Position Change. Compensated time shall be utilized or converted to pay prior to transferring or changing positions to another department, location or program.
Position Change. A Teaching Assistant, Clerical Assistant or Teaching Associate who is a unit member who accepts another non-certified position in the Amesbury Public Schools will be credited with previous service as a unit member where accumulated sick leave, vacation leave and service credits are concerned.
Position Change. A promotion, demotion, or reassignment made during an employee's continuous service within the Department.
Position Change. A Bargaining Unit employee working in a position which is changed by the assignment of duties, responsibilities or increased skill level that, in the opinion of the employee or the Association, justifies a change in the grade of the position may request the salary grade for the position be reviewed by completing a Clerical-Technical Classification Questionnaire, obtaining appropriate signatures and forwarding to Human Resources for review. Retroactivity date will be effective on the employee’s signature date on the questionnaire and applicable to such salary grade, if any.
Position Change. Any current employee who is the final candidate for a posted 23 position, whether internal or external, shall be required to take a drug urinalysis and 24 alcohol test prior to the final offer for the new position being extended. Any 25 employee applicant who’s confirmed test results indicate present alcohol or drug 26 abuse will not be hired into the new position, and is subject to all other provisions 27 of this policy.
Position Change. In the event an employee accepts a position at a higher rate and returns to their former position, they will then receive the pay rate of their former position.
Position Change. (Full-Time and Part-Time) An employee who is promoted to a position in a higher classification level will receive the minimum salary/rate of pay for the classification level to which the position has been assigned, or a ten (10) percent increase in his or her current salary/rate of pay, whichever amount is greater. The employee’s salary/rate of pay will not exceed the maximum of the new classification level. An employee who applies for and accepts a position in a lower classification level may retain their current salary/rate of pay so long as they do not receive a higher salary/rate of pay than a current member within the same classification level in a like position; however, the employee’s salary/rate of pay will not exceed the maximum salary/rate for that classification level.
Position Change. A bargaining unit member who accepts a position change within the bargaining unit shall move horizontally to the same step in the new position.
Position Change. The Superintendent shall determine what, if any, experience credit will be granted and the placement on another wage scale in the event an employee is appointed to another position. Such decision shall not be grievable.
Position Change. Any current employee who is the final candidate for a posted 19 position, whether internal or external, shall be required to take a drug urinalysis 20 and alcohol test prior to the final offer for the new position being extended. Any 21 employee applicant who’s confirmed test results indicate present alcohol or drug 22 abuse will not be hired into the new position, and is subject to all other provisions 23 of this policy.
(c) Scheduled physical examination - Any employee who undergoes a full physical 25 examination in accordance with Article XIV shall also be tested for drug and/or 26 alcohol use as part of that examination. 27 (d) Reasonable suspicion - Drug testing based on a belief that an employee is using or 28 has used drugs in violation of this policy drawn from specific objective and 1 articulable facts and reasonable inferences drawn from those facts in light of 2 experience. Approval for such testing shall be authorized only by the Personnel 3 Director. Among other things, such facts and inferences may be based upon; 4 (1) Observable documented phenomena while at work, such as direct 5 observation of drug or alcohol use or of the physical symptoms or 6 manifestations of being under the influence of a drug or alcohol.
