Transfer and Promotion. 12.01 Transfer: No employee will be arbitrarily transferred to another location.
Transfer and Promotion. Any employee receiving and accepting an offer of promotion or transfer will be released from the employee’s current position in a timely fashion as mutually agreed by the appointing authority and the employee.
Transfer and Promotion. An employee transferred or promoted to a higher job classification shall be paid at the rate of pay established for the higher classification. The rate will be determined, as close as possible, by the rate of current employees with similar experience. In the event an employee is transferred or demoted to a lower job classification, the employee shall be paid at the rate of pay established for the lower classification. Employees transferred or promoted to a higher job classification may take with them prior experience credit. The decision to award such prior experience credit is within the discretion of the Assistant Superintendent. Should prior experience credit be denied, the employee may request a review by the Assistant Superintendent and the Association President. The decision reached following such review shall be final. An employee so transferred or promoted who is subject to layoff shall have the right to bump back into his/her prior job classification provided a position for which the employee is qualified is being held by a less senior employee. For purposes of such layoff the affected employee shall return to his/her former classification with no loss of in-district seniority credit.
Transfer and Promotion. Notice of vacancies and newly created positions will be published. Personnel shall apply in writing within five (5) business days from the published date of the vacancy notice. Promotions within the bargaining unit will be considered on the basis of seniority and the ability to perform the job. The aim of the Board is to secure the most highly qualified personnel for all positions, and all applications will be given equal consideration. By mutual agreement between the parties, posting timelines may be adjusted. The Supervisor of Food Services shall have the authority to determine the person best qualified for the position.
Transfer and Promotion. A. When vacancies occur in any bargaining unit position or when a new position is created, an announcement containing a job description, classification and pertinent information relating to the position will be posted electronically as specified in this paragraph.
B. No vacancy shall be filled except on a temporary basis until such vacancy shall have been electronically posted with all bargaining unit members for at least seven (7) school days. In the event school is not in session, bargaining unit members shall be notified by electronic mail of any existing vacancies. 10 or 11 month bargaining unit members who may not have ready access to email during the summer period may make written request each year to receive such posting by mail. Bargaining unit members desiring to be considered for an announced vacancy must make written application to the designated administrative office during the posting period. All those applying who have the posted qualifications shall be granted an interview and will be notified of the decision regarding the appointment in writing. All employees who work in the posted classification and apply for the open position shall be interviewed.
C. The Association President shall be furnished an electronic copy of each posting and a notice of the final decision within three (3) working days.
D. In the event it is necessary to use someone in a full or part-time position (other than a substitute), such position shall remain for no more than sixty (60) calendar days at that pay rate after which it must be electronically posted or abolished. In the event the person filling such position applies upon the proper posting of the position (this may be less than forty hours), the probationary period may be waived after the employee has worked sixty (60) calendar days.
E. In the event a bargaining unit position is vacated due to, but not limited to, a resignation, termination, or transfer, a substitute may work up to a maximum of 60 work days. Substitutes may work longer than the 60 work day maximum only if an appropriate bargaining unit member is not available to fill the vacated position.
Transfer and Promotion. 11.1 All employees are employees of the District and not a particular site.
11.2 Transfer is defined as a move from one school or work location to another without change in salary schedule placement, basic job classification or established number of work hours.
Transfer and Promotion. When filling a permanent position, the College will consider internal promotional and/or transfer candidates who have the knowledge, skills and abilities to perform the duties of the vacant position prior to considering other candidates. The College reserves the right to laterally transfer employees within a classification.
Transfer and Promotion. When filling a permanent position within the bargaining unit, candidates who meet the minimum qualifications for the position may be offered an interview. The Employer reserves the right to laterally transfer employees. The Employer may also choose to give first consideration to transferring or promoting individuals whose funding source has or will be ending.
Transfer and Promotion. An employee, who is promoted or transferred to a job outside of the bargaining unit, shall retain the seniority acquired in the bargaining unit. Such seniority shall only apply in the case of return to a job classification within the bargaining unit within six
Transfer and Promotion. Section 1. All permanent job vacancies will be posted for five (5) consecutive working days. During the posting, the University may fill the job temporarily without regard to seniority. Preference shall be given to employees within the occupation where a vacancy exists before considering employees from other occupations (for the limited purpose of Sections 1 and 2 of this Article, employees in the General Laborer and Cleaner classifications will be considered in the same “occupation”). Employees with prior occupational seniority in a job will have the next preference for such a vacancy. Job postings will state the anticipated job location, shift and workweek schedule and will also state that these conditions are subject to change by the University. Employees serving a probationary or trial period shall not be permitted to bid on any positions during that probationary or trial period. With the exception of a job which is posted with a specified starting date, an existing employee who is awarded a job bid to a permanent job vacancy which is then unfilled, or is filled by a temporary employee, shall be placed in that new position within four weeks of the end of the posting period or shall receive any additional wages otherwise due them upon completion of any applicable trial period as if placed in that position at the end of that four week period.
Section 2. Whenever a permanent vacancy for a job occurs (and there are no interested and qualified employees within the occupation or with prior occupational seniority where the vacancy occurs), the University will give consideration to other employees who have indicated, in writing, a desire to be considered and to employees who, because of previous experience or training are considered eligible by the University. In the event that experience, training and skill are equal, the candidate with the most seniority will be given preference. In considering these qualifications, the University may take into account discipline as documented in the employee’s personnel file.
Section 3. An employee transferred to a position with no change in title does not serve a trial period and does not have an option to return to the former position [e.g. there is no trial period for lateral moves]. An employee transferred to a position in a new title shall serve a trial period of up to sixty (60) work days during which time the employee's qualifications shall be judged for permanent transfer. A transferred employee may voluntarily retu...
