Common use of Other Employment Options Clause in Contracts

Other Employment Options. Any laid-off employee shall be eligible to receive priority placement to a vacancy in another department provided the employee responds to a notice of vacancy by contacting human resources in writing prior to the closing date. The employee must complete a job application in order for the county to verify that the employee is qualified for the position. If the county determines that the employee meets both the minimum requirements for the classification and the specific qualifications for the position, as determined by the department head, the department shall offer the position to the employee. In the event that more than one employee is under consideration, the department shall select the employee they feel is most qualified. The department shall have a trial period not less than two (2) weeks or more than six (6) weeks to determine if the employee meets the specific requirements of the job. If the department determines the employee is not performing the requirements of the job, the employee will be given notice of the employee’s performance deficiencies at least two (2) weeks prior to the expiration of the trial period. If, after receiving the notice, the employee is still not meeting department standards, the department may terminate employment provided reasons for the termination are in writing and are based on reasonable performance standards. The decision to reject appointment based on not meeting the specific performance related qualifications is not subject to the grievance procedure. Employees who do not meet the specific requirements of a position and are removed during the trial period shall be returned to their original department layoff list.

Other Employment Options. Any laid-off employee shall be eligible to receive priority placement to a vacancy in another department provided the employee he/she responds to a notice of vacancy by contacting human resources in writing prior to the closing date. The employee must complete a job application in order for the county to verify that the employee is qualified for the position. If the county determines that the employee meets both the minimum requirements for the classification and the specific qualifications for the position, as determined by the department head, the department shall offer the position to the employee. In the event that more than one employee is under consideration, the department shall select the employee they feel is most qualified. The department shall have a trial period not less than two (2) weeks or more than six (6) weeks to determine if the employee meets the specific requirements of the job. If the department determines the employee is not performing the requirements of the job, the employee will be given notice of the employee’s his/her performance deficiencies at least two (2) weeks prior to the expiration of the trial period. If, after receiving the notice, the employee is still not meeting department standards, the department may terminate employment provided reasons for the termination are in writing and are based on reasonable performance standards. The decision to reject appointment based on not meeting the specific performance related qualifications is not subject to the grievance procedure. Employees who do not meet the specific requirements of a position and are removed during the trial period shall be returned to their original department layoff list.

Other Employment Options. Any laid-off employee shall be eligible to receive priority placement to a vacancy in another department provided he/she the employee responds to a notice of vacancy by contacting human resources in writing prior to the closing date. The employee must complete a job application in order for the county to verify that the employee is qualified for the position. If the county determines that the employee meets both the minimum requirements for the classification and the specific qualifications for the position, as determined by the department head, the department shall offer the position to the employee. In the event that more than one employee is under consideration, the department shall select the employee they feel is most qualified. The department shall have a trial period not less than two (2) weeks or more than six (6) weeks to determine if the employee meets the specific requirements of the job. If the department determines the employee is not performing the requirements of the job, the employee will be given notice of his/her the employee’s performance deficiencies at least two (2) weeks prior to the expiration of the trial period. If, after receiving the notice, the employee is still not meeting department standards, the department may terminate employment provided reasons for the termination are in writing and are based on reasonable performance standards. The decision to reject appointment based on not meeting the specific performance related qualifications is not subject to the grievance procedure. Employees who do not meet the specific requirements of a position and are removed during the trial period shall be returned to their original department layoff list.