Common use of - Reassignments Within Institutions Clause in Contracts

- Reassignments Within Institutions. A. Temporary reassignments, within institutions, may be required: 1. To meet abnormal work-loads; 2. In the temporary absence of an employee where delay of the performance of duties would be unreasonable; 3. Pending recruitment. Temporary reassignments under this Section shall not normally exceed thirty (30) work days but under no circumstances exceed ninety (90) work days where it is in the best interest of the youth, client, resident, patient or inmate population not withstanding provisions of Section 24.06 or pending recruitment (unless mutually agreed to by the Union and the Agency). Reassignment shall be on a seniority basis within the work area within the classification needed to provide the temporary coverage. Should more than one employee desire the available temporary reassignment, such reassignment shall be awarded on the basis of seniority, with the most senior employee being given first choice. Should no employee desire the reassignment, the least senior employee shall be reassigned first. B. An emergency reassignment may be required. An emergency is defined as an infrequent, unexpected, rare occurrence; not an everyday event. In no event shall an emergency reassignment of any employee exceed eight (8) work days. Emergency reassignments shall be on a seniority basis within the classification needed within the work area most able to provide the emergency coverage. Should no employee desire the reassignment, the least senior qualified employee shall be reassigned first. C. If a specific certificate, license, training and/or immunization is required for the reassignment, the Employer shall canvass those employees within the classification who meet these criteria in the order specified above. D. When the Employer has advance knowledge of planned absences that will result in the reassignment of employees, then it will notify the affected employees of the reassignment as soon as possible. E. The creation of additional float or relief positions is an appropriate topic for Labor/Management Committee meetings.

- Reassignments Within Institutions. A. Temporary reassignments, within institutions, may be required: 1. To meet abnormal work-loads; 2. In the temporary absence of an employee where delay of the performance of duties would be unreasonable; 3. Pending recruitment. Temporary reassignments under this Section shall not normally exceed thirty (30) work days but under no circumstances exceed ninety (90) work days where it is in the best interest of the youth, client, resident, patient or inmate population not withstanding provisions of Section 24.06 24.05 or pending recruitment (unless mutually agreed to by the Union and the Agency). Reassignment shall be on a seniority basis within the work area within the classification needed to provide the temporary coverage. Should more than one employee desire the available temporary reassignment, such reassignment shall be awarded on the basis of seniority, with the most senior employee being given first choice. Should no employee desire the reassignment, the least senior employee shall be reassigned first. B. An emergency reassignment may be required. An emergency is defined as an infrequent, unexpected, rare occurrence; not an everyday event. In no event shall an emergency reassignment of any employee exceed eight (8) work days. Emergency reassignments shall be on a seniority basis within the classification needed within the work area most able to provide the emergency coverage. Should no employee desire the reassignment, the least senior qualified employee shall be reassigned first. C. If a specific certificate, license, training and/or immunization is required for the reassignment, the Employer shall canvass those employees within the classification who meet these criteria in the order specified above. D. When the Employer has advance knowledge of planned absences that will result in the reassignment of employees, then it will notify the affected employees of the reassignment as soon as possible. E. The creation of additional float or relief positions is an appropriate topic for Labor/Management Committee meetings.

- Reassignments Within Institutions. A. Temporary reassignments, within institutions, may be required: 1. To meet abnormal work-work loads; 2. In the temporary absence of an employee where delay of the performance of duties would be unreasonable; 3. Pending recruitment. Temporary reassignments under this Section shall not normally exceed thirty eighteen (3018) work days but under no circumstances exceed ninety sixty (9060) work days where it is in the best interest of the youth, client, resident, patient or inmate population not withstanding provisions of Section 24.06 24.05 or pending recruitment (unless mutually agreed to by the Union and the Agency). Reassignment shall be on a seniority basis within the work area within the classification needed to provide the temporary coverage. Should more than one employee desire the available temporary reassignment, such reassignment shall be awarded on the basis of seniority, with the most senior employee being given first choice. Should no employee desire the reassignment, the least senior employee shall be reassigned first. B. An emergency reassignment may be required. An emergency is defined as an infrequent, unexpected, rare occurrence; not an everyday event. In no event shall an emergency reassignment of any employee exceed eight (8) work days. Emergency reassignments shall be on a seniority basis within the classification needed within the work area most able to provide the emergency coverage. Should no employee desire the reassignment, the least senior qualified employee shall be reassigned first. C. If a specific certificate, license, training and/or immunization is required for the reassignment, the Employer shall canvass those employees within the classification who meet these criteria in the order specified above. D. When the Employer has advance knowledge of planned absences that will result in the reassignment of employees, then it will notify the affected employees of the reassignment as soon as possible. E. The creation of additional float or relief positions is an appropriate topic for Labor/Management Committee meetings.

- Reassignments Within Institutions. A. Temporary reassignments, within institutions, may be required: 1. To meet abnormal work-work loads; 2. In the temporary absence of an employee where delay of the performance of duties would be unreasonable; 3. Pending recruitment. Temporary reassignments under this Section shall not normally exceed thirty (30) work days but under no circumstances exceed ninety (90) work days where it is in the best interest of the youth, client, resident, patient or inmate population not withstanding provisions of Section 24.06 24.05 or pending recruitment (unless mutually agreed to by the Union and the Agency). Reassignment shall be on a seniority basis within the work area within the classification needed to provide the temporary coverage. Should more than one employee desire the available temporary reassignment, such reassignment shall be awarded on the basis of seniority, with the most senior employee being given first choice. Should no employee desire the reassignment, the least senior employee shall be reassigned first. B. An emergency reassignment may be required. An emergency is defined as an infrequent, unexpected, rare occurrence; not an everyday event. In no event shall an emergency reassignment of any employee exceed eight (8) work days. Emergency reassignments shall be on a seniority basis within the classification needed within the work area most able to provide the emergency coverage. Should no employee desire the reassignment, the least senior qualified employee shall be reassigned first. C. If a specific certificate, license, training and/or immunization is required for the reassignment, the Employer shall canvass those employees within the classification who meet these criteria in the order specified above. D. When the Employer has advance knowledge of planned absences that will result in the reassignment of employees, then it will notify the affected employees of the reassignment as soon as possible. E. The creation of additional float or relief positions is an appropriate topic for Labor/Management Committee meetings.

- Reassignments Within Institutions. A. Temporary reassignments, within institutions, may be required: 1. To meet abnormal work-work loads; 2. In the temporary absence of an employee where delay of the performance of duties would be unreasonable; 3. Pending recruitment. Temporary reassignments under this Section shall not normally in no case exceed thirty eighteen (3018) work days but under no circumstances exceed ninety (90) work days where it is in the best interest of the youth, client, resident, patient or inmate population not withstanding provisions of Section 24.06 or pending recruitment (unless mutually agreed to by the Union and the Agency). Reassignment shall be on a seniority basis within the work area within the classification needed to provide the temporary coverage. Should more than one employee desire the available temporary reassignment, such reassignment shall be awarded on the basis of seniority, with the most senior employee being given first choice. Should no employee desire the reassignment, the least senior employee shall be reassigned first. B. An emergency reassignment may be required. An emergency is defined as an infrequent, unexpected, rare occurrence; not an everyday event. In no event shall an emergency reassignment of any employee exceed eight (8) work days. Emergency reassignments shall be on a seniority basis within the classification needed within the work area most able to provide the emergency coverage. Should no employee desire the reassignment, the least senior qualified employee shall be reassigned first. C. If a specific certificate, license, training and/or immunization is required for the reassignment, the Employer shall canvass those employees within the classification who meet these criteria in the order specified above. D. When the Employer has advance knowledge of planned absences that will result in the reassignment of employees, then it will notify the affected employees of the reassignment as soon as possible. E. The creation of additional float or relief positions is an appropriate topic for Labor/Management Committee meetings.

- Reassignments Within Institutions. A. Temporary reassignments, within institutions, may be required: 1. To meet abnormal work-loads; 2. In the temporary absence of an employee where delay of the performance of duties would be unreasonable; 3. Pending recruitment. Temporary reassignments under this Section shall not normally exceed thirty (30) work days but under no circumstances exceed ninety (90) work days where it is in the best interest of the youth, client, resident, patient or inmate population not withstanding provisions of Section 24.06 24.05 or pending recruitment (unless mutually agreed to by the Union and the Agency). Reassignment shall be on a seniority basis within the work area within the classification needed to provide the temporary coverage. Should more than one employee desire the available temporary reassignment, such reassignment shall be awarded on the basis of seniority, with the most senior employee being given first choice. Should no employee desire the reassignment, the least senior employee shall be reassigned first. B. An emergency reassignment may be required. An emergency is defined as an infrequent, unexpected, rare occurrence; not an everyday event. In no event shall an emergency reassignment of any employee exceed eight (8) work days. Emergency reassignments shall be on a seniority basis within the classification needed within the work area most able to provide the emergency coverage. Should no employee desire the reassignment, the least senior qualified employee shall be reassigned first. C. If a specific certificate, license, training and/or immunization is required for the reassignment, the Employer shall canvass those employees within the classification who meet these criteria in the order specified above. D. When the Employer has advance knowledge of planned absences that will result in the reassignment of employees, then it will notify the affected employees of the reassignment as soon as possible. E. The creation of additional float or relief positions is an appropriate topic for Labor/Management Committee meetings. Explanation: This section applies only to institutions. Reassignments of up to thirty (30) days may be made under the following circumstances: 1) To meet abnormal workloads; and 2) In the temporary absence of an employee where delay of the performance of duties would be unreasonable. The Employer may make reassignments beyond thirty (30) days, but not more than ninety (90) days, where it is in the best interest of the customers served by institutional agencies. The Employer may also make reassignments up to ninety (90) days pending recruitment of a new employee. Under §24.05, reassignments may be made when the employee is suspected of abuse, with the employee’s consent. The ninety (90) day time limit in §13.05 does not apply to reassignments made because of suspected abuse.