PROFESSIONAL TRANSFER/INVOLUNTARY REASSIGNMENT Sample Clauses

PROFESSIONAL TRANSFER/INVOLUNTARY REASSIGNMENT. The superintendent or designee will post a list of all existing school vacancies in the business office, on the web site and over e-mail as soon as possible after the opening occurs. By January 31 of each school year, teachers will be asked to list each of the different jobs or schools that they would want to be considered for if an opening exists for the following school year. A certified teacher who desires a transfer to the positions available should submit a written request to the superintendent of schools. Criteria for approval of a certified teacher transfer request will be made upon the best interests of the school district as determined by the superintendent. Overall district seniority will be considered. In the determination of involuntary transfers and reassignments, the following criteria shall be considered: • Volunteers shall be considered for all positions where involuntary transfers might be made. • Individual qualifications and experience. An involuntary transfer or reassignment shall be made only after a meeting between the certified teacher and the principal(s) involved. At this meeting the certified teacher shall be notified of the reason or reasons for the transfer or reassignments. If, at this meeting, the certified teacher objects to the transfer or reassignment, the certified teacher may appeal in writing to the superintendent. The superintendent or the superintendent’s designated representative shall meet with the certified teacher to discuss an appeal to an involuntary transfer or reassignment. At the certified teacher’s option, a representative of the association may be present at this meeting. Certified teachers being involuntarily transferred or reassigned because of the realignment or redistribution of the school populations shall have preference over teachers seeking voluntary transfers or reassignments in regard to choice among those positions which are vacant. Teachers entitled to preference have the responsibility of notifying their right to exercise such preference at the time they request a transfer to a vacant position. Excluding those in the current capacity prior to the 2016-17 Negotiated Agreement, No person will supervise a member of his or her immediate family (to include parent, spouse, or child). In the event itis in the best interest of the District and such situation would occur, effort will be made to transfer of one member as soon as practical to a vacancy for which he/she is qualified for without a decrease i...
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Related to PROFESSIONAL TRANSFER/INVOLUNTARY REASSIGNMENT

  • INVOLUNTARY TRANSFERS AND REASSIGNMENTS A. Notice of an involuntary transfer or reassignment shall be given to each teacher involved as soon as possible, and except in cases of emergency, not later than June 15th.

  • Involuntary Demotion An employee assigned to a lower rated position shall continue to be paid at the employee's current rate of pay until the rate of pay in the new position equals or exceeds it.

  • Involuntary Termination “Involuntary Termination” shall mean (i) without the Employee’s express written consent, the significant reduction of the Employee’s duties or responsibilities relative to the Employee’s duties or responsibilities in effect immediately prior to such reduction; provided, however, that a reduction in duties or responsibilities solely by virtue of the Company being acquired and made part of a larger entity (as, for example, when the Chief Financial Officer of Company remains as such following a Change of Control and is not made the Chief Financial Officer of the acquiring corporation) shall not constitute an “Involuntary Termination”; (ii) without the Employee’s express written consent, a substantial reduction, without good business reasons, of the facilities and perquisites (including office space and location) available to the Employee immediately prior to such reduction; (iii) without the Employee’s express written consent, a material reduction by the Company in the Base Compensation or Target Incentive of the Employee as in effect immediately prior to such reduction, or the ineligibility of the Employee to continue to participate in any long-term incentive plan of the Company; (iv) a material reduction by the Company in the kind or level of employee benefits to which the Employee is entitled immediately prior to such reduction with the result that the Employee’s overall benefits package is significantly reduced; (v) the relocation of the Employee to a facility or a location more than 50 miles from the Employee’s then present location, without the Employee’s express written consent; (vi) any purported termination of the Employee by the Company which is not effected for death or Disability or for Cause; or (vii) the failure of the Company to obtain the assumption of this agreement by any successors contemplated in Section 10 below.

  • Room Reassignment The Manager may in its sole and unfettered discretion, relocate the Resident to another Room upon 48 hours advance written notice. The Resident agrees to comply with the terms of any relocation notice and to remove and relocate the Resident’s property to the Room designated in the relocation notice. Residents are required to comply with any de-densifying efforts required on campus due to Covid-19 or other public health or safety emergency, including, but not limited to, the relocation of all or some residential students to alternative housing. Relocation does not constitute a termination of a residential student’s housing contract. In the event that the Manager must relocate students as part of a de-densifying strategy due to public health, safety or other concerns for an extended period of time and alternative housing is not available, the Manager may, in its sole and unfettered discretion, pay impacted students fair and reasonable reimbursement (as determined by the Manager) as appropriate and based on information available at that time and in full and final satisfaction of the Manager’s and the Institution’s obligations hereunder.

  • Temporary Reassignment Notwithstanding the above, the Appointing Authority may temporarily reassign any employee to another work area and/or shift for five (5) consecutive months or less. With mutual agreement between the Local and the Appointing Authority, such reassignment may extend up to twelve (12) months. At the end of the reassignment, the reassigned employee shall return to his/her former position, unless the position has been abolished, in which case the employee shall return to his/her former work area and shift.

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