Return to Classification Sample Clauses

Return to Classification. In the event an employee is awarded a new position which places the employee in a different classification and the employee’s performance proves unsatisfactory, or the employee is dissatisfied with the position, such employee may be returned to his/her former classification (same total hours and appropriate wage placement) within 20 work days of beginning the new position. No seniority right shall be lost due to the return to classification. If the employee is returned to his/her former classification the Superintendent will select the applicant he/she deems most qualified out of all applicants from the bargaining unit and all external applicants.
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Return to Classification. Any employee posting into a different classification within the unit shall be allowed a reasonable period of trial, up to twenty-one (21) working days, and if found unsatisfactory, shall be returned to a position within the bargaining unit.
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Return to Classification. The Superintendent/President (or designee) may elect to end an out-of-classification assignment at any time. Upon the expiration or termination of the out-of-classification assignment, the employee shall return to their permanent classified position and resume their regular duties and responsibilities.
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Return to Classification. Procedures to Allow a Former FOP Represented Employee of the Transit Police Department to Return to the Transit Police Department at the GCRTA
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Return to Classification. If an employee is returned to the higher class which the employee had to leave due to a downward reclassification, the employee shall be compensated per section 6.4 – Step Placement on Promotion, or placed at the same step the employee held prior to downward reclassification, whichever is greater.
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Related to Return to Classification

  • JOB CLASSIFICATIONS For the purpose of this Agreement the following classifications will be applicable:

  • Return to Duty The SAPC will meet with a Covered Employee who has tested positive for alcohol and/or drugs. The SAPC will discuss what course of action may be appropriate, if any, and assistance from which the employee may benefit, if any, and will communicate a proposed return-to-work plan, if necessary, to the employee and department. The SAPC may recommend that the Covered Employee voluntarily enter into an appropriate rehabilitation program administered by the Covered Employee’s health insurance carrier prior to returning to work. The Covered Employee may not return to work until the SAPC certifies that the employee has a negative test prior to returning to work. In the event that the SAPC does not schedule a return-to-work test before the Covered Employee’s return-to-work date, the SAPC shall arrange for the Covered Employee to take a return-to-work test within three (3) working days of the Covered Employee notifying the SAPC in writing of a request to take a return-to-work test. If a Covered Employee fails a return-to-work test, the employee shall be placed on unpaid leave until testing negative but shall not be subject to any additional discipline due to a non-negative return-to- work test. The SAPC will provide a written release to the appropriate department or division certifying the employee’s right to return to work.

  • New Classifications If a new classification is created within the bargaining unit, the Employer agrees to meet with the Union and negotiate a rate of pay for this new classification. If the parties cannot reach agreement, at the request of either party, the matter shall be submitted to the arbitration procedure in Article 26 of this Agreement.

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