Reassignment Procedure. 16.3.4.1 Before reassignment is necessary, efforts must first be made at the campus level to provide a full load on that campus for all regular and contract faculty.
16.3.4.2 Under most circumstances, new assignments would be planned at least one (1) semester in advance. Such efforts would involve the appropriate xxxx, the affected faculty member, and appropriate instructional or service unit (department and/or division) in review of the various alternatives for change in assignment in order to obtain a full load.
16.3.4.3 Reassignment at this point will be the result of mutual agreement between the affected faculty member and the appropriate xxxx.
16.3.4.4 Reassignment matters not resolved at the campus level will be referred to the District FSA Committee.
Reassignment Procedure a. Teachers whose primary teaching or extra-duty assignments will be changed for the ensuing school year shall be notified in person by the Principal or by letter. Notification he new assignment will be given at the earliest possible date prior to the end of school.
b. Teachers whose primary teaching assignments change after the end of the school year shall be notified in person by the Principal or by letter. This notice shall include rational for reassignment if requested. Teachers receiving no notification will continue in their present assignment.
c. All teachers are subject to assignment within their certification classification.
Reassignment Procedure. When a vacancy exists in an area, a Crossing Guard who has worked a minimum of 600 hours in an assignment is eligible to request a reassignment to another site or area. The following criteria will be used in evaluating the requested reassignment or change:
Reassignment Procedure. If it becomes necessary to reduce the FTE’s in a unit, the hospital will first seek volunteers in the unit. If there is an insufficient number of volunteers, affected employees will be reassigned in inverse order of hospital-wide seniority in the classification, consistent with the reassignment procedure identified below:
1) Meeting dates will be scheduled with the Vice President, the Department Director, Labor Relations and the Union to discuss the reassignment.
2) Appropriate available positions will be frozen.
3) The Employer will notify the Union, in writing, of the affected unit(s), the affected employees by name, hospital-wide seniority date by classification; the appropriate available positions in the affected classification and, the effective date of reassignment.
4) The number of volunteers, in the affected classification(s), accepted from each affected unit(s) will not exceed the number of FTEs being reassigned from that unit. Volunteers from the affected unit(s) will be accepted on a hospital-wide seniority basis in the classification(s), providing licensure requirements for the position are met.
5) The volunteer reassignment process will generally be completed within two weeks of notification to the employee(s). Notification of involuntary reassignments will be completed within 72 hours of completion of the voluntary process.
6) Hospital-wide seniority in the classification(s) will prevail in the selection of the appropriate available positions.
7) The unit seniority of the affected employees shall be maintained and merged into one unit seniority list. Any shift selections or vacation scheduling in accordance with the Collective Bargaining Agreement will be based upon the merged seniority.
8) This procedure will not be used in the layoff procedure of the collective bargaining agreement. For purposes of the reassignment procedure, a unit shall be defined as follows: Lab – Specialty areas (e.g., Micro, CORE, Transfusion) Social Work – Department Pharmacy – Central, Satellite and/or Specialty All other classifications – by class and licensure
Reassignment Procedure. 12.6.1 A reassignment may be initiated by the District due to changes in enrollment; staffing shortages or surpluses within a school and/or department; or specified instructional needs. The District will seek staff input prior to the reassignment process.
12.6.2 Unit members to be reassigned will have the right to indicate preferences in writing from a list of known vacancies. Unit members who are involuntarily reassigned more than once in three
Reassignment Procedure. Continued
Reassignment Procedure. If it becomes necessary to reduce the FTE’s in a unit, the Trust will first seek volunteers in the unit. If there is an insufficient number of volunteers, affected employees will be reassigned in inverse order of seniority, consistent with the following reassignment procedure:
1) Meeting dates will be scheduled with the Division Vice President/ Director/Director of Nursing, Employee/Labor Relations Director and the Union to discuss the reassignment.
2) Appropriate available positions will be frozen.
3) The Employer will notify the Union, in writing, of the affected unit(s); the affected employees by name, seniority; the appropriate available positions in the affected classification and, the effective date of reassignment.
4) The number of volunteers, in the affected classification(s), accepted from each affected unit(s) will not exceed the number of FTE’s being reassigned from that unit. Volunteers from the affected unit(s) will be accepted on a seniority basis.
5) The volunteer reassignment process will generally be completed within two weeks of notification to the employee(s). Notification of involuntary reassignments will be completed within 72 hours of completion of the voluntary process.
6) Hospital-wide seniority will prevail in the selection of the appropriate available positions.
7) In the event two or more employees have the same seniority in the classification, the employee with the earliest date of employment will be considered the senior employee.
8) This procedure will not be used in the event of a layoff.
Reassignment Procedure. The Employer may, upon considering qualifications, competence, efficiency and suitability, reassign an employee whose services are no longer required because of lack of work or discontinuance of a function, to another appropriate vacant position in the following manner and sequence:
(a) To a vacant position in the employee’s same classification, within the same School District and within a radius of one hundred (100) kilometers from the employee’s residence.
(b) If a vacancy is not available under (a) above, then any vacant position in the employee’s same classification, within the same School District and within a radius greater than one hundred (100) kilometers from the employee’s residence.
(c) If a vacancy is not available under (a) or (b) above, then any vacant position of a lower classification for which the employee is qualified within the employee’s School District.
(d) If a vacancy is not available under either (a), (b) or (c) above, then any vacant position of the same or lower classification for which the employee is qualified within any of the School Districts. An employee who is offered placement in accordance with 21.03 (a) cannot decline the reassignment. An employee who is offered placement in accordance with 21.03 (b), (c) or (d) can decline the reassignment. In the event that no reassignment is completed, the layoff provisions in Articles 21.04 to 21.06 shall apply. In an attempt to avoid layoffs, the Employer and the Union or a School District and the Union, may mutually agree to another reassignment process than is set out in Article 21.
Reassignment Procedure. 12.6.1 A reassignment may be initiated by the District due to changes in enrollment; staffing shortages or surpluses within a school and/or department; or specified instructional needs. The District will seek staff input prior to the reassignment process.
12.6.2 Unit members to be reassigned will have the right to indicate preferences in writing from a list of known vacancies. Unit members who are involuntarily reassigned more than once in three (3) years due to school closure, or declining enrollment or changes in attendance boundaries will, upon request, receive priority in returning to the most recent previous grade level as vacancies occur.
12.6.3 If a reassignment request is denied and the unit member requests reasons for the denial, the appropriate site administrator will meet with the unit member to discuss the specific reasons.
12.6.4 Collaboration and conversation with all site unit members and site administration in the affected grade will occur prior to involuntary reassignment. Discussion will be based on the following criteria as well as the number of times a unit member has moved: certification of unit member; special requirements for a vacancy as shown on the job announcement; unit member’s teaching experience in a subject matter; grade level; major/minor field of study; and documented strengths or weaknesses.
12.6.5 Reassignments may be necessary at a site and will be determined by the site administrator with input from unit members as a result of change in enrollment, staffing shortages or surpluses within a school or department or substantive curricular needs.
Reassignment Procedure. A. The Building Principal shall notify (via e-mail or staff memorandum) the building's Professional Staff Members that an open position exists.
B. Professional Staff Members shall notify (in writing) the Building Principal if they wish to be considered for the open position.
C. The Building Principal will consider all requests for reassignment and will inform the Professional Staff Members, who requested consideration, of his/her determination before a vacancy is posted.
D. Reassignments shall be determined by each Building Principal.
E. If, in the opinion of the Building Principal, all persons requesting reassignments are equal in qualification factors as outlined in 15.05 below, the Professional Staff Member with the greater seniority, as defined in 14.05, will be given preference.
