Promotions, Demotions and Transfers. An employee who promotes to a position in a higher pay grade shall have his/her rate of pay adjusted to the lowest rate in the new grade which is at least five percent (5%) higher than the rate in the class from which promoted. The percentage will be calculated as five percent (5%) of the base rate plus the following pay premiums, when applicable: scheduled overtime (when part of an employee’s negotiated work schedule; if an employee promotes into a position with more scheduled overtime than the promoted-from position, the extra scheduled hours shall not count towards the five percent (5%) pay increase; for example, when an employee promotes from a position with 2.5 hours of negotiated scheduled overtime to a position with 4.0 hours of negotiated scheduled overtime, calculations will be based on 2.5 hours of scheduled overtime for both positions); medication administration stipend; appropriate state-paid retirement differential; and institutional stipend, provided that the employee is permanently assigned to work in a Correctional or Mental Health Institution. Notwithstanding the foregoing, the Director of the Bureau of Human Resources may consider exceptions pursuant to Civil Service Rules. An employee who demotes to a lower pay grade shall have his/her rate of pay adjusted to the highest rate in the new pay grade which is lower than the rate of the class from which the employee left, considering the same pay components listed above. When an employee transfers (remains in the same pay grade) and remains within the same or equivalent salary schedule, his/her rate of pay will remain the same. When an employee transfers (remains in the same pay grade), but moves from one salary schedule to another dissimilar salary schedule, his/her rate of pay will be adjusted to the closest step in the new salary schedule that does not result in a loss of pay, considering the same pay components listed above. When an employee transfers (remains in the same pay grade) from any other bargaining unit to the Supervisory Services bargaining unit, his/her rate of pay will be adjusted to one step higher than the closest step in the new salary schedule that does not result in a loss of pay, considering the same pay components listed above. Determining the appropriate salary step upon promotion, demotion, or transfer may not result in a salary that is greater than the maximum or less than the minimum rates established in the salary schedule for the new classification. An employee w...
Promotions, Demotions and Transfers. An employee who promotes to a position in a higher pay grade shall have his/her rate of pay adjusted to the lowest rate in the new grade which is at least five percent (5%) higher than the rate in the class from which promoted. The percentage will be calculated as five percent (5%) of the base rate plus the following pay premiums, when applicable: scheduled overtime (when part of an employee’s negotiated work schedule), medication premium, direct care premium, and the appropriate state-paid retirement differential. Notwithstanding the foregoing, the Director of the Bureau of Human Resources may consider exceptions pursuant to Civil Service Rules. An employee who demotes to a lower pay grade shall have his/her rate of pay adjusted to the highest rate in the new pay grade which is lower than the rate of the class from which the employee left, considering the same pay components listed above. When an employee transfers (remains in the same pay grade) and remains within the same or equivalent salary schedule, his/her rate of pay will remain the same. When an employee transfers (remains in the same pay grade), but moves from one salary schedule to another dissimilar salary schedule, his/her rate of pay will be adjusted to the closest step in the new salary schedule that does not result in a loss of pay, considering the same pay components listed above. Determining the appropriate salary step upon promotion, demotion, or transfer may not result in a salary that is greater than the maximum or less than the minimum rates established in the salary schedule for the new classification. An employee who transfers to another position must remain in that position a minimum of six (6) months before he/she is eligible to apply for another transfer. This requirement does not apply to seasonal employees.
Promotions, Demotions and Transfers. The following definitions will apply in the event of job changes occurring within or between salary scale categories; i.
Promotions, Demotions and Transfers. 13.1 Promotions, demotions and transfers will be carried out in accordance with Civil Service Commission rules, regulations and statutes.
13.2 For the position of Police Sergeant, the Civil Service Commission will submit to the Chief the list of the highest three (3) scores on the promotional list for Sergeant. The Chief may select any of the three (3) candidates for a promotional opportunity.
Promotions, Demotions and Transfers. The following definitions will apply in the event of job changes occurring within or between salary scale categories:
a) By definition, a "promotion" shall mean a move to a new job carrying a maximum step which is higher than the maximum step of the old job.
Promotions, Demotions and Transfers. (a) In promotions, demotions and transfers, the following factors shall be considered:
(i) seniority;
(ii) knowledge, qualifications and ability to do the normal requirements of the job; and when factor (ii) is relatively equal in the judgement of the Employer, factor (i) shall govern.
(b) If an employee believes that a proper evaluation of factors in (ii) with respect to their qualifications has not been made, they may file a grievance under the procedures of Article 13 claiming that the Employer acted in an arbitrary, unfair or discriminatory manner.
Promotions, Demotions and Transfers. (a) The General Manager, in considering applications for promotion to a posted position shall, subject to the right of appeal under the provisions of Clause 15 (Grievance Procedure) give primary consideration to the skills, knowledge and ability of the applicants for the position applied for and if, after such primary consideration, the skills, knowledge and ability of the applicants are considered equal the senior qualified applicant shall receive the promotion.
Promotions, Demotions and Transfers. A. In making promotions, demotions, or transfers, the required knowledge, ability and skills for the positions shall be the primary consideration. Where an employee applies for promotion, demotion or transfer and has the knowledge to fill the vacancy, the employee shall be given the opportunity to prove ability and skills in the position, provided that:
1. The employee has not been employed in a position with the Board where they have demonstrated this ability and skills for such a position, and
2. The employee has seniority over all other applicants.
3. Where two or more applicants are capable of fulfilling the duties of the position, seniority shall be the determining factor provided always that current service employees shall be given preference over any other type of applicants.
4. For Supervisor I, II, III & IV positions, the employer will interview and test the four (4) most senior applicants possessing qualifications for the posted position. Selection for the position will then be based on knowledge, ability and skills.
B. In the event of layoffs, the employee with the least seniority shall be the first laid off.
C. It is further understood and agreed that the employees concerned retain the right to appeal under the grievance procedure contained in this Agreement.
D. If a regular employee is promoted or transferred or demoted to a classification for which the Union is the certified bargaining authority, then the promoted employee shall be considered an employee "on trial" for a period of thirty (30) working days exclusive of holidays, leaves of absence and illness.
E. In the event an employee who is promoted, demoted or transferred (to a different classification) proves unsatisfactory or is dissatisfied during the aforementioned period, they shall be returned to their former position or to a position of equal status if the former position no longer exists, without loss of seniority or salary and any other employee promoted or transferred because of the rearrangement of positions shall, if necessary, be returned to their former position without loss of seniority or salary. Application for transfer, as outlined in paragraph H, shall not apply to employees returned to a position of "equal status".
F. Any employee promoted or transferred or demoted into a different classification may be required to stay in the position for a period of fifteen (15) working days, notwithstanding that they may have expressed dissatisfaction with the position. If the employ...
Promotions, Demotions and Transfers. In making promotions, demotions and transfers, the required knowledge, ability and skills for the position shall be the primary consideration and, where two (2) or more Employees are capable of fulfilling the duties of the position, seniority with the Employer shall be the determining factor.
Promotions, Demotions and Transfers. 20.01 The employer subscribes to the principle that an employee with longer satisfactory service will be given first consideration for promotion, transfer or demotion when such opening occurs.
20.02 A promotion is an assignment of an employee by the employer to a job vacancy in an occupation at a higher wage rate, a day job, or a progression job. The following procedures are to be used when a job vacancy arises within the bargaining unit:
1) The first job vacancy shall be posted (unless for a temporary period in accordance with 2:03) on the bulletin board for a period of five (5) working days to give employees who may be interested in the position the opportunity to bid for the job.
2) When a second job vacancy becomes available due to the fact that the first posted job vacancy was fulfilled, it will be posted within ten (10) days, for a period of five (5) working days.
3) When a third vacancy becomes available due to the fact that the two (2) prior posted job vacancies were fulfilled, it will be posted within ten (10) days, for a period of five (5) working days.
4) Any subsequent job vacancies resulting from the posting of the third job vacancy will be dealt with as follows: If the job vacancy is Grade seven (7) or above, a day job or a progression job it will be by regular posting, as above. If the job vacancy is Grade six (6) or below:
A) The first placement of this vacancy will be the choice of the employer.
B) In the second such placement the employer will take the most senior employee with no classification and award him/her the open classified job (see Flow Charts).
5) For the purposes of the above procedure only, the job vacancy is considered fulfilled when the applicant has been re-classified to the job involved.
6) Within a period of five (5) days following the assignment of an employee to a job vacancy, the employer shall post the name of the employee concerned and advise the Union accordingly.
