Common use of Reassignment Clause in Contracts

Reassignment. ‌ This section shall not be used to assign employees to court offices where employees in the same class are laid off. A. Temporary - In the event that the Employer finds it necessary to temporarily reassign employees for more than two consecutive days from one office to another within the same judicial district, the Employer shall first seek volunteers who are willing to assume the duties of the position for a temporary period of time in another court office within the judicial district. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event that the Employer is unable to fill the position(s) on a temporary basis with volunteers, the Employer shall assign the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position duties in the court office needing assistance for the duration of the temporary assignment which shall not exceed six (6) months. An employee assigned to work at an office [county] other than their regular office within the judicial district shall be able to have travel time be part of the normal work day and be reimbursed for expenses per the Employer’s Travel and Reimbursement policy. B. Permanent - In the event that the Employer finds it necessary to permanently reassign an employee from one office to another, it shall first seek volunteers. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event there are no volunteers, the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position’s duties shall be reassigned. Permanent reassignments shall only occur where the new work location is within forty-five (45) miles of the employee’s current work location. The Employer shall not mandate such a reassignment, without the employee’s consent, where it would result in the loss of previously elected county benefits or a reduction in hours. An employee who has been permanently reassigned shall not be subject to subsequent reassignments beyond a forty-five (45) mile radius of the employee’s original work location. A limited posting opportunity may occur within the same classification of the receiving office prior to the reassignment of a new person into that office. Management reserves the right to assign work within a county office Upon mutual agreement between the Union and the Employer, on a case by case basis, a permanent reassignment may exceed the forty-five (45) mile radius.

Reassignment. ‌ This section shall not be used to assign employees to court offices where employees in the same class are laid off. A. Temporary - In the event that the Employer finds it necessary to temporarily reassign employees for more than two consecutive days from one office to another within the same judicial district, the Employer shall first seek volunteers who are willing to assume the duties of the position for a temporary period of time in another court office within the judicial district. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event that the Employer is unable to fill the position(s) on a temporary basis with volunteers, the Employer shall assign the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position duties in the court office needing assistance for the duration of the temporary assignment which shall not exceed six (6) months. An employee assigned to work at an office [county] other than their regular office within the judicial district shall be able to have travel time be part of the normal work day and be reimbursed for expenses per the Employer’s Travel and Reimbursement policy. B. Permanent - In the event that the Employer finds it necessary to permanently reassign an employee from one office to another, it shall first seek volunteers. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event there are no volunteers, the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position’s duties shall be reassigned. Permanent reassignments shall only occur where the new work location is within forty-five (45) miles of the employee’s current work location. The Employer shall not mandate such a reassignment, without the employee’s consent, where it would result in the loss of previously elected county benefits or a reduction in hours. An employee who has been permanently reassigned shall not be subject to subsequent reassignments beyond a forty-five (45) mile radius of the employee’s original work location. A limited posting opportunity may occur within the same classification of the receiving office prior to the reassignment of a new person into that office. Management reserves the right to assign work within a county office Upon mutual agreement between the Union and the Employer, on a case by case basis, a permanent reassignment may exceed the forty-five (45) mile radius.

Reassignment. ‌ Following reconfirmation, and where under clause 5.5 above, agreement has been reached between the Ministry and the NZEI Te Riu Roa on reassignment, if there are positions still vacant, then the Ministry and the NZEI Te Riu Roa will meet to assess the skills of all those employees still left without a position, and to reach agreement on the process for appointment to new positions. (a) In determining the parameters for reassignment the Ministry and the NZEI Te Riu Roa will deal with cases on an individual basis, with a view to placing as many employees as possible by matching individual skills with positions which require similar skills. Interviews may be held to determine the level of skill. This section exercise may involve individuals undertaking some on-the-job training or attending training courses. Such training needs will be identified prior to the individual being reassigned. (b) Employees to be reassigned under this process shall be consulted prior to any appointment being made. (c) Where a suitable reassignment is offered and this offer is not accepted the employee will not be surplus and the provisions relating to surplus staff will not be available. A suitable position shall mean a position, at a similar responsibility level, in which an employee can adequately perform the duties with their current skills and knowledge and: (i) The offered employment is within a reasonable commuting distance from their home; and (ii) The salary and conditions are no less favourable; and (iii) The duties and responsibilities are comparable. (d) Where a suitable reassignment is offered at a lower salary, an equalisation allowance will be paid to preserve the salary of the employee at the rate paid in the old job at the time of reassignment. In these circumstances, the employee may decline the reassignment offer and retain access to the surplus staffing provisions of this Agreement. The salary can be preserved in the following ways: (i) A lump sum to make up for the loss of basic pay for the next two years (this is not abated by any subsequent salary increases); or (ii) An ongoing allowance equivalent to the difference between the present salary and the new salary. (This is abated by any subsequent salary increases). (e) Where the new job is at a location outside the local district, assistance with transfer expenses shall be provided on the basis that the employee should not suffer financial loss in respect of expenses incurred as a result of transfer. In these circumstances, the employee may decline the reassignment offer and retain access to the surplus staffing provisions of this Agreement. A decision will be made by the Ministry on the provisions to be applied in each particular case. A package from the range of items listed below may be selected. (The range of items is not exclusive and the level of compensation for an item may be varied). Items: (i) Reimbursement of fares and accommodation expenses for the journey to the new location. (ii) Assistance with living expenses for up to three months, but on a decreasing basis for employees who move to the new location but whose dependants are still at the former location. (iii) Reimbursement of accommodation expenses, initially for up to seven days at the new location, with further assistance on a subsidy basis for up to a maximum of three months before permanent housing is available at the new location. (iv) Reimbursement of land agent's commission and legal fees where the employee sells their house and/or buys another house at the new location. (v) A variable grant for employees on moving to the new location up to a maximum of the equivalent of one month's salary. (vi) A variable grant for employees after a predetermined number of years at a location, with a maximum grant up to the equivalent of three months’ salary, provided the grant does not exceed the equivalent of one month's salary for each year of the qualifying period. (vii) Reimbursement of additional actual and reasonable child care expenses, including travel costs, for one year. Where the new job is within the same local area and extra travelling costs are involved, actual additional travelling expenses equivalent to travelling by public transport shall be reimbursed for up to 12 months. Where the new job is within the same local area and the extra travelling time one-way to the new place of work by public transport is more than 30 minutes, transfer expenses as in clause 5.7(e) apply if there is a reduction in travelling time by public transport of 30 minutes from the new domicile to the new place of work. Where employees are to be relocated at least 3 months’ notice shall be given to employees, provided that in any situation a lesser period of notice may be mutually agreed between the NZEI Te Riu Roa and the Ministry where the circumstances warrant it (and agreement shall not be used to assign employees to court offices where employees in the same class are laid offunreasonably withheld). A. Temporary - In the event that the Employer finds it necessary to temporarily reassign employees for more than two consecutive days from one office to another within the same judicial district, the Employer shall first seek volunteers who are willing to assume the duties of the position for a temporary period of time in another court office within the judicial district. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event that the Employer is unable to fill the position(s) on a temporary basis with volunteers, the Employer shall assign the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position duties in the court office needing assistance for the duration of the temporary assignment which shall not exceed six (6) months. An employee assigned to work at an office [county] other than their regular office within the judicial district shall be able to have travel time be part of the normal work day and be reimbursed for expenses per the Employer’s Travel and Reimbursement policy. B. Permanent - In the event that the Employer finds it necessary to permanently reassign an employee from one office to another, it shall first seek volunteers. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event there are no volunteers, the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position’s duties shall be reassigned. Permanent reassignments shall only occur where the new work location is within forty-five (45) miles of the employee’s current work location. The Employer shall not mandate such a reassignment, without the employee’s consent, where it would result in the loss of previously elected county benefits or a reduction in hours. An employee who has been permanently reassigned shall not be subject to subsequent reassignments beyond a forty-five (45) mile radius of the employee’s original work location. A limited posting opportunity may occur within the same classification of the receiving office prior to the reassignment of a new person into that office. Management reserves the right to assign work within a county office Upon mutual agreement between the Union and the Employer, on a case by case basis, a permanent reassignment may exceed the forty-five (45) mile radius.

Reassignment. ‌ Following reconfirmation, and where under 2.7.6 above, agreement has been reached between the Secretary, NZEI Te Riu Roa and APEX on reassignment, if there are any vacant positions, then the Secretary, NZEI Te Riu Roa and APEX will meet to assess the skills of all those employees still left without a position, and to reach agreement for appointment to new positions. (a) In determining the parameters for reassignment, the Secretary, NZEI Te Riu Roa and APEX will address cases on an individual basis, with a view to placing as many employees as possible by matching individual skills with positions which require similar skills. Interviews may be held to determine the level of skill. This section exercise may involve individuals undertaking some on-the-job training or attending training courses. Such training needs will be identified prior to the individual being reassigned. (b) Employees to be reassigned under this process shall be consulted prior to any appointment being made. (c) Where a suitable reassignment is offered and this offer is not accepted the employee will not be surplus and the provisions relating to surplus employees will not be available. A suitable position shall mean a position, at a similar responsibility level, in which an employee can adequately perform the duties with their current skills and knowledge and:  The offered employment is within a reasonable commuting distance from their home;  The salary, and conditions are no less favourable; and  The duties and responsibilities are comparable. (d) Where a suitable reassignment is offered at a lower salary, an equalisation allowance will be paid to preserve the salary of the employee at the rate paid in the old job at the time of reassignment. In these circumstances, the employee may decline the reassignment offer and retain access to the surplus employee provisions of this agreement. The salary can be preserved in the following ways:  A lump sum to make up for the loss of basic pay for the next two years (this is not abated by any subsequent salary increases); or  An ongoing allowance equivalent to the difference between the present salary and the new salary. (This is abated by any subsequent salary increases.) (e) Where the new job is at a location outside the local area, assistance with transfer expenses shall be provided on the basis that the employee should not suffer financial loss in respect of expenses incurred as a result of transfer. In these circumstances, the employee may decline the reassignment offer and retain access to the surplus employee provisions of this agreement. A decision will be made by the Secretary on the provisions to be applied in each particular case. A package from the range of items below may be selected. (The range of items is not exclusive and the level of compensation for an item may be varied). (i) Reimbursement of fares and accommodation expenses for the journey to the new location. (ii) Assistance with living expenses for up to three months, but on a decreasing basis for employees who move to the new location but whose dependants are still at the former location. (iii) Reimbursement of accommodation expenses, initially for up to seven days at the new location, with further assistance on a subsidy basis for up to a maximum of three months before permanent housing is available at the new location. (iv) Reimbursement of land agent's commission and legal fees where the employee sells their house and/or buys another house at the new location. (v) A variable grant for employees on moving to the new location up to a maximum of the equivalent of one month's salary. (vi) A variable grant for employees after a predetermined number of years at a location, with a maximum grant up to the equivalent of three months’ salary, provided the grant does not exceed the equivalent of one month's salary for each year of the qualifying period. (vii) Reimbursement of additional actual and reasonable child care expenses, including travel costs, for one year. Where the new job is within the same local area and extra travelling costs are involved, actual additional travelling expenses equivalent to travelling by public transport shall be reimbursed for up to 12 months. Where the new job is within the same local area and the extra travelling time one- way to the new place of work by public transport is more than 30 minutes, transfer expenses as in 2.7.8(e) apply. Where employees are to be relocated at least 3 months’ notice shall be given to employees, provided that in any situation a lesser period of notice may be mutually agreed between NZEI Te Riu Roa or APEX and the Secretary where the circumstances warrant it for their respective members (and agreement shall not be used to assign employees to court offices where employees in the same class are laid offunreasonably withheld). A. Temporary - In the event that the Employer finds it necessary to temporarily reassign employees for more than two consecutive days from one office to another within the same judicial district, the Employer shall first seek volunteers who are willing to assume the duties of the position for a temporary period of time in another court office within the judicial district. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event that the Employer is unable to fill the position(s) on a temporary basis with volunteers, the Employer shall assign the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position duties in the court office needing assistance for the duration of the temporary assignment which shall not exceed six (6) months. An employee assigned to work at an office [county] other than their regular office within the judicial district shall be able to have travel time be part of the normal work day and be reimbursed for expenses per the Employer’s Travel and Reimbursement policy. B. Permanent - In the event that the Employer finds it necessary to permanently reassign an employee from one office to another, it shall first seek volunteers. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event there are no volunteers, the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position’s duties shall be reassigned. Permanent reassignments shall only occur where the new work location is within forty-five (45) miles of the employee’s current work location. The Employer shall not mandate such a reassignment, without the employee’s consent, where it would result in the loss of previously elected county benefits or a reduction in hours. An employee who has been permanently reassigned shall not be subject to subsequent reassignments beyond a forty-five (45) mile radius of the employee’s original work location. A limited posting opportunity may occur within the same classification of the receiving office prior to the reassignment of a new person into that office. Management reserves the right to assign work within a county office Upon mutual agreement between the Union and the Employer, on a case by case basis, a permanent reassignment may exceed the forty-five (45) mile radius.

Reassignment. ‌ This section shall The aim of reassignment is to facilitate the ongoing employment of affected employees. Reassignment will generally occur after the reconfirmation process has been worked through. However, it may occur at the same time. The option of reassignment arises where: • the extent of change on an individual employee’s role is significant when the effect of change is compared to the pre-existing role; or • an employee has not been reconfirmed and an alternative role is available which may be suitable for the employee. In this context “suitable” means that the employee is capable of doing the job to an acceptable standard either immediately or following appropriate training provided by MPI. The new position must use or build on existing skills, competencies, and aptitudes but may require on-the-job training and/or formal training and/or a support programme. All affected staff will be dealt with on an individual basis and consulted before a reassignment is made. Consultation will include the opportunity to suggest amendments to a proposed job description, and identify training and support needs. An employee will not be disadvantaged if their performance is temporarily affected while they are learning new skills following reassignment. Reassignment may be to a suitable position in: • MPI; or • another existing agency; or • a new structure or agency established as part of the change. In general the following points apply to reassignment: • Employees will be invited to identify suitable roles for reassignment; • MPI may identify employees for consideration of reassignment to suitable roles; • Standard MPI appointment procedures will be used to assign employees to court offices where employees in determine: o Whether the same class are laid off. A. Temporary - In particular role is suitable for any candidate; and o Where the event that the Employer finds it necessary to temporarily reassign employees role is suitable for more than one candidate, who the successful candidate will be. When reassignment is to a role at a lower salary, MPI will pay either: • an on-going allowance equivalent to the difference between the present salary and the new salary, abated by any subsequent increases, or • a lump sum equivalent to the difference between the present salary and the new salary for a two consecutive days from one office year period (unabated), such lump sum to another be paid in four equal six monthly instalments. The first instalment is payable at the date the reassignment commences. This entitlement ceases with the end of employment. No repayment will be sought. An employee within 5 years of eligibility for New Zealand Superannuation who is a member of GSF and who is appointed to a position carrying a lower salary will retain their present salary until the age of eligibility for New Zealand superannuation or for two years whichever is the higher. When the new job is within the same judicial districtlocal area, and extra travelling costs or travelling time are involved, travelling expenses and/or other assistance can be provided as agreed between MPI and the Employer shall first seek volunteers who are willing to assume the duties of the position for a temporary period of time in another court office within the judicial district. The most senior minimally qualified volunteer by District Seniority shall be given first considerationemployee. In the event that the Employer is unable to fill the position(s) on a temporary basis with volunteersthis context, the Employer shall assign the least senior employee based upon District Seniority same local area means within the identified court office who is minimally qualified to perform the position duties in the court office needing assistance for the duration of the temporary assignment which shall not exceed six (6) months. An employee assigned to work at an office [county] other than their regular office within the judicial district shall reasonable commuting time and distance, and may be able to have travel time be part of the normal work day and be reimbursed for expenses per the Employer’s Travel and Reimbursement policy. B. Permanent - In the event that the Employer finds it necessary to permanently reassign an employee from one office to another, it shall first seek volunteers. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event there are no volunteers, the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position’s duties shall be reassigned. Permanent reassignments shall only occur where the new work location is within forty-five (45) miles of the employee’s current work location. The Employer shall not mandate such a reassignment, without the employee’s consent, where it would result in the loss of previously elected county benefits or a reduction in hours. An employee who has been permanently reassigned shall not be subject to subsequent reassignments beyond a forty-five (45) mile radius of the employee’s original work location. A limited posting opportunity may occur within the same classification of the receiving office prior to the reassignment of a new person into that office. Management reserves the right to assign work within a county office Upon mutual agreement between the Union and the Employer, defined on a case by case basis. Reassignment may include a voluntary transfer to another location. No employee is required to accept a reassignment outside the local area. If reassignment to another location is accepted, then MPI will provide transfer assistance on the basis that the employee should not suffer financial loss because of the transfer. Wherever possible MPI will provide a permanent two-year job guarantee in the new location to an employee who accepts a reassignment. Affected employees who have not yet been reconfirmed or reassigned will, where deemed suitable for another role within MPI, be appointed in preference over non-affected internal MPI and external candidates. An employee who is successful in obtaining a role through reassignment may exceed is not entitled to payment of severance. Where an employee does not wish to accept reassignment then the forty-five (45) mile radiusalternatives are leave without pay or resignation. Such an employee will not be entitled to preference for any role.

Reassignment. ‌ This section shall not be used to assign employees to court offices where employees in the same class are laid off. A. Temporary - In the event that the Employer finds it necessary to temporarily reassign employees for more than two consecutive days from one office to another within the same judicial district, the Employer shall first seek volunteers who are willing to assume the duties of the position for a temporary period of time in another court office within the judicial district. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event that the Employer is unable to fill the position(s) on a temporary basis with volunteers, the Employer shall assign the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position duties in the court office needing assistance for the duration of the temporary assignment which shall not exceed six (6) months. An employee assigned to work at an office [county] other than their his/her regular office within the judicial district shall be able to have travel time be part of the normal work day and be reimbursed for expenses per the Employer’s Travel and Reimbursement policy. B. Permanent - In the event that the Employer finds it necessary to permanently reassign an employee from one office to another, it shall first seek volunteers. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event there are no volunteers, the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position’s duties shall be reassigned. Permanent reassignments shall only occur where the new work location is within forty-five (45) miles of the employee’s current work location. The Employer shall not mandate such a reassignment, without the employee’s consent, where it would result in the loss of previously elected county benefits or a reduction in hours. An employee who has been permanently reassigned shall not be subject to subsequent reassignments beyond a forty-five (45) mile radius of the employee’s original work location. A limited posting opportunity may occur within the same classification of the receiving office prior to the reassignment of a new person into that office. Management reserves the right to assign work within a county office Upon mutual agreement between the Union and the Employer, on a case by case basis, a permanent reassignment may exceed the forty-five (45) mile radius.

Reassignment. ‌ Following reconfirmation, and where under 2.7.6 above, agreement has been reached between the Secretary and APEX on reassignment, if there are any vacant positions, then the Secretary and APEX will meet to assess the skills of all those employees still left without a position, and to reach agreement for appointment to new positions. (a) In determining the parameters for reassignment, the Secretary and APEX will address cases on an individual basis, with a view to placing as many employees as possible by matching individual skills with positions which require similar skills. Interviews may be held to determine the level of skill. This section exercise may involve individuals undertaking some on-the-job training or attending training courses. Such training needs will be identified prior to the individual being reassigned. (b) Employees to be reassigned under this process shall be consulted prior to any appointment being made. (c) Where a suitable reassignment is offered and this offer is not accepted the employee will not be surplus and the provisions relating to surplus employees will not be available. A suitable position shall mean a position, at a similar responsibility level, in which an employee can adequately perform the duties with their current skills and knowledge and: • The offered employment is within a reasonable commuting distance from their home; • The salary, and conditions are no less favourable; and • The duties and responsibilities are comparable. (d) Where a suitable reassignment is offered at a lower salary, an equalisation allowance will be paid to preserve the salary of the employee at the rate paid in the old job at the time of reassignment. In these circumstances, the employee may decline the reassignment offer and retain access to the surplus employee provisions of this agreement. The salary can be preserved in the following ways: • A lump sum to make up for the loss of basic pay for the next two years (this is not abated by any subsequent salary increases); or • An ongoing allowance equivalent to the difference between the present salary and the new salary. (This is abated by any subsequent salary increases.) (e) Where the new job is at a location outside the local area, assistance with transfer expenses shall be provided on the basis that the employee should not suffer financial loss in respect of expenses incurred as a result of transfer. In these circumstances, the employee may decline the reassignment offer and retain access to the surplus employee provisions of this agreement. A decision will be made by the Secretary on the provisions to be applied in each particular case. A package from the range of items below may be selected. (The range of items is not exclusive and the level of compensation for an item may be varied). (i) Reimbursement of fares and accommodation expenses for the journey to the new location. (ii) Assistance with living expenses for up to three months, but on a decreasing basis for employees who move to the new location but whose dependants are still at the former location. (iii) Reimbursement of accommodation expenses, initially for up to seven days at the new location, with further assistance on a subsidy basis for up to a maximum of three months before permanent housing is available at the new location. (iv) Reimbursement of land agent's commission and legal fees where the employee sells their house and/or buys another house at the new location. (v) A variable grant for employees on moving to the new location up to a maximum of the equivalent of one month's salary. (vi) A variable grant for employees after a predetermined number of years at a location, with a maximum grant up to the equivalent of three months’ salary, provided the grant does not exceed the equivalent of one month's salary for each year of the qualifying period. (vii) Reimbursement of additional actual and reasonable child care expenses, including travel costs, for one year. Where the new job is within the same local area and extra travelling costs are involved, actual additional travelling expenses equivalent to travelling by public transport shall be reimbursed for up to 12 months. Where the new job is within the same local area and the extra travelling time one-way to the new place of work by public transport is more than 30 minutes, transfer expenses as in 2.7.8(e) apply. Where employees are to be relocated at least 3 months’ notice shall be given to employees, provided that in any situation a lesser period of notice may be mutually agreed between or APEX and the Secretary where the circumstances warrant it for their respective members (and agreement shall not be used to assign employees to court offices where employees in the same class are laid offunreasonably withheld). A. Temporary - In the event that the Employer finds it necessary to temporarily reassign employees for more than two consecutive days from one office to another within the same judicial district, the Employer shall first seek volunteers who are willing to assume the duties of the position for a temporary period of time in another court office within the judicial district. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event that the Employer is unable to fill the position(s) on a temporary basis with volunteers, the Employer shall assign the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position duties in the court office needing assistance for the duration of the temporary assignment which shall not exceed six (6) months. An employee assigned to work at an office [county] other than their regular office within the judicial district shall be able to have travel time be part of the normal work day and be reimbursed for expenses per the Employer’s Travel and Reimbursement policy. B. Permanent - In the event that the Employer finds it necessary to permanently reassign an employee from one office to another, it shall first seek volunteers. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event there are no volunteers, the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position’s duties shall be reassigned. Permanent reassignments shall only occur where the new work location is within forty-five (45) miles of the employee’s current work location. The Employer shall not mandate such a reassignment, without the employee’s consent, where it would result in the loss of previously elected county benefits or a reduction in hours. An employee who has been permanently reassigned shall not be subject to subsequent reassignments beyond a forty-five (45) mile radius of the employee’s original work location. A limited posting opportunity may occur within the same classification of the receiving office prior to the reassignment of a new person into that office. Management reserves the right to assign work within a county office Upon mutual agreement between the Union and the Employer, on a case by case basis, a permanent reassignment may exceed the forty-five (45) mile radius.

Reassignment. ‌ This section shall not be used to assign employees to court offices where employees in the same class are laid off. A. Temporary - In the event that the Employer finds it necessary to temporarily reassign employees for more than two consecutive days from one office to another within the same judicial district, the Employer shall first seek volunteers who are willing to assume the duties of the position for a temporary period of time in another court office within the judicial district. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event that the Employer is unable to fill the position(s) on a temporary basis with volunteers, the Employer shall assign the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position duties in the court office needing assistance for the duration of the temporary assignment which shall not exceed six (6) months. An employee assigned to work at an office [county] other than their regular office within the judicial district shall be able to have travel time be part of the normal work day and be reimbursed for expenses per the Employer’s Travel and Reimbursement policy. B. Permanent - In the event that the Employer finds it necessary to permanently reassign an employee from one office to another, it shall first seek volunteers. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event there are no volunteers, the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position’s duties shall be reassigned. Permanent reassignments shall only occur where the new work location is within forty-five (45) miles of the employee’s current work location. The Employer shall not mandate such a reassignment, without the employee’s consent, where it would result in the loss of previously elected county benefits or a reduction in hours. An employee who has been permanently reassigned shall not be subject to subsequent reassignments beyond a forty-five (45) mile radius of the employee’s original work location. A limited posting opportunity may occur within the same classification of the receiving office prior to the reassignment of a new person into that office. Management reserves Managementreserves the right to assign work within a county office Upon mutual agreement between the Union and Unionand the Employer, on a case by case basis, a permanent reassignment may exceed the forty-five (45) mile radius.

Reassignment. ‌ Following reconfirmation, and where under 2.7.6 above, agreement has been reached between the Secretary, NZEI Te Riu Roa and APEX on reassignment, if there are any vacant positions, then the Secretary, NZEI Te Riu Roa and APEX will meet to assess the skills of all those employees still left without a position, and to reach agreement for appointment to new positions. (a) In determining the parameters for reassignment, the Secretary, NZEI Te Riu Roa and APEX will address cases on an individual basis, with a view to placing as many employees as possible by matching individual skills with positions which require similar skills. Interviews may be held to determine the level of skill. This section exercise may involve individuals undertaking some on-the-job training or attending training courses. Such training needs will be identified prior to the individual being reassigned. (b) Employees to be reassigned under this process shall be consulted prior to any appointment being made. (c) Where a suitable reassignment is offered and this offer is not accepted the employee will not be surplus and the provisions relating to surplus employees will not be available. A suitable position shall mean a position, at a similar responsibility level, in which an employee can adequately perform the duties with their current skills and knowledge and: • The offered employment is within a reasonable commuting distance from their home; • The salary, and conditions are no less favourable; and • The duties and responsibilities are comparable. (d) Where a suitable reassignment is offered at a lower salary, an equalisation allowance will be paid to preserve the salary of the employee at the rate paid in the old job at the time of reassignment. In these circumstances, the employee may decline the reassignment offer and retain access to the surplus employee provisions of this agreement. The salary can be preserved in the following ways: • A lump sum to make up for the loss of basic pay for the next two years (this is not abated by any subsequent salary increases); or • An ongoing allowance equivalent to the difference between the present salary and the new salary. (This is abated by any subsequent salary increases.) (e) Where the new job is at a location outside the local area, assistance with transfer expenses shall be provided on the basis that the employee should not suffer financial loss in respect of expenses incurred as a result of transfer. In these circumstances, the employee may decline the reassignment offer and retain access to the surplus employee provisions of this agreement. A decision will be made by the Secretary on the provisions to be applied in each particular case. A package from the range of items below may be selected. (The range of items is not exclusive and the level of compensation for an item may be varied). (i) Reimbursement of fares and accommodation expenses for the journey to the new location. (ii) Assistance with living expenses for up to three months, but on a decreasing basis for employees who move to the new location but whose dependants are still at the former location. (iii) Reimbursement of accommodation expenses, initially for up to seven days at the new location, with further assistance on a subsidy basis for up to a maximum of three months before permanent housing is available at the new location. (iv) Reimbursement of land agent's commission and legal fees where the employee sells their house and/or buys another house at the new location. (v) A variable grant for employees on moving to the new location up to a maximum of the equivalent of one month's salary. (vi) A variable grant for employees after a predetermined number of years at a location, with a maximum grant up to the equivalent of three months’ salary, provided the grant does not exceed the equivalent of one month's salary for each year of the qualifying period. (vii) Reimbursement of additional actual and reasonable child care expenses, including travel costs, for one year. Where the new job is within the same local area and extra travelling costs are involved, actual additional travelling expenses equivalent to travelling by public transport shall be reimbursed for up to 12 months. Where the new job is within the same local area and the extra travelling time one-way to the new place of work by public transport is more than 30 minutes, transfer expenses as in 2.7.8(e) apply. Where employees are to be relocated at least 3 months’ notice shall be given to employees, provided that in any situation a lesser period of notice may be mutually agreed between NZEI Te Riu Roa or APEX and the Secretary where the circumstances warrant it for their respective members (and agreement shall not be used to assign employees to court offices where employees in the same class are laid offunreasonably withheld). A. Temporary - In the event that the Employer finds it necessary to temporarily reassign employees for more than two consecutive days from one office to another within the same judicial district, the Employer shall first seek volunteers who are willing to assume the duties of the position for a temporary period of time in another court office within the judicial district. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event that the Employer is unable to fill the position(s) on a temporary basis with volunteers, the Employer shall assign the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position duties in the court office needing assistance for the duration of the temporary assignment which shall not exceed six (6) months. An employee assigned to work at an office [county] other than their regular office within the judicial district shall be able to have travel time be part of the normal work day and be reimbursed for expenses per the Employer’s Travel and Reimbursement policy. B. Permanent - In the event that the Employer finds it necessary to permanently reassign an employee from one office to another, it shall first seek volunteers. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event there are no volunteers, the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position’s duties shall be reassigned. Permanent reassignments shall only occur where the new work location is within forty-five (45) miles of the employee’s current work location. The Employer shall not mandate such a reassignment, without the employee’s consent, where it would result in the loss of previously elected county benefits or a reduction in hours. An employee who has been permanently reassigned shall not be subject to subsequent reassignments beyond a forty-five (45) mile radius of the employee’s original work location. A limited posting opportunity may occur within the same classification of the receiving office prior to the reassignment of a new person into that office. Management reserves the right to assign work within a county office Upon mutual agreement between the Union and the Employer, on a case by case basis, a permanent reassignment may exceed the forty-five (45) mile radius.

Reassignment. ‌ This section Tenured faculty members notified of layoff in accordance with this Article may exercise their reassignment rights within the Minnesota State Universities as follows. 1. The faculty member shall not be used have three (3) calendar weeks from the date the notice of vacancy was mailed to assign employees to court offices where employees contact the university and indicate his/her interest in the same class are laid offposition and to forward the application materials requested in the notice to the Academic Vice President or designee of the university involved. When the credentials of the faculty member have been received, the Vice President or designee shall meet with the depart- ment where the vacancy exists and insure that the department is aware of and understands all the provisions of this Section prior to considering reassignment requests. A. Temporary - In 2. The department involved shall make telephone contact with the event that faculty member and invite him/her to visit the Employer finds campus for an informational interview. At the time of the visit, he/she shall also be afforded an interview with the President or appropriate Vice President. The university shall be responsible for travel and related expenses from the faculty member's place of residence if it necessary to temporarily reassign employees for more than two consecutive days from one office to another is within the same judicial districtState of Minnesota or within fifty miles of the Minnesota border. 3. After consulting with the department, the Employer President shall first seek volunteers who are willing determine whether the faculty member is qualified to assume fill the vacant position. In evaluating the faculty member, neither the President nor the department will compare him/her with any actual, hypothetical, or ideal applicant, and will take no notice of applications and credentials of other candidates until a decision has been reached regarding the faculty member seeking reassignment. 4. The faculty member must be awarded the position if he/she has sufficient ability, i.e., is competent to perform the duties of the position for as described in the notice of vacancy. 5. If the vacant position is temporary or less than full-time, the qualified faculty member may accept or refuse the position without in any way altering or affecting his/her rights as established in this Article. 6. If the President determines that a temporary period of time in another court office within the judicial district. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event that the Employer is unable faculty member seeking reassignment does not possess sufficient ability to fill the position(sposition, he/she shall send the faculty member a written statement identifying the qualifications stated in the notice of vacancy that he/she does not possess. The System office shall be informed so that the notice of vacancy can be mailed and the search resumed in accordance with the procedures of Article 21, Section A. 7. If two (2) or more faculty members are deemed qualified for reassignment, the vacant position shall be awarded to the faculty member with greater seniority. If two or more faculty members have equal seniority, the vacant position will be awarded to the one with the greater length of tenured service in the Minnesota State University. If two (2) or more faculty members have equal seniority and tenured service, the vacant position will be awarded to the one with greater length of total service in the Minnesota State Universities. If two (2) or more faculty members have equal seniority and equal length of tenured and total service, the President shall determine which faculty member shall be awarded the vacant position. 8. If no faculty member on the reassignment list responds to the notice of vacancy during the three (3) week open period, the university may resume the search in accordance with the procedures of Article 21, Section A. 9. Persons offered reemployment must accept such offer within fifteen (15) calendar days after such offer, such acceptance to take effect on a temporary basis with volunteersdate specified by the President which will not require a faculty member to be at work earlier than the beginning of the academic semester, following the Employer date such offer was made or thirty (30) days, whichever is later. Such a faculty member shall assign retain all accrued seniority in the least senior employee based upon District Seniority Minnesota State Universities, including credit for time in layoff status, but shall for purposes of this Article begin a new accumulation of seniority within the identified court office new department or program if in another state university. 10. Persons who is minimally qualified decline such offers of reemployment waive all rights of reassignment as established in this Article and shall have their names removed from the reassignment list. 11. All reassignment rights established herein shall expire at the conclusion of three (3) years (thirty-six (36) months) from the effective date of the faculty member's layoff or upon reassignment to perform the a full-time tenured position duties in the court office needing assistance for the duration of the temporary assignment which shall not exceed six (6) months. An employee assigned to work at an office [county] other than their regular office within the judicial district shall be able to have travel time be part of the normal work day and be reimbursed for expenses per the Employer’s Travel and Reimbursement policybargaining unit. B. Permanent - In the event that the Employer finds it necessary to permanently reassign an employee from one office to another, it shall first seek volunteers. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event there are no volunteers, the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position’s duties shall be reassigned. Permanent reassignments shall only occur where the new work location is within forty-five (45) miles of the employee’s current work location. The Employer shall not mandate such a reassignment, without the employee’s consent, where it would result in the loss of previously elected county benefits or a reduction in hours. An employee who has been permanently reassigned shall not be subject to subsequent reassignments beyond a forty-five (45) mile radius of the employee’s original work location. A limited posting opportunity may occur within the same classification of the receiving office prior to the reassignment of a new person into that office. Management reserves the right to assign work within a county office Upon mutual agreement between the Union and the Employer, on a case by case basis, a permanent reassignment may exceed the forty-five (45) mile radius.

Reassignment. ‌ a. Following reconfirmation, if there are positions still vacant, then the employer will consult with XXXXX to assess the skills of all those employees still left without a position and to reach agreement on the process for appointment to new positions b. In determining the parameters for reassignment the employer, in consultation with TIASA, will deal with cases on an individual basis, with a view to placing as many employees as possible by matching individual skills with positions which require similar skills. This section exercise may involve individuals undertaking some on-the-job training or attending training courses (e.g. keyboard skills). Such training needs will be identified prior to the individual being reassigned c. Employees to be reassigned under this process shall not be used consulted prior to assign any appointment being made d. Where employees accept reassignment to court offices where employees a new position at the same or lower salary in the same class are laid offor new location then the following applies: i. Where the new job is at a lower salary, an equalisation allowance will be paid to preserve the salary of the employee at the rate paid in the old job at the time of reassignment. The equalisation allowance specified in clause 8.6.3(d)(i) may be paid as follows: i. As an equalisation allowance to be paid with the employee's salary for a maximum of 12 months from the date the employee commences the new job (abated by any salary increase received during this 12 month period); or ii. At the option of the employee (to be exercised at the time of accepting the new position), as a lump sum payment to make up the loss of basic pay for the next nine (9) months from the date the employee accepts the new job (this payment is not abated by any subsequent salary increase). A. Temporary - In iii. Where the event that the Employer finds it necessary to temporarily reassign employees for more than two consecutive days from one office to another new job is within the same judicial districtlocal area and extra travelling costs are involved, the Employer actual additional travelling expenses by public transport shall first seek volunteers who are willing to assume the duties of the position for a temporary period of time in another court office within the judicial district. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event that the Employer is unable to fill the position(s) on a temporary basis with volunteers, the Employer shall assign the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position duties in the court office needing assistance for the duration of the temporary assignment which shall not exceed six (6) months. An employee assigned to work at an office [county] other than their regular office within the judicial district shall be able to have travel time be part of the normal work day and be reimbursed for expenses per the Employer’s Travel and Reimbursement policyup to twelve (12) months, or an allowance in lieu thereof. B. Permanent - In the event that the Employer finds it necessary to permanently reassign an employee from one office to another, it shall first seek volunteers. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event there are no volunteers, the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position’s duties shall be reassigned. Permanent reassignments shall only occur where the new work location is within forty-five (45) miles of the employee’s current work location. The Employer shall not mandate such a reassignment, without the employee’s consent, where it would result in the loss of previously elected county benefits or a reduction in hours. An employee who has been permanently reassigned shall not be subject to subsequent reassignments beyond a forty-five (45) mile radius of the employee’s original work location. A limited posting opportunity may occur within the same classification of the receiving office prior to the reassignment of a new person into that office. Management reserves the right to assign work within a county office Upon mutual agreement between the Union and the Employer, on a case by case basis, a permanent reassignment may exceed the forty-five (45) mile radius.

Reassignment. ‌ This section shall not be used to assign employees to court offices where employees in the same class are laid off. A. Temporary - In the event that As a matter of principle, the Employer finds it necessary is committed to temporarily reassign employees for more than two consecutive days from one office to another within maintaining hours of work and full time equivalencies (FTE). Where the same judicial districtEmployer determines that a change in FTE is required, where possible, the Employer shall first seek volunteers who are willing try to assume maintain FTE and promote larger FTE positions to the duties extent the needs of the position for a temporary period of time in another court office within the judicial districtschools and students can be accommodated. The most senior minimally qualified volunteer by District Seniority shall Grievances filed to address concerns with respect to this clause may not be given first consideration. In the event that processed to arbitration though could be referred to mediation. (a) When the Employer determines that a change in need occurs, or a reduction in staff is unable to fill the position(s) on a temporary basis with volunteersnecessary, the Employer shall assign identify staff for reassignment or reduction in hours. The Employer shall notify the employee and the Local at least fourteen (14) calendar days in advance of reducing an employee’s hours of work. Nothing in Article 5.4 shall be deemed to limit or restrict the right of the Employer to adjust its staffing component through the layoff provision of Article 21. (b) Continuous employees shall have their hours reduced only at the end of the school year. All continuous employees will be notified in writing of their assignment for the following school year by a date specified in the staffing procedures. (c) Reassignment applies to continuous employees whose F.T.E. is reduced. (d) An employee may choose not to be placed on the reassignment list and may accept the position with the reduced FTE. (e) If no placement is available, employees on the reassignment list will be eligible to bump within their classification as follows: i) The employee shall bump the least senior employee based upon District Seniority within the identified court office their classification who is minimally qualified to perform at the same or lower level and for whose position duties in they have the court office needing assistance for the duration of the temporary assignment which required qualifications, skills, training, knowledge, experience and efficiency. (f) Employees shall not exceed six (6) months. An employee assigned to work at an office [county] other increase their FTE by more than their regular office within the judicial district shall be able to have travel time be part 0.1 as a result of the normal work day and be reimbursed for expenses per the Employer’s Travel and Reimbursement policy. B. Permanent - In the event that the Employer finds it necessary to permanently reassign an employee from one office to another, it shall first seek volunteers. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event there are no volunteers, bumping the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position’s duties shall be reassigned. Permanent reassignments shall only occur where the new work location is within forty-five employee. (45g) miles of the employee’s current work location. The Employer shall not mandate such a reassignment, without the employee’s consent, where it would result in the loss of previously elected county benefits or a reduction in hours. An employee who that has been permanently reassigned shall not bumped in accordance with (f) above will be subject laid off according to subsequent reassignments beyond a forty-five (45) mile radius of the employee’s original work location. A limited posting opportunity may occur within the same classification of the receiving office prior to the reassignment of a new person into that office. Management reserves the right to assign work within a county office Upon mutual agreement between the Union and the Employer, on a case by case basis, a permanent reassignment may exceed the forty-five (45) mile radius.Article 21 –

Reassignment. ‌ This section shall not As a last resort, reassignment of an employee will be used considered if no other effective accommodations are available to assign employees to court offices where employees in enable the same class are laid off. A. Temporary - In the event that the Employer finds it necessary to temporarily reassign employees for more than two consecutive days from one office to another within the same judicial district, the Employer shall first seek volunteers who are willing to assume the duties of the position for a temporary period of time in another court office within the judicial district. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event that the Employer is unable to fill the position(s) on a temporary basis with volunteers, the Employer shall assign the least senior employee based upon District Seniority within the identified court office who is minimally qualified individual to perform the position duties essential functions of his or her current job, or if the only other RA would cause undue hardship to the Agency, unless both the X-X and the employee have identified that reassignment is preferable to remaining in the court office needing assistance current position with some form of RA, then the employer may reassign the employee: The NRAC will be responsible for working with the duration employee, the X-X and other Agency officials, including Program Management Officials, Human Resource Officers, OHROS, OGC or ORC, Agency Administration, EPA's RA Clearinghouse, as necessary, to: (1) identify all funded vacant positions within the Agency for which the employee may be qualified, with or without reasonable accommodation; (2) identify all funded positions which the Agency has reason to believe will become vacant over the next 60 business days and for which the employee is qualified, with or without a reasonable accommodation; and (3) determine whether there are limits on the search the employee would like the Agency to conduct. First, the Agency will identify positions which are equivalent to the employee's current job in terms of pay, status, and relevant factors. When there is no vacant funded equivalent position, the Agency will consider vacant lower level positions for which the individual is qualified. A qualified employee will be reassigned to the vacant funded position and will not have to compete for it, as long as no union seniority rights are violated. The NRAC must provide the employee and X-X with weekly updates, which include a list and location of the temporary assignment which shall not exceed six (6) months. An employee assigned vacant positions identified, for up to work at an office [county] other than their regular office within 60 business days, on the judicial district shall be able to have travel time be part status of the normal work day and be reimbursed search for expenses per the Employer’s Travel and Reimbursement policy. B. Permanent - In the event that the Employer finds it necessary appropriate vacancies. Reassignment to permanently reassign an employee from one office to another, it shall first seek volunteers. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event there are no volunteers, the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position’s duties shall be reassigned. Permanent reassignments shall only occur where the new work location is within forty-five (45) miles of a vacant position outside the employee’s current work location. The Employer shall not mandate such a reassignment, without the employee’s consent, where it would result in the loss of previously elected county benefits or a reduction in hours. An employee who has been permanently reassigned shall not 's commuting area may be subject to subsequent reassignments beyond a forty-five (45) mile radius of the employee’s original work location. A limited posting opportunity may occur within the same classification of the receiving office prior to the reassignment of a new person into that office. Management reserves the right to assign work within a county office Upon mutual agreement between the Union and the Employer, available on a case by case-by-case basis, a permanent if the employee is willing to relocate and the reassignment may exceed will not result in undue hardship to the forty-five (45) mile radiusAgency. As with other reassignments not required by management, the Agency will not pay for the employee's relocation costs.

Reassignment. ‌ Following reconfirmation, and where under 2.7.6 above, agreement has been reached between the Secretary and NZEI Xx Xxx Xxx on reassignment, if there are any vacant positions, then the Secretary and NZEI Te Riu Roa will meet to assess the skills of all those employees still left without a position, and to reach agreement for appointment to new positions. (a) In determining the parameters for reassignment, the Secretary and NZEI Te Riu Roa will address cases on an individual basis, with a view to placing as many employees as possible by matching individual skills with positions which require similar skills. Interviews may be held to determine the level of skill. This section exercise may involve individuals undertaking some on-the-job training or attending training courses. Such training needs will be identified prior to the individual being reassigned. (b) Employees to be reassigned under this process shall be consulted prior to any appointment being made. (c) Where a suitable reassignment is offered and this offer is not accepted the employee will not be surplus and the provisions relating to surplus employees will not be available. A suitable position shall mean a position, at a similar responsibility level, in which an employee can adequately perform the duties with their current skills and knowledge and: • The offered employment is within a reasonable commuting distance from their home; • The salary, and conditions are no less favourable; and • The duties and responsibilities are comparable. (d) Where a suitable reassignment is offered at a lower salary, an equalisation allowance will be paid to preserve the salary of the employee at the rate paid in the old job at the time of reassignment. In these circumstances, the employee may decline the reassignment offer and retain access to the surplus employee provisions of this agreement. The salary can be preserved in the following ways: • A lump sum to make up for the loss of basic pay for the next two years (this is not abated by any subsequent salary increases); or • An ongoing allowance equivalent to the difference between the present salary and the new salary. (This is abated by any subsequent salary increases.) (e) Where the new job is at a location outside the local area, assistance with transfer expenses shall be provided on the basis that the employee should not suffer financial loss in respect of expenses incurred as a result of transfer. In these circumstances, the employee may decline the reassignment offer and retain access to the surplus employee provisions of this agreement. A decision will be made by the Secretary on the provisions to be applied in each particular case. A package from the range of items below may be selected. (The range of items is not exclusive and the level of compensation for an item may be varied). (i) Reimbursement of fares and accommodation expenses for the journey to the new location. (ii) Assistance with living expenses for up to three months, but on a decreasing basis for employees who move to the new location but whose dependants are still at the former location. (iii) Reimbursement of accommodation expenses, initially for up to seven days at the new location, with further assistance on a subsidy basis for up to a maximum of three months before permanent housing is available at the new location. (iv) Reimbursement of land agent's commission and legal fees where the employee sells their house and/or buys another house at the new location. (v) A variable grant for employees on moving to the new location up to a maximum of the equivalent of one month's salary. (vi) A variable grant for employees after a predetermined number of years at a location, with a maximum grant up to the equivalent of three months’ salary, provided the grant does not exceed the equivalent of one month's salary for each year of the qualifying period. (vii) Reimbursement of additional actual and reasonable child care expenses, including travel costs, for one year. Where the new job is within the same local area and extra travelling costs are involved, actual additional travelling expenses equivalent to travelling by public transport shall be reimbursed for up to 12 months. Where the new job is within the same local area and the extra travelling time one-way to the new place of work by public transport is more than 30 minutes, transfer expenses as in 2.7.8(e) apply. Where employees are to be relocated at least 3 months’ notice shall be given to employees, provided that in any situation a lesser period of notice may be mutually agreed between NZEI Te Riu Roa and the Secretary where the circumstances warrant it for their respective members (and agreement shall not be used to assign employees to court offices where employees in the same class are laid offunreasonably withheld). A. Temporary - In the event that the Employer finds it necessary to temporarily reassign employees for more than two consecutive days from one office to another within the same judicial district, the Employer shall first seek volunteers who are willing to assume the duties of the position for a temporary period of time in another court office within the judicial district. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event that the Employer is unable to fill the position(s) on a temporary basis with volunteers, the Employer shall assign the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position duties in the court office needing assistance for the duration of the temporary assignment which shall not exceed six (6) months. An employee assigned to work at an office [county] other than their regular office within the judicial district shall be able to have travel time be part of the normal work day and be reimbursed for expenses per the Employer’s Travel and Reimbursement policy. B. Permanent - In the event that the Employer finds it necessary to permanently reassign an employee from one office to another, it shall first seek volunteers. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event there are no volunteers, the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position’s duties shall be reassigned. Permanent reassignments shall only occur where the new work location is within forty-five (45) miles of the employee’s current work location. The Employer shall not mandate such a reassignment, without the employee’s consent, where it would result in the loss of previously elected county benefits or a reduction in hours. An employee who has been permanently reassigned shall not be subject to subsequent reassignments beyond a forty-five (45) mile radius of the employee’s original work location. A limited posting opportunity may occur within the same classification of the receiving office prior to the reassignment of a new person into that office. Management reserves the right to assign work within a county office Upon mutual agreement between the Union and the Employer, on a case by case basis, a permanent reassignment may exceed the forty-five (45) mile radius.

Reassignment. ‌ Following reconfirmation, and where under 2.7.6 above, agreement has been reached between the Secretary, and NZEI Te Riu Roa and APEX on reassignment, if there are any vacant positions, then the Secretary, and NZEI Te Riu Roa and APEX will meet to assess the skills of all those employees still left without a position, and to reach agreement for appointment to new positions. (a) In determining the parameters for reassignment, the Secretary, and NZEI Te Riu Roa and APEX will address cases on an individual basis, with a view to placing as many employees as possible by matching individual skills with positions which require similar skills. Interviews may be held to determine the level of skill. This section exercise may involve individuals undertaking some on-the-job training or attending training courses. Such training needs will be identified prior to the individual being reassigned. (b) Employees to be reassigned under this process shall be consulted prior to any appointment being made. (c) Where a suitable reassignment is offered and this offer is not accepted the employee will not be surplus and the provisions relating to surplus employees will not be available. A suitable position shall mean a position, at a similar responsibility level, in which an employee can adequately perform the duties with their current skills and knowledge and: • The offered employment is within a reasonable commuting distance from their home; • The salary, and conditions are no less favourable; and • The duties and responsibilities are comparable. (d) Where a suitable reassignment is offered at a lower salary, an equalisation allowance will be paid to preserve the salary of the employee at the rate paid in the old job at the time of reassignment. In these circumstances, the employee may decline the reassignment offer and retain access to the surplus employee provisions of this agreement. The salary can be preserved in the following ways: • A lump sum to make up for the loss of basic pay for the next two years (this is not abated by any subsequent salary increases); or • An ongoing allowance equivalent to the difference between the present salary and the new salary. (This is abated by any subsequent salary increases.) (e) Where the new job is at a location outside the local area, assistance with transfer expenses shall be provided on the basis that the employee should not suffer financial loss in respect of expenses incurred as a result of transfer. In these circumstances, the employee may decline the reassignment offer and retain access to the surplus employee provisions of this agreement. A decision will be made by the Secretary on the provisions to be applied in each particular case. A package from the range of items below may be selected. (The range of items is not exclusive and the level of compensation for an item may be varied). (i) Reimbursement of fares and accommodation expenses for the journey to the new location. (ii) Assistance with living expenses for up to three months, but on a decreasing basis for employees who move to the new location but whose dependants are still at the former location. (iii) Reimbursement of accommodation expenses, initially for up to seven days at the new location, with further assistance on a subsidy basis for up to a maximum of three months before permanent housing is available at the new location. (iv) Reimbursement of land agent's commission and legal fees where the employee sells their house and/or buys another house at the new location. (v) A variable grant for employees on moving to the new location up to a maximum of the equivalent of one month's salary. (vi) A variable grant for employees after a predetermined number of years at a location, with a maximum grant up to the equivalent of three months’ salary, provided the grant does not exceed the equivalent of one month's salary for each year of the qualifying period. (vii) Reimbursement of additional actual and reasonable child care expenses, including travel costs, for one year. Where the new job is within the same local area and extra travelling costs are involved, actual additional travelling expenses equivalent to travelling by public transport shall be reimbursed for up to 12 months. Where the new job is within the same local area and the extra travelling time one-way to the new place of work by public transport is more than 30 minutes, transfer expenses as in 2.7.8(e) apply. Where employees are to be relocated at least 3 months’ notice shall be given to employees, provided that in any situation a lesser period of notice may be mutually agreed between NZEI Te Riu Roa or APEX and the Secretary where the circumstances warrant it for their respective members (and agreement shall not be used to assign employees to court offices where employees in the same class are laid offunreasonably withheld). A. Temporary - In the event that the Employer finds it necessary to temporarily reassign employees for more than two consecutive days from one office to another within the same judicial district, the Employer shall first seek volunteers who are willing to assume the duties of the position for a temporary period of time in another court office within the judicial district. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event that the Employer is unable to fill the position(s) on a temporary basis with volunteers, the Employer shall assign the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position duties in the court office needing assistance for the duration of the temporary assignment which shall not exceed six (6) months. An employee assigned to work at an office [county] other than their regular office within the judicial district shall be able to have travel time be part of the normal work day and be reimbursed for expenses per the Employer’s Travel and Reimbursement policy. B. Permanent - In the event that the Employer finds it necessary to permanently reassign an employee from one office to another, it shall first seek volunteers. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event there are no volunteers, the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position’s duties shall be reassigned. Permanent reassignments shall only occur where the new work location is within forty-five (45) miles of the employee’s current work location. The Employer shall not mandate such a reassignment, without the employee’s consent, where it would result in the loss of previously elected county benefits or a reduction in hours. An employee who has been permanently reassigned shall not be subject to subsequent reassignments beyond a forty-five (45) mile radius of the employee’s original work location. A limited posting opportunity may occur within the same classification of the receiving office prior to the reassignment of a new person into that office. Management reserves the right to assign work within a county office Upon mutual agreement between the Union and the Employer, on a case by case basis, a permanent reassignment may exceed the forty-five (45) mile radius.

Reassignment. ‌ This section shall not be used to assign employees to court offices where employees in the same class are laid off. A. Temporary - In the event that the Employer finds it necessary to temporarily reassign employees for more than two consecutive days from one office to another within the same judicial district, the Employer shall first seek volunteers who are willing to assume the duties of the position for a temporary period of time in another court office within the judicial district. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event that the Employer is unable to fill the position(s) on a temporary basis with volunteers, the Employer shall assign the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position duties in the court office needing assistance for the duration of the temporary assignment which shall not exceed six (6) months. An employee assigned to work at an office [county] other than their regular office within the judicial district shall be able to have travel time be part of the normal work day and be reimbursed for expenses per the Employer’s Travel and Reimbursement policy. B. Permanent - In the event that the Employer finds it necessary to permanently reassign an employee from one office to another, it shall first seek volunteers. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event there are no volunteers, the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position’s duties shall be reassigned. Permanent reassignments shall only occur where the new work location is within forty-five (45) miles of the employee’s current work location. The Employer shall not mandate such a reassignment, without the employee’s consent, where it would result in the loss of previously elected county benefits or a reduction in hours. An employee who has been permanently reassigned shall not be subject to subsequent reassignments beyond a forty-five (45) mile radius of the employee’s original work location. A limited posting opportunity may occur within the same classification of the receiving office prior to the reassignment of a new person into that office. Management reserves the right to assign work transfer an employee in the Job Bank to a new position and/or duty location within their job classification at a time determined to be appropriate by the Employer. Such reassignments terminate the affected employee’s assignment to the Job Bank. If the Labor Agreement covering the job classification of the employee reassigned under this paragraph specifically permits a probationary period upon reassignment, the provisions of subparagraph a.iii, above, shall apply as if the reassignment had been a transfer. Filling Vacant Positions. During the time the procedures outlined herein are in effect, position vacancies to be filled shall first be offered to regular employees who have a contractual right to be recalled to a position in the involved job classification or who may have a right to “bump” or transfer to the position, as the case may be. In such circumstances, the seniority provisions of the Agreement shall be observed. If no regular employee has a contractual right to the position, the following shall be given consideration in the order (priority) indicated below: 1st Priority: Qualified Job Bank employees 2nd Priority: Employees on a recall list 3rd Priority: Employee applicants from a list of eligibles 4th Priority: Displaced certified temporary employees 5th Priority: Non-employee applicants from a list of eligibles The qualifications of an employee in the Job Bank or on a recall list shall be reviewed to determine whether he/she meets the qualifications for a vacant position. Whether the employee can be trained for a position within a county office Upon mutual agreement between reasonable time (not to exceed three months) shall be considered when determining the Union qualifications of an employee. If it is determined that the employee does not meet the qualifications for a vacant position, the employee may appeal to the Director of Human Resources. If it is determined that an employee in the Job Bank is qualified for a vacant position, the employee shall be selected. The appointing authority may appeal the issue of whether the employee is qualified. The dispute shall be presented to and resolved by the Job Bank Steering Committee. If it is determined that an employee on a recall list is qualified for a vacant position, the employee will be given priority consideration and may be selected. Appeals regarding employees on a recall list and their qualifications for a position will be handled by the Civil Service Commission. The grievance procedure under the Labor Agreement shall not apply to determinations as to qualifications of the employee for a vacant position. During their assignment to the Job Bank, affected employees will be provided an opportunity to meet with the Employer’s Placement Coordinator to discuss such matters as available employment opportunities with the Employer, on a case by case basisskills assessments, a permanent reassignment may exceed training and/or retraining opportunities, out- placement assistance and related job transition subjects. Involvement in these activities will be at the forty-five (45) mile radiusdiscretion of the employee. Further, affected employees will be granted reasonable time off with pay for the purpose of attending approved skills assessment, training and job search activities. Displaced certified temporary employees are eligible for the benefits described in this paragraph. These services shall be provided to the Job Bank employee at no cost to the employee.

Reassignment. ‌ a. Following reconfirmation, if there are positions still vacant, then the employer will consult with TIASA to assess the skills of all those employees still left without a position and to reach agreement on the process for appointment to new positions b. In determining the parameters for reassignment the employer, in consultation with TIASA, will deal with cases on an individual basis, with a view to placing as many employees as possible by matching individual skills with positions which require similar skills. This section exercise may involve individuals undertaking some on-the-job training or attending training courses (e.g. keyboard skills). Such training needs will be identified prior to the individual being reassigned c. Employees to be reassigned under this process shall not be used consulted prior to assign any appointment being made d. Where employees accept reassignment to court offices where employees a new position at the same or lower salary in the same class are laid offor new location then the following applies: i. Where the new job is at a lower salary, an equalisation allowance will be paid to preserve the salary of the employee at the rate paid in the old job at the time of reassignment. The equalisation allowance specified in clause 8.6.3(d)(i) may be paid as follows: i. As an equalisation allowance to be paid with the employee's salary for a maximum of 12 months from the date the employee commences the new job (abated by any salary increase received during this 12 month period); or ii. At the option of the employee (to be exercised at the time of accepting the new position), as a lump sum payment to make up the loss of basic pay for the next nine (9) months from the date the employee accepts the new job (this payment is not abated by any subsequent salary increase). A. Temporary - In iii. Where the event that the Employer finds it necessary to temporarily reassign employees for more than two consecutive days from one office to another new job is within the same judicial districtlocal area and extra travelling costs are involved, the Employer actual additional travelling expenses by public transport shall first seek volunteers who are willing to assume the duties of the position for a temporary period of time in another court office within the judicial district. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event that the Employer is unable to fill the position(s) on a temporary basis with volunteers, the Employer shall assign the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position duties in the court office needing assistance for the duration of the temporary assignment which shall not exceed six (6) months. An employee assigned to work at an office [county] other than their regular office within the judicial district shall be able to have travel time be part of the normal work day and be reimbursed for expenses per the Employer’s Travel and Reimbursement policyup to twelve (12) months, or an allowance in lieu thereof. B. Permanent - In the event that the Employer finds it necessary to permanently reassign an employee from one office to another, it shall first seek volunteers. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event there are no volunteers, the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position’s duties shall be reassigned. Permanent reassignments shall only occur where the new work location is within forty-five (45) miles of the employee’s current work location. The Employer shall not mandate such a reassignment, without the employee’s consent, where it would result in the loss of previously elected county benefits or a reduction in hours. An employee who has been permanently reassigned shall not be subject to subsequent reassignments beyond a forty-five (45) mile radius of the employee’s original work location. A limited posting opportunity may occur within the same classification of the receiving office prior to the reassignment of a new person into that office. Management reserves the right to assign work within a county office Upon mutual agreement between the Union and the Employer, on a case by case basis, a permanent reassignment may exceed the forty-five (45) mile radius.

Reassignment. ‌ Following reconfirmation, and where under 2.7.6 above, agreement has been reached between the Secretary, NZEI Te Riu Roa and APEX on reassignment, if there are any vacant positions, then the Secretary, NZEI Te Riu Roa and APEX will meet to assess the skills of all those employees still left without a position, and to reach agreement for appointment to new positions. (a) In determining the parameters for reassignment, the Secretary, NZEI Te Riu Roa and APEX will address cases on an individual basis, with a view to placing as many employees as possible by matching individual skills with positions which require similar skills. Interviews may be held to determine the level of skill. This section exercise may involve individuals undertaking some on-the-job training or attending training courses. Such training needs will be identified prior to the individual being reassigned. (b) Employees to be reassigned under this process shall be consulted prior to any appointment being made. (c) Where a suitable reassignment is offered and this offer is not accepted the employee will not be surplus and the provisions relating to surplus employees will not be available. A suitable position shall mean a position, at a similar responsibility level, in which an employee can adequately perform the duties with their current skills and knowledge and: • The offered employment is within a reasonable commuting distance from their home; • The salary, and conditions are no less favourable; and • The duties and responsibilities are comparable. (d) Where a suitable reassignment is offered at a lower salary, an equalisation allowance will be paid to preserve the salary of the employee at the rate paid in the old job at the time of reassignment. In these circumstances, the employee may decline the reassignment offer and retain access to the surplus employee provisions of this agreement. The salary can be preserved in the following ways: • A lump sum to make up for the loss of basic pay for the next two years (this is not abated by any subsequent salary increases); or • An ongoing allowance equivalent to the difference between the present salary and the new salary. (This is abated by any subsequent salary increases.) (e) Where the new job is at a location outside the local area, assistance with transfer expenses shall be provided on the basis that the employee should not suffer financial loss in respect of expenses incurred as a result of transfer. In these circumstances, the employee may decline the reassignment offer and retain access to the surplus employee provisions of this agreement. A decision will be made by the Secretary on the provisions to be applied in each particular case. A package from the range of items below may be selected. (The range of items is not exclusive and the level of compensation for an item may be varied). (i) Reimbursement of fares and accommodation expenses for the journey to the new location. (ii) Assistance with living expenses for up to three months, but on a decreasing basis for employees who move to the new location but whose dependants are still at the former location. (iii) Reimbursement of accommodation expenses, initially for up to seven days at the new location, with further assistance on a subsidy basis for up to a maximum of three months before permanent housing is available at the new location. (iv) Reimbursement of land agent’s commission and legal fees where the employee sells their house and/or buys another house at the new location. (v) A variable grant for employees on moving to the new location up to a maximum of the equivalent of one month’s salary. (vi) A variable grant for employees after a predetermined number of years at a location, with a maximum grant up to the equivalent of three months’ salary, provided the grant does not exceed the equivalent of one month’s salary for each year of the qualifying period. (vii) Reimbursement of additional actual and reasonable child care expenses, including travel costs, for one year. Where the new job is within the same local area and extra travelling costs are involved, actual additional travelling expenses equivalent to travelling by public transport shall be reimbursed for up to 12 months. Where the new job is within the same local area and the extra travelling time one-way to the new place of work by public transport is more than 30 minutes, transfer expenses as in 2.7.8(e) apply. Where employees are to be relocated at least 3 months’ notice shall be given to employees, provided that in any situation a lesser period of notice may be mutually agreed between NZEI Te Riu Roa or APEX and the Secretary where the circumstances warrant it for their respective members (and agreement shall not be used to assign employees to court offices where employees in the same class are laid offunreasonably withheld). A. Temporary - In the event that the Employer finds it necessary to temporarily reassign employees for more than two consecutive days from one office to another within the same judicial district, the Employer shall first seek volunteers who are willing to assume the duties of the position for a temporary period of time in another court office within the judicial district. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event that the Employer is unable to fill the position(s) on a temporary basis with volunteers, the Employer shall assign the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position duties in the court office needing assistance for the duration of the temporary assignment which shall not exceed six (6) months. An employee assigned to work at an office [county] other than their regular office within the judicial district shall be able to have travel time be part of the normal work day and be reimbursed for expenses per the Employer’s Travel and Reimbursement policy. B. Permanent - In the event that the Employer finds it necessary to permanently reassign an employee from one office to another, it shall first seek volunteers. The most senior minimally qualified volunteer by District Seniority shall be given first consideration. In the event there are no volunteers, the least senior employee based upon District Seniority within the identified court office who is minimally qualified to perform the position’s duties shall be reassigned. Permanent reassignments shall only occur where the new work location is within forty-five (45) miles of the employee’s current work location. The Employer shall not mandate such a reassignment, without the employee’s consent, where it would result in the loss of previously elected county benefits or a reduction in hours. An employee who has been permanently reassigned shall not be subject to subsequent reassignments beyond a forty-five (45) mile radius of the employee’s original work location. A limited posting opportunity may occur within the same classification of the receiving office prior to the reassignment of a new person into that office. Management reserves the right to assign work within a county office Upon mutual agreement between the Union and the Employer, on a case by case basis, a permanent reassignment may exceed the forty-five (45) mile radius.