Priority Hiring List Clause Samples
A Priority Hiring List clause establishes a system where certain individuals, such as former employees or those affected by layoffs, are given preferential consideration for new job openings within an organization. Typically, this clause outlines the criteria for inclusion on the list, the duration of priority status, and the process by which eligible candidates are notified of vacancies and considered before external applicants. Its core practical function is to support workforce stability and fairness by ensuring that those with prior ties to the organization have enhanced opportunities for reemployment, thereby addressing issues related to job security and organizational loyalty.
Priority Hiring List. A. Part-time faculty who have been employed at an average of 50% time or more for nine (9) of the last twelve (12) quarters (excluding Summer Quarter), and who have satisfactorily completed the evaluation process in 6.10 shall be placed upon a department/division priority employment list.
B. Such priority shall be consistent with previous percentage workload assignments up to and including 2/3 load for all faculty (except for 78% load for assignments based on a mix of 15 and 18 hour loads and 75% in Intensive English Language Programs) and shall provide a right of first refusal for any divisional/departmental assignments on their qualifying list with the exception of Summer Quarter assignments or assignments required to maintain a full-load for full-time faculty. If a course assigned by the unit administrator is subsequently cancelled or reassigned, the faculty member maintains a right of first refusal, defined below. This consistent workload assignment is guaranteed for the following quarter (except Summer Quarter) unless the PH faculty member is notified in writing no later than 30 calendar days prior to the end of the current quarter (except Fall Quarter, for which the faculty will be notified by the last day of Summer Quarter). If a faculty member's workload varied from quarter to quarter during his/her qualifying period so as to not average a normally available workload percentage, the consistent workload shall be rounded to the nearest available workload. When the consistent workload falls halfway between the nearest available workloads, it shall be rounded up. Fifty percent (50%) will be used as the minimum guaranteed workload percentage for assignment purposes. In order to maintain a guaranteed load, the unit administrator may assign the PH faculty member, if qualified, courses not on his/her qualifying list and/or non- teaching duties. The qualifying list shall include courses taught within the twelve
Priority Hiring List. In event an employee is laid off due to lack of work or lack of funds the employee will be placed on Priority Hiring list. C ategories of Employees Employed forty (40) hours per week and a minimum of nine and one-half (9 ½) months per year. Full benefits and leave eligibility (for months employed) and covered by the labor Agreement. Employed not less than twenty (20) hours per week and up to forty (40) hours per week at least nine and one-half (91/2) months per year. Prorated medical eligibility (for months employed) and pro-rated leave accrual based on regularly scheduled hours. Covered by the Labor Agreement. Employed less than twenty (20) hours per week at least nine and one-half (91/2) months per year. Not eligible for Employer provided medical/dental benefits or retirement benefits. Eligible for pro-rated leave accrual based on regularly scheduled hours. Covered by the Labor Agreement.
Priority Hiring List a. Consistent with the Affirmative Action Plan of the District, part-time faculty who have been employed at an average of 50% time or more for nine (9) of the last twelve (12) quarters (excluding Summer Quarter), and who have received satisfactory evaluations which will include student and administrative evaluations and may include peer observations, shall be placed upon a department/division priority employment list. Evaluation guidelines have been developed by the Agreement Management Committee.
b. Such priority shall be consistent with previous percentage workload assignments up to and including 2/3 load and shall provide a right of first refusal for any divisional/departmental assignments on their qualifying list with the exception of Summer Quarter assignments or assignments required to maintain a full-load for full-time faculty. This consistent workload assignment is guaranteed for the following quarter (except Summer Quarter) unless the priority hiring faculty member is notified in writing no later than 30 calendar days prior to the end of the current quarter (except Fall Quarter, for which the faculty will be notified by the last day of Summer Quarter). In order to maintain a guaranteed load, the unit administrator may assign the priority hiring faculty member, if qualified, courses not on his/her qualifying list and/or non-teaching duties. The qualifying list shall include courses taught within the twelve (12) quarter qualifying period and can be modified as follows: any course taught two times subsequent to establishment of the original qualifying list may be added to the list by the unit administrator; courses may be deleted from the list by review with the unit administrator based on evaluations. Faculty in this category may be offered a course not on their qualifying list without that course being automatically added to their list. Priority hiring faculty will be informed about the division/department scheduling process and may provide input to that process. In the event that priority claims within a division exceed assignments available within that division, the priority shall be based upon the total contact hours taught within the division; the individual with the highest number having the greatest priority.
c. The establishment of a priority-hiring list does not confer on part-time faculty a vested right to continued employment or to renewal of employment, nor to an expectation of such employment. However, in the event the District elects t...