Common use of Promotion Policy Clause in Contracts

Promotion Policy. A. It shall be the policy of Broward County to encourage promotion from within, whenever feasible, consistent with qualified staffing and affirmative action goals. Employees who are interested in being promoted or changing divisions may request to receive notification of future openings in the job classification(s) in which they are interested by using the Human Resources Division’s online application/recruitment system. After an employee completes the electronic request, the online application/recruitment system will notify the employee when the classification is announced. The employee can then apply for the position. It shall be objective of the County to encourage promotion from within, free of political considerations, nepotism or other forms of unlawful favoritism or discrimination. Promotional appointments shall not be grievable except in cases where the grieving party(s) can substantiate that one of the above considerations resulted in such appointment. If the grieving party(s) pursues the grievance to arbitration and fails to prevail, the full expenses of the arbitrator shall be borne by the grieving party(s). The amount of salary increase granted upon promotion shall be 7.5% within range or the minimum of the salary range for that new job classification, whichever is greater. However, the appointing authority shall have the ability to grant a promotional increase greater than 7.5% provided it is within the employee’s new salary range. B. There shall also be a probationary period served when an employee is promoted consistent with Article 14 (Probationary Period) of this Agreement. If an employee is removed during the probationary period following a promotion for failure to perform satisfactorily the duties of the higher position, he or she shall be returned to the position held prior to the promotion or to a similar position. In cases where this occurs, the employee’s rate of pay will revert to the pay rate the employee would have otherwise been entitled had the promotion not occurred. Should an appropriate vacancy not exist, the employee shall be restored to the position held prior to the promotion and the provisions governing reduction in force shall apply. A probationary promotional appointment does not affect an employee's earned permanent status and rights in the County system acquired in another position. The promoted employee retains the right to bring a grievance under any term or condition of employment specified in this Agreement except that no grievance may be filed on his/her behalf relating to a management decision to return the employee to his/her former or substantially equivalent position during the promotional probationary period. During the probationary period the said employee will be paid the appropriate higher classification wage rate and will continue to receive said wage after completing his/her probationary period.

Promotion Policy. A. It shall be the policy of Broward County to encourage promotion from within, whenever feasible, consistent with qualified staffing and affirmative action goals. Employees who are interested in being promoted or changing divisions may request to receive notification of future openings in the job classification(s) in which they are interested by using the Human Resources Division’s online application/recruitment system. After an employee completes the electronic request, the online application/recruitment system will notify the employee when the classification is announced. The employee can then apply for the position. It shall be objective of the County to encourage promotion from within, free of political considerations, nepotism or other forms of unlawful favoritism or discrimination. Promotional appointments shall not be grievable except in cases where the grieving party(s) can substantiate that one of the above considerations resulted in such appointmentappointment . If the grieving party(s) pursues the grievance to arbitration and fails to prevail, the full expenses of the arbitrator shall be borne by the grieving party(s). The amount of salary increase granted upon promotion shall be 7.5% within range or the minimum of the salary range for that new job classification, whichever is greater. However, the appointing authority shall have the ability to grant a promotional increase greater than 7.5% provided it is within the employee’s new salary range. B. There shall also be a probationary period served when an employee is promoted consistent with Article 14 (Probationary Period) of this Agreement. If an employee is removed during the probationary period following a promotion for failure to perform satisfactorily the duties of the higher position, he or she shall be returned to the position held prior to the promotion or to a similar position. In cases where this occurs, the employee’s rate of pay will revert to the pay rate the employee would have otherwise been entitled had the promotion not occurred. Should an appropriate vacancy not exist, the employee shall be restored to the position held prior to the promotion and the provisions governing reduction in force shall apply. A probationary promotional appointment does not affect an employee's earned permanent status and rights in the County system acquired in another position. The promoted employee retains the right to bring a grievance under any term or condition of employment specified in this Agreement except that no grievance may be filed on his/her behalf relating to a management decision to return the employee to his/her former or substantially equivalent position during the promotional probationary period. During the probationary period the said employee will be paid the appropriate higher classification wage rate and will continue to receive said wage after completing his/her probationary period.

Promotion Policy. A. It shall be the policy of Broward County to encourage promotion from within, whenever feasible, consistent with qualified staffing and affirmative action goals. A promotional system will be maintained encompassing merit principles which will recognize County service as a major factor in promotions along with qualifications and work records. Employees who are interested in being promoted or changing divisions may request to receive notification of future openings in the job classification(s) file a "Job Interest Card" with Human Resources for those specific classifications in which they are interested by using the Human Resources Division’s online application/recruitment systeman interest is expressed. After an employee completes the electronic requestfiles a "Job Interest Card" with Human Resources, the online application/recruitment system Human Resources will notify the employee when the classification is announced. The employee can then apply for the position. It shall be the objective of the County Civil Service to encourage promotion from within, free of political considerations, nepotism or other forms of unlawful favoritism or discrimination. Promotional appointments shall not be grievable except in cases where the grieving party(s) can substantiate that one of the above considerations resulted in such appointmentappointment . If the grieving party(s) pursues the grievance to arbitration and fails to prevail, the full expenses of the arbitrator shall be borne by the grieving party(s). The amount of salary increase granted upon promotion shall be 7.5% within range or consistent with the minimum provisions of the salary range for that new job classificationBroward County Civil Service Rules and Regulations, whichever is greater. However, as such provisions existed as of the appointing authority shall have the ability to grant a promotional increase greater than 7.5% provided it is within the employee’s new salary rangeeffective date of this Agreement. B. There shall also be a probationary period served when an employee is promoted consistent with Article 14 (Probationary Period) of this Agreement. If an employee is removed during the probationary period following a promotion for failure to perform satisfactorily the duties of the higher position, he or she shall be returned to the position held prior to the promotion or to a similar position. In cases where this occurs, the employee’s rate of pay will revert to the pay rate the employee would have otherwise been entitled had the promotion not occurred. Should an appropriate vacancy not exist, the employee shall be restored to the position held prior to the promotion and the provisions governing reduction in force shall apply. A probationary promotional appointment does not affect an employee's earned permanent status and rights in the County system acquired in another position. The promoted employee retains the right to bring a grievance under any term or condition of employment specified in this Agreement except that no grievance may be filed on his/her behalf relating to a management decision to return the employee to his/her former or substantially equivalent position during the promotional probationary period. During the probationary period the said employee will be paid the appropriate higher classification wage rate and will continue to receive said wage after completing his/her probationary period.

Promotion Policy. A. Section 1. It shall be the policy of Broward County to encourage promotion from within, whenever feasible, consistent with qualified staffing and affirmative action goals. Employees who are interested in being promoted or changing divisions may request to receive notification of future openings in the job classification(s) in which they are interested by using the Human Resources Division’s online application/recruitment system. After an employee completes the electronic request, the online application/recruitment A promotional system will notify the employee when the classification is announced. The employee can then apply for the positionbe maintained encompassing merit principles which will recognize County service as a major factor in promotions along with qualifications and work records. It shall be the objective of the County to encourage promotion from within, free of political considerations, nepotism or other forms of unlawful favoritism or unlawful discrimination. Promotional appointments shall not be grievable except in cases where the grieving party(s) can substantiate that one of the above considerations resulted in such appointment. If the grieving party(s) pursues the grievance to arbitration and fails to prevail, the full expenses of the arbitrator shall be borne by the grieving party(s). The amount of salary increase granted upon promotion shall be 7.5% within range or the minimum of the salary range for that new job classification, whichever is greater. However, the appointing authority shall have the ability to grant a promotional increase greater than 7.5% provided it is within the employee’s new salary range. B. Section 2. There shall also be a probationary period served when an employee is promoted consistent with Article 14 (Probationary Period) promoted. The term of this Agreementperiod shall be 135 calendar days. Prior to the expiration of this period (135 calendar days), the promotional probationary period may be extended for up to an additional ninety (90) calendar days upon the written request of the Division Director and the approval of the Director of Human Resources. If an employee is removed during the probationary period following a promotion for failure to perform satisfactorily the duties of the higher position, he or she the employee shall be returned to the position held prior to Section 3. To improve the quality of personal service rendered to the promotion public and to aid employees in equipping themselves for advancement, any permanent, full-time employee may request Educational Leave for the purpose of taking occupationally related courses or to a similar positiontraining. In cases where this occurs, The following procedures shall apply: A. The immediate supervisor shall determine the feasibility of excusing the employee from work by examining the work schedule and arranging for adequate coverage and/or redistribution of work assignments during the employee’s rate of pay will revert to 's absence. B. The Division Director shall then determine whether the pay rate the employee would have otherwise been entitled had the promotion not occurred. Should an appropriate vacancy not exist, the employee courses or training are occupationally related and whether leave shall be restored granted with full pay subject to review by the position held prior to Director of Human Resources if denied. C. Request for educational leave must have final approval in advance by the promotion Director of Human Resources and shall not exceed a total of twenty (20) working days or one hundred sixty (160) work hours in any one (1) calendar year per employee, except as may be approved by the County Administrator. Section 4. Employees covered by this Agreement may participate in the County's Educational Reimbursement Program. The eligibility requirements and the provisions governing reduction in force shall apply. A probationary promotional appointment does not affect an employee's earned permanent status amount, type and rights in the County system acquired in another position. The promoted employee retains the right condition precedent to bring a grievance under any term or condition of employment specified in this Agreement except that no grievance may be filed on his/her behalf relating to a management decision to return the employee to his/her former or substantially equivalent position during the promotional probationary period. During the probationary period the said employee obtaining reimbursement will be paid established by the appropriate higher classification wage rate and will continue to receive said wage after completing his/her probationary periodCounty.

Promotion Policy. A. It shall be the policy of Broward County to encourage promotion from within, whenever feasible, consistent with qualified staffing and affirmative action goals. Employees who are interested in being promoted or changing divisions may request to receive notification of future openings in the job classification(s) file an “Applicant Interest Card” or other documentation as determined by Human Resources for those specific classifications in which they are interested an interest is expressed. Afteranemployee files an“Applicant Interest Card” or other documentation as determined by using the Human Resources, Human Resources Division’s online application/recruitment system. After an employee completes the electronic request, the online application/recruitment system will notify the employee when the classification is announced. The employee can then apply for the position. It shall be objective of the County to encourage promotion from within, free of political considerations, nepotism or other forms of unlawful favoritism favori tism or discrimination. Promotional appointments shall not be grievable except in cases where the grieving party(s) can substantiate that one of the above considerations resulted in such appointmentappointment . If the grieving party(s) pursues the grievance to arbitration and fails to prevail, the full expenses of the arbitrator shall be borne by the grieving party(s). The amount of salary increase granted upon promotion shall be 7.5% within range or the minimum of the salary range for that salaryrange forthat new job classification, whichever is greater. However, the appointing authority shall have the ability to grant a promotional increase greater than 7.5% provided it is within the employee’s new salary range. B. There shall also be a probationary period served when an employee is promoted consistent with Article 14 (Probationary Period) of this Agreement. If an employee is removed during the probationary period following a promotion for failure to perform satisfactorily the duties of the higher position, he or she shall be returned to the position held prior to the promotion or to a similar position. In cases where this occurs, the employee’s rate of pay will revert to the pay rate the employee would have otherwise been entitled had the promotion not occurred. Should an appropriate vacancy not exist, the employee shall be restored to the position held prior to the promotion and the provisions governing reduction in force shall apply. A probationary promotional appointment does not affect an employee's earned permanent status and rights in the County system acquired in another position. The promoted employee retains the right to bring a grievance under any term or condition of employment specified in this Agreement except that no grievance may be filed on his/her behalf relating to a management decision to return the employee to his/her former or substantially equivalent equivale nt position during the promotional probationary period. During the probationary period probationaryperiod the said employee will be willbe paid the appropriate higher classification wage rate and will continue to receive said wage after completing his/her probationary period.

Promotion Policy. ‌ A. It shall be the policy of Broward County to encourage promotion from within, whenever feasible, consistent with qualified staffing and affirmative action goals. Employees who are interested in being promoted or changing divisions may request to receive notification of future openings in the job classification(s) in which they are interested by using the Human Resources Division’s online application/recruitment system. After an employee completes the electronic request, the online application/recruitment system will notify the employee when the classification is announced. The employee can then apply for the position. It shall be objective of the County to encourage promotion from within, free of political considerations, nepotism or other forms of unlawful favoritism or discrimination. Promotional appointments shall not be grievable except in cases where the grieving party(s) can substantiate that one of the above considerations resulted in such appointment. If the grieving party(s) pursues the grievance to arbitration and fails to prevail, the full expenses of the arbitrator shall be borne by the grieving party(s). The amount of salary increase granted upon promotion shall be 7.5% within range or the minimum of the salary range for that new job classification, whichever is greater. However, the appointing authority shall have the ability to grant a promotional increase greater than 7.5% provided it is within the employee’s new salary range. B. There shall also be a probationary period served when an employee is promoted consistent with Article 14 (Probationary Period) of this Agreement. If an employee is removed during the probationary period following a promotion for failure to perform satisfactorily the duties of the higher position, he or she shall be returned to the position held prior to the promotion or to a similar position. In cases where this occurs, the employee’s rate of pay will revert to the pay rate the employee would have otherwise been entitled had the promotion not occurred. Should an appropriate vacancy not exist, the employee shall be restored to the position held prior to the promotion and the provisions governing reduction in force shall apply. A probationary promotional appointment does not affect an employee's earned permanent status and rights in the County system acquired in another position. The promoted employee retains the right to bring a grievance under any term or condition of employment specified in this Agreement except that no grievance may be filed on his/her behalf relating to a management decision to return the employee to his/her former or substantially equivalent position during the promotional probationary period. During the probationary period the said employee will be paid the appropriate higher classification wage rate and will continue to receive said wage after completing his/her probationary period.

Promotion Policy. A. It shall be the policy of Broward County to encourage promotion from within, whenever feasible, consistent with qualified staffing and affirmative action goals. Employees who are interested in being promoted or changing divisions may request to receive notification of future openings in the job classification(s) in which they are interested by using the Human Resources Division’s online application/recruitment system. After an employee completes the electronic request, the online application/recruitment system will notify the employee when the classification is announced. The employee can then apply for the position. It shall be objective of the County to encourage promotion from within, free of political considerations, nepotism or other forms of unlawful favoritism or discrimination. Promotional appointments shall not be grievable except in cases where the grieving party(s) can substantiate that one of the above considerations resulted in such appointment. If the grieving party(s) pursues the grievance to arbitration and fails to prevail, the full expenses of the arbitrator shall be borne by the grieving party(s). The amount of salary increase granted upon promotion shall be 7.5% within range or the minimum of the salary range for that new job classification, whichever is greater. However, the appointing authority shall have the ability to grant an employee may receive a promotional increase greater than 7.5% provided it is within consistent with the employeeCounty’s new salary rangecompensation methodology. B. There shall also be a probationary period served when an employee is promoted consistent with Article 14 (Probationary Period) of this Agreement. If an employee is removed during the probationary period following a promotion for failure to perform satisfactorily the duties of the higher position, he or she shall be returned to the position held prior to the promotion or to a similar position. In cases where this occurs, the employee’s rate of pay will revert to the pay rate the employee would have otherwise been entitled had the promotion not occurred. Should an appropriate vacancy not exist, the employee shall be restored to the position held prior to the promotion and the provisions governing reduction in force shall apply. A probationary promotional appointment does not affect an employee's earned permanent status and rights in the County system acquired in another position. The promoted employee retains the right to bring a grievance under any term or condition of employment specified in this Agreement except that no grievance may be filed on his/her behalf relating to a management decision to return the employee to his/her former or substantially equivalent position during the promotional probationary period. During the probationary period the said employee will be paid the appropriate higher classification wage rate and will continue to receive said wage after completing his/her probationary period.

Promotion Policy. A. It shall be the policy of Broward County to encourage promotion from within, whenever feasible, consistent with qualified staffing and affirmative action goals. Employees who are interested in being promoted or changing divisions may request to receive notification of future openings in the job classification(s) in which they are interested by using the Human Resources Division’s online application/recruitment system. After an employee completes the electronic request, the online application/recruitment system will notify the employee when the classification is announced. The employee can then apply for the position. It shall be objective of the County to encourage promotion from within, free of political considerations, nepotism or other forms of unlawful favoritism or discrimination. Promotional appointments shall not be grievable except in cases where the grieving party(s) can substantiate that one of the above considerations resulted in such appointment. If the grieving party(s) pursues the grievance to arbitration and fails to prevail, the full expenses of the arbitrator shall be borne by the grieving party(s). The amount of salary increase granted upon promotion shall be 7.5% within range or the minimum of the salary range for that new job classification, whichever is greater. However, the appointing authority shall have the ability to grant a promotional increase greater than 7.5% provided it is within the employee’s new salary range. Incentive pay supplement(s) under Article 11(D), shall be considered as base pay for calculating promotional increases provided the underlying skilled based certificate and/or licenses (i) is/are required under the classification description for the position from which the employee is being promoted; but (ii) is/are not required for the position into which the employee is being promoted. Under no circumstances shall any promotional increase result in a salary exceeding the maximum of the salary range of the new job classification. B. There shall also be a probationary period served when an employee is promoted consistent with Article 14 (Probationary Period) of this Agreement. If an employee is removed during the probationary period following a promotion for failure to perform satisfactorily the duties of the higher position, he or she shall be returned to the position held prior to the promotion or to a similar position. In cases where this occurs, the employee’s rate of pay will revert to the pay rate the employee would have otherwise been entitled had the promotion not occurred. Should an appropriate vacancy not exist, the employee shall be restored to the position held prior to the promotion and the provisions governing reduction in force shall apply. A probationary promotional appointment does not affect an employee's earned permanent status and rights in the County system acquired in another position. The promoted employee retains the right to bring a grievance under any term or condition of employment specified in this Agreement except that no grievance may be filed on his/her behalf relating to a management decision to return the employee to his/her former or substantially equivalent position during the promotional probationary period. During the probationary period the said employee will be paid the appropriate higher classification wage rate and will continue to receive said wage after completing his/her probationary period.. Finance and Administrative Services Department

Promotion Policy. A. Section 1. It shall be the policy of Broward County to encourage promotion from within, whenever feasible, consistent with qualified staffing and affirmative action goals. Employees who are interested in being promoted or changing divisions may request to receive notification of future openings in the job classification(s) in which they are interested by using the Human Resources Division’s online application/recruitment system. After an employee completes the electronic request, the online application/recruitment A promotional system will notify the employee when the classification is announced. The employee can then apply for the positionbe maintained encompassing merit principles which will recognize County service as a major factor in promotions along with qualifications and work records. It shall be the objective of the County to encourage promotion from within, free of political considerations, nepotism or other forms of unlawful favoritism or unlawful discrimination. Promotional appointments shall not be grievable except in cases where the grieving party(sparty (s) can substantiate that one of the above considerations resulted in such appointment. If the grieving party(s) pursues the grievance to arbitration and fails to prevail, the full expenses of the arbitrator shall be borne by the grieving party(s). The amount of salary increase granted upon promotion shall be 7.5% within range or the minimum of the salary range for that new job classification, whichever is greater. However, the appointing authority shall have the ability to grant a promotional increase greater than 7.5% provided it is within the employee’s new salary range. B. Section 2. There shall also be a probationary period served when an employee is promoted consistent with Article 14 (Probationary Period) promoted. The term of this Agreementperiod shall be 135 calendar days. Prior to the expiration of this period (135 calendar days), the promotional probationary period may be extended for up to an additional ninety (90) calendar days upon the written request of the Division Director and the approval of the Director of Human Resources. If an employee is removed during the probationary period following a promotion for failure to perform satisfactorily the duties of the higher position, he or she the employee shall be returned to the position held prior to the promotion or to a similar position. In cases where this occurs, the employee’s rate of pay will revert to the pay rate the employee would have otherwise been entitled had the promotion not occurred. Should an appropriate vacancy not exist, the employee shall be restored to the position held prior to the promotion and the provisions governing reduction in force shall apply. A probationary promotional appointment does not affect an employee's earned permanent status and rights in the County system acquired in another position. The promoted employee retains the right to bring a grievance under any term or condition of employment specified in this Agreement except that no grievance may be filed on his/her the employee=s behalf relating to a management decision to return the employee to his/her their former or substantially equivalent position during the promotional probationary periodfirst 135 calendar Section 3. During To improve the probationary period quality of personal service rendered to the said public and to aid employees in equipping themselves for advancement, any permanent, full-time employee may request Educational Leave for the purpose of taking occupationally related courses or training. The following procedures shall apply: A. The immediate supervisor shall determine the feasibility of excusing the employee from work by examining the work schedule and arranging for adequate coverage and/or redistribution of work assignments during the employee's absence. B. The Division Director shall then determine whether the courses or training are occupationally related and whether leave shall be granted with full pay subject to review by the Director of Human Resources if denied. C. Request for educational leave must have final approval in advance by the Director of Human Resources and shall not exceed a total of twenty (20) working days or one hundred sixty (160) work hours in any one (1) calendar year per employee, except as may be approved by the County Administrator. Section 4. Employees covered by this Agreement may participate in the County's Educational Reimbursement Program. The eligibility requirements and the amount, type and condition precedent to obtaining reimbursement will be paid established by the appropriate higher classification wage rate and will continue to receive said wage after completing his/her probationary periodCounty.

Promotion Policy. A. It shall be the policy of Broward County to encourage promotion from within, whenever feasible, consistent with qualified staffing and affirmative action goals. Employees who are interested in being promoted or changing divisions may request to receive notification of future openings in the job classification(s) in which they are interested by using the Human Resources Division’s online application/recruitment system. After an employee completes the electronic request, the online application/recruitment system will notify the employee when the classification is announced. The employee can then apply for the position. It shall be objective of the County to encourage promotion from within, free of political considerations, nepotism or other forms of unlawful favoritism or discrimination. Promotional appointments shall not be grievable except in cases where the grieving party(s) can substantiate that one of the above considerations resulted in such appointment. If the grieving party(s) pursues the grievance to arbitration and fails to prevail, the full expenses of the arbitrator shall be borne by the grieving party(s). The amount of salary increase granted upon promotion shall be 7.5% within range or the minimum of the salary range for that new job classification, whichever is greater. However, the appointing authority shall have the ability to grant a promotional increase greater than 7.5% provided it is within the employee’s new salary range. Incentive pay supplement(s) under Article 11(C), shall be considered as base pay for calculating promotional increases provided the underlying skilled based certificate and/or licenses (i) is/are required under the classification description for the position from which the employee is being promoted; but (ii) is/are not required for the position into which the employee is being promoted. Under no circumstances shall any promotional increase result in a salary exceeding the maximum of the salary range of the new job classification. B. There shall also be a probationary period served when an employee is promoted consistent with Article 14 (Probationary Period) of this Agreement. If an employee is removed during the probationary period following a promotion for failure to perform satisfactorily the duties of the higher position, he or she shall be returned to the position held prior to the promotion or to a similar position. In cases where this occurs, the employee’s rate of pay will revert to the pay rate the employee would have otherwise been entitled had the promotion not occurred. Should an appropriate vacancy not exist, the employee shall be restored to the position held prior to the promotion and the provisions governing reduction in force shall apply. A probationary promotional appointment does not affect an employee's earned permanent status and rights in the County system acquired in another position. The promoted employee retains the right to bring a grievance under any term or condition of employment specified in this Agreement except that no grievance may be filed on his/her behalf relating to a management decision to return the employee to his/her former or substantially equivalent position during the promotional probationary period. During the probationary period the said employee will be paid the appropriate higher classification wage rate and will continue to receive said wage after completing his/her probationary period.. Finance and Administrative Services Department

Promotion Policy. A. It shall be the policy of Broward County to encourage promotion from within, whenever feasible, consistent with qualified staffing and affirmative action goals. Employees who are interested in being promoted or changing divisions may request to receive notification of future openings in the job classification(s) file an “Applicant Interest Card” or other documentation as determined by Human Resources for those specific classifications in which they are interested by using the Human Resources Division’s online application/recruitment systeman interest is expressed. After an employee completes the electronic requestfiles an “Applicant Interest Card” or other documentation as determined by Human Resources, the online application/recruitment system Human Resources will notify the employee when the classification is announced. The employee can then apply for the position. It shall be objective of the County to encourage promotion from within, free of political considerations, nepotism or other forms of unlawful favoritism or discrimination. Promotional appointments shall not be grievable except in cases where the grieving party(s) can substantiate that one of the above considerations resulted in such appointment. If the grieving party(s) pursues the grievance to arbitration and fails to prevail, the full expenses of the arbitrator shall be borne by the grieving party(s). The amount of salary increase granted upon promotion shall be 7.5% within range or the minimum of the salary range for that new job classification, whichever is greater. However, the appointing authority shall have the ability to grant a promotional increase greater than 7.5% provided it is within the employee’s new salary range. B. There shall also be a probationary period served when an employee is promoted consistent with Article 14 (Probationary Period) of this Agreement. If an employee is removed during the probationary period following a promotion for failure to perform satisfactorily the duties of the higher position, he or she shall be returned to the position held prior to the promotion or to a similar position. In cases where this occurs, the employee’s rate of pay will revert to the pay rate the employee would have otherwise been entitled had the promotion not occurred. Should an appropriate vacancy not exist, the employee shall be restored to the position held prior to the promotion and the provisions governing reduction in force shall apply. A probationary promotional appointment does not affect an employee's earned permanent status and rights in the County system acquired in another position. The promoted employee retains the right to bring a grievance under any term or condition of employment specified in this Agreement except that no grievance may be filed on his/her behalf relating to a management decision to return the employee to his/her former or substantially equivalent position during the promotional probationary period. During the probationary period the said employee will be paid the appropriate higher classification wage rate and will continue to receive said wage after completing his/her probationary period.