TRANSFER AND FILLING OF VACANCIES Sample Clauses

TRANSFER AND FILLING OF VACANCIES. 15.1 Transfers of bargaining unit members may be made for the following reasons: 1. At the District’s discretion. 2. As a result of layoff. 3. Voluntary request. 4. As a result of a disciplinary action. Before a unit member is transferred, a conference will be held between the appropriate management person and the unit member, to discuss the reasons for the transfer. Unit members may request a transfer at any time. 15.2 The District shall email a list of all vacancies in the classified service to all bargaining unit members as vacancies occur. The notice will be posted for internal candidates only for five (5) working days. Vacancy notices will be posted as the vacancies occur. The posting will include classification or position, the site (if applicable), the amount of FTE. 15.3 A vacancy is any classified position that is created by the District, or any classified position with no incumbent that the district intends to fill. If the District does not intend to fill a classified position the District shall notify the CSEA President of their intent and the reasons therefore. 15.4 Consideration will be given to all applications which meet the minimum qualifications for the vacancy and which are properly submitted. However, final selection is within the sole discretion of the District Management. First consideration will be to District personnel prior to filling the vacancy. If an employee is not selected for a vacancy, the Superintendent or his/her designee shall meet with the unit member, upon request, to discuss the reason(s).
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TRANSFER AND FILLING OF VACANCIES. 6.1 Transfers of employees may be initiated by the Superintendent at any time whenever such transfer is determined by the Superintendent to be in its best interests. An employee affected by such transfer shall be given reasonable notice as soon as administratively practicable and, when possible, a conference will be held between the appropriate management person and the employee to discuss the reasons for the transfer. 6.2 The Superintendent shall post on the Superintendent Office Bulletin Board and in each employee’s work location a list of all known vacancies. Unit members are not eligible to apply for other positions until the completion of their probationary period. Permanent unit members who are interested in vacant positions must file an online application. 6.3 For purposes of this provision, a vacancy is a position which is new or which remains unfilled after any transfers are made pursuant to Article 6.1 above. 6.4 The County Superintendent agrees to provide a quarterly report of vacancies to the Teamsters or designee. 6.5 Consideration will be given to all eligible applications, which meet the established qualification for the vacancy, and are properly submitted; however, the final selection is within the sole discretion of the Superintendent. 6.6 An eligibility list will be established by Human Resources for the positions of Office Specialist II or Office Specialist III. If an opening occurs within those classifications, all employees that meet the established criteria for the vacancy must apply for the position through EdJoin. Permanent Unit Members who are interested in the vacant position must file an on-line application within the ten (10) day filing period. If the number of employees interested and eligible for the position is more than ten (10), Human Resources can screen down the number to be interviewed to ten (10). If no permanent unit members express interest in position(s) via the on-line EdJoin system within the ten (10) day posting period or if the department does not select any of the eligible employees, Human Resources will advertise externally for the position. Vacancies shall be posted for a minimum of ten (10) days in accordance with established personnel recruitment and selection procedure. 6.7 No posted vacancy shall be closed for application until five (5) workdays after notice of the vacancy has been posted.
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TRANSFER AND FILLING OF VACANCIES. Transfers of bargaining unit members may be initiated by the District management at any time whenever such transfer is in the best interest of the District as defined by District management. A unit member affected by such transfer shall be given notice as soon as administratively predictable; and when possible, conference will be held between the appropriate management person and the unit member in order to discuss the reasons for the transfer. The District management shall post in each bargaining unit work location a list of all known bargaining unit vacancies. Updated lists will be posted weekly. Shop supervisor shall post such vacancy notices in each shop on the bulletin board to be provided for bargaining unit information. For purposes of this provision, a vacancy is any unit position which is new or which remains unfilled after any transfers are made pursuant to paragraph (1) above. Consideration will be given to the applications which meet the established qualifications for the vacancy and which are properly submitted; however, the final selection is at the discretion of the District management provided the applicant chosen by the District management meets the requirements set out in the job description of the vacant position. No posted vacancy shall be permanently filled until five (5) unit workdays after notice of the vacancy has been posted.
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TRANSFER AND FILLING OF VACANCIES. 13 – Tentative agreement dated July 17, 2019 (attached)
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TRANSFER AND FILLING OF VACANCIES. 7.1 “Involuntary transfers” of bargaining unit members may be initiated by the District management whenever such transfer is in the best interest of the District. A bargaining unit member shall not have his/her assigned hours reduced, or shift changed as a result of a District initiated involuntary transfer, or for disciplinary or capricious reasons. A unit member affected by such transfers shall be given notice as soon as administratively practicable. A conference will be held between the appropriate management person and the unit member upon request of the employee or the Association in order to discuss the reasons for the involuntary transfer. District reserves the right to move employees between sites when lack of work exists at current work location in order of reverse seniority within classification.
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TRANSFER AND FILLING OF VACANCIES. 7.1 “Involuntary transfers” of bargaining unit members may be initiated by the District management whenever such transfer is in the best interest of the District. After the District decision to initiate involuntary transfer, District shall notify CSEA President and meet to collaborate prior to unit member notification. A bargaining unit member shall not have his/her assigned hours reduced, or shift changed as a result of a District initiated involuntary transfer, or for disciplinary or capricious reasons. A unit member affected by such transfers shall be given notice as soon as administratively practicable. A conference will be held between the appropriate management person and the unit member upon request of the employee or the Association in order to discuss the reasons for the involuntary transfer. District reserves the right to move employees between sites when lack of work exists at current work location in order of reverse seniority within classification.
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TRANSFER AND FILLING OF VACANCIES. Transfers of bargaining unit members may be made for the following reasons:‌
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TRANSFER AND FILLING OF VACANCIES. Unit members may request, in writing, a transfer at any time, whether or not there 3 is a vacancy. The granting of such transfers shall be in the best interest of the 4 District as determined by management. Upon the written request of the unit
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TRANSFER AND FILLING OF VACANCIES 
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Related to TRANSFER AND FILLING OF VACANCIES

  • Posting and Filling of Vacancies 8.1(1) When a permanent vacancy occurs within a classification covered by this agreement, which the Employer intends to fill, after the Employer applies the internal job transfer bidding procedure and the ultimate vacancy is thereby identified, such vacancy shall be advertised for ten (10) calendar days provided that nothing herein shall prevent the Employer from advertising such vacancy throughout its system or outside during the ten (10) day period. Probationary employees may, at the sole discretion of the Employer, be considered for another position outside their classification after the signing date of this agreement. The Company reserves the sole and absolute right to carry out any applicable interviewing or testing that is necessary in its opinion. All test processes will be approved by qualified Human Resources staff. An employee will only be allowed to take one test failure for each different job classification bid every four (4) months. Current employees applying for positions which involve increased driving responsibilities must meet corporate driving standards and provide with application a current driving abstract. The opinion of the Employer shall not be exercised in an arbitrary or discriminatory manner. 8.1(2) Internal Job Transfer Bidding Procedure 8.1(3) This internal job transfer bidding procedure is within a given classification as follows: 8.1(4) All employees within each classification, when requested, must submit a “standing application” to transfer to any existing alternate home base or location, shift, shift hours, days off (in order of preference), to transfer from part-time to full-time status, or to indicate that they wish no change, whichever is applicable to each individual within their current classification. 8.1(5) A copy of such standing application submitted will be furnished to the employee. Since a standing application will remain valid indefinitely until it results in action or is replaced by the employee, it is the responsibility of the employee to ensure that a standing application always reflects the employee’s current preferences. 8.1(6) (i) When a permanent classification position vacancy is to be filled, all standing applications will immediately be reviewed with the intention of awarding transfers (including any “resultant” transfers) in order of classification seniority in the following sequence, where applicable: (a) transfer of a full-time employee from one home base or location to another or as referred to above; (b) transfer of an employee from part-time to full- time status; (c) transfer of part-time employees from one home base or location to another or as referred to above; and (d) transfer of full-time employees to part-time.

  • Filling of Vacancies The Employer will continue with the current practice regarding job postings. Notices of position vacancies which occur within the bargaining unit which cannot be filled by a qualified surplus employee shall be posted on the District’s website using the on-line application system. Upon written request, all job postings will be distributed to the concerned affiliate local union. The Employer shall not fill any vacancy with a substitute employee for longer than fifty (50) work days except that this fifty (50) work days shall become sixty (60) work days for the months of May, June, July and August; provided however, this sixty (60) work day period shall not in any event extend beyond October 31 of any year. This section shall apply to all employees covered by this Agreement unless modified in the attached appendices. Section 5.3.1 In order to become eligible for consideration of a position vacancy, an employee shall submit a completed position application form to the district Human Resource Office within the designated open period. Section 5.3.2 Employees interviewed and not selected for a position in the bargaining classifications contained herein shall be notified of their non-selection prior to the selectee’s first day of work in the position for which they had applied. Section 5.3.3 The employee with the earliest seniority date who is fully qualified to perform the work involved and who has fulfilled the requirements as set forth in Section 5.3.1, shall fill the vacant position when ability and performance are substantially equal to those who sought the vacancy by complying with those same requirements. Where it can be clearly substantiated that either a junior employee who has applied or an employment applicant possesses a greater ability and prior work performance record, the Employer may then fill the position with such person in which case the Employer shall set forth to the person and the union in writing upon written request from a senior eligible applicant, the reasons why that senior person was not placed into the position vacancy. Such factors as poor attendance and poor work performance shall be considered by the Employer in administering this section. This section shall apply to all employees covered by this Agreement unless modified in the attached appendices. Section 5.3.3.1 When an incumbent is promoted or assumes a new position; he/she may be placed on trial for forty-five (45) workdays until he/she proves themselves capable of handling the new position. Before the completion of the forty-five (45) day period, either the employee or the administrator may determine that the assignment is not acceptable. If such determination is made, the employee shall return to the position held immediately prior to the assumption of the new position except as may be modified in attached appendices. Section 5.3.3.2 Should, in accordance with Section 5.3.3.1, an employee return or be returned to the position they previously held, the employee who is displaced will be placed back into their former position. If the former position was as a substitute, the displaced employee will be placed back as a substitute. Employees subject to such change in placement/assignment will be given at least ten (10) days’ notice prior to the effective date of the change. Section 5.3.4 When two (2) employees subject to this Agreement are moved as the result of one initial posted vacancy, subsequent vacancies which may occur, shall be filled at the discretion of the Employer; provided, however, all custodial lead positions shall be subject to the position application procedures set forth herein.

  • Notification of Vacancies A laid off employee shall be notified by certified mail of an appropriate vacancy, sent to the employee’s address on file in the office of the Executive Director for Human Resources Management. An employee’s failure to respond affirmatively in writing within five calendar days after receipt of the Employer’s letter shall cause loss of recall rights.

  • Posting of Vacancies Vacancies occurring during the school year may be temporarily filled to avoid undue disruption of the educational program. The procedures in this section will be followed for filling vacancies for a subsequent school year. A notice setting forth information that accurately describes the vacancy shall be posted electronically. Except in cases of emergency, the vacancy will not be filled until seven (7) calendar days have elapsed since delivery and posting of the notice as set forth above has occurred. Where specific training, experience, and other qualifications are a prerequisite for anyone to fill the vacancy, such requirement shall be set forth in the notice. Reassignments within a school building may occur prior to posting a vacancy. The Association president or designee is concurrently given written notice of any such reassignment. Consequently, a retirement, resignation, addition at a grade level or mid-year staffing could result in a notice of vacancy that differs from the original opening within the building. When a bargaining unit member with interest in a particular potential vacancy provides the Superintendent or designee in writing prior to the last bargaining unit member attendance day of the school year with contact information, such as e-mail address, street address and phone number, the Administration shall notify the bargaining unit member of any vacancy occurring during the summer in which the bargaining unit member has expressed an interest. A bargaining unit member so notified shall be responsible to contact the Administration within seven (7) calendar days following a good faith effort to give the bargaining unit member notice, should the bargaining unit member elect to apply for the vacancy. If the District offers a summer school or other extended school year program, notice of all vacancies for the program shall be published in the manner provided for herein and shall not be filled until seven (7) calendar days have elapsed. Compensation shall be in accordance with the Agreement. When Schedule B vacancies occur, the following procedures will be followed: 1. Principals shall email all Schedule B vacancies to all bargaining unit members in their school building and allow bargaining unit members a period of seven (7) calendar days to express written interest in the vacancy. In the event no qualified bargaining unit member expresses written interest during the seven (7) calendar days, a District-wide posting, consistent with the procedure set forth in Section 6.6.2.1 and Section 9.8.10 shall occur for an additional seven (7) calendar days. 2. The Association president or designee shall be copied on all Schedule B vacancy emails within a building. All bargaining unit member’s written interest shall be acknowledged in writing by the appropriate administrator. 3. Principals shall annually reopen Schedule B positions which are currently filled by non- bargaining unit members to all bargaining unit members in their school building for seven (7) calendar days before the end of the school year. 4. Vacancies occurring during the school year may be temporarily filled to avoid undue disruption of the educational program. 5. Preference shall be given to a bargaining unit member over a non-bargaining unit member when both are equally qualified. In order to afford elementary bargaining unit members the opportunity to perform extra tasks such as ticket-taking, such semester or seasonal jobs will first be emailed to bargaining unit members within a building and if not filled, will then be posted on the District website for all bargaining unit members before such work is offered to non-bargaining unit staff or persons not employed by the District.

  • Filling Vacancies In the filling of vacancies, new positions, transfers or promotions, appointments shall be made to the employee with the required qualifications, and level of competency and efficiency as required by the position specifications, and where such requirements are equal, seniority shall be the determining factor.

  • VACANCIES AND TRANSFERS A vacancy shall be defined, for purposes of this Agreement, as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions.

  • Notice of Vacancies The employer shall post and publish notice of all job vacancies sufficiently in advance of the hiring date to afford all employees an equal opportunity to make application for the position. Posting and publication of notice of vacancy shall be accomplished in a manner consistent with the requirements of the employer's nondiscriminatory recruitment procedure.

  • VACANCIES, TRANSFERS AND PROMOTIONS A. As it relates to individual employees who are not regulated by the Teacher Tenure Act, a vacancy is defined as a newly created position or a current position in the bargaining unit which the Board intends to fill which has become open due to death, reassignment, retirement, resignation or dismissal of an employee. Such positions will not be posted until all teachers are assigned. 1. The above vacancies shall be posted online and via school email to all staff. 2. Positions as described above shall be posted at least ten (10) business days prior to being permanently filled, unless the vacancy occurs and is posted within ten (10) business days of the first official teacher work day of the school year. In that case, the posting period will be five (5) business days. 3. Any employee may apply for such positions by submitting a written letter to the Superintendent's Office. 4. After the last instructional day of the year, the Board shall post vacancies at the Superintendent’s Office. An employee with a request for a transfer on file under D. below or who has requested summer vacancy notices under C. below will be notified. B. As it relates to individual employees who are not regulated by the Teacher Tenure Act, an employee desiring to learn of position vacancies that occur during the summer shall leave self-addressed, stamped envelopes in the Personnel Office. Application for and filling of such summer vacancies shall follow the procedures in B. above. C. As it relates to individual employees who are not regulated by the Teacher Tenure Act, a request by an employee for transfer to a different building or position may be made at any time. Such request shall be made in writing to the Personnel Office with a copy to the Association President. The application shall set forth the school, grade or position sought, and the applicant's qualifications. Such request shall be reviewed twice each year to assure active consideration by the Board. In the event an employee is granted a transfer, the record of the transfer and any pertinent information related to the transfer shall be placed into the employee’s personnel file. No employee will be discriminated against because of a request to transfer.

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