Agency. A request for transfer which is granted without the competitive interview procedure or without a notice of vacancy being circulated to eligible employees shall be considered to be for the benefit of the employee and any employee desiring this type of consideration shall agree to this condition when requesting transfer. (g) If, because of lack of work, it is necessary to transfer an entire crew, it shall be considered as “at the request of or for the benefit of the Agency.” (h) If, because of lack of work, it is necessary to transfer an individual employee out of the work unit, it shall be done as follows: (1) The Agency shall first select from the list of volunteer employees who hold equivalent positions. The Agency may deny a request if the employee does not possess the basic skills for the position or is currently essential to the job they are presently on. (2) If there are not employees on the volunteer list for transfer, the Agency shall select an employee for transfer. If selected employees do not wish to transfer, then the seniority points shall be computed only for those qualified employees in the classification at the geographic location, and the one (1) with the least seniority shall be transferred. If there is more than one (1) crew or work unit at the geographic location, then the seniority in a particular classification would apply to all the crews treated as one (1) unit. (i) In any other non-voluntary transfer situation, an employee selected who does not want to transfer shall be entitled to challenge the action through the grievance procedure to determine if the transfer is appropriate. Such hearing shall occur at the employee’s option and shall be held prior to the transfer becoming effective. (j) A transfer requested by an employee because of medical condition resulting from job-connected injury shall not be considered to be a transfer for the benefit of the employee but, when made, shall be considered to be for the benefit of the Agency. (k) Except in the case of an emergency, the Agency shall give the employee a minimum of three (3) days’ notice in advance of the reporting date when the employee is being assigned to work at a temporary headquarters. The employee shall be given maximum possible notice when returning to permanent headquarters.