Transfer or Promotion. On being transferred or promoted to a different position, an Employee may have up to ninety (90) days to show that she/he can perform the duties of the position.
a. During the ninety (90) day period, the Employer will make reasonable efforts to ensure that the Employee is properly oriented to the requirements of the position.
b. During the qualifying period, if the Employer or the Employee decides to cease orientation to the new position, the Employer will use its best efforts to return the employee to the former position, shift and unit if available.
c. If such a position is not available, the Employee will have thirty (30) days to accept a posted position.
Transfer or Promotion. For movement to a higher pay band or a different occupation within the same pay band, the employee’s salary may be set within a range from the entry to the market rate of the higher occupational pay band. When setting pay, the following criteria will be considered:
Transfer or Promotion. An employee shall on commencing employment or on transfer or promotion be provided by the Company with a written statement outlining the employee's:-
(a) classification and duties;
(b) ordinary hours of employment and roster arrangements;
(c) rate of pay;
(d) date of appointment or transfer or promotion.
Transfer or Promotion a) Whenever there is an opportunity for transfer or promotion to a different classification, a notice with particulars of the position stated therein, will be posted on the bulletin board for a period of eight (8) consecutive days. The senior applicant shall have first consideration, and providing that in the opinion of Management, he/she has qualifications and ability equal to those of any other applicant, that senior employee shall be given the position. An employee serving a probationary period in any job classification may not be regarded as an eligible applicant for a posted vacancy unless job posted is for a higher classification. The opinion of the employer will not be exercised in an arbitrary or discriminatory manner. If, within a period of four (4) weeks from the original posting date, a requirement arises in the same classification as on the posted notice, either as a replacement for the initially successful applicant, or as an addition, a new posting will not be required unless the requirement cannot be filled from the list of original applicants.
b) When there is an opportunity for transfer or promotion in the Press Room, in the Gluing department or in the Shipping department, applicants will be considered on the basis of the following classification progression: Reel Feed Operator - MST Ink Room Attendant 3rd Press Person- Lemanic Gravure Make Ready Press Assistant - MST/Xxxxxxx/Lemanic Press Operator - MST/Xxxxxxx Press Operator - Lemanic Gluer Operator Assistant Gluer Operator Shipper/Receiver
Transfer or Promotion. For movement to a higher pay band or a different occupation within the same pay band, the employee’s salary may be set within a range from the entry to the market rate of the higher occupational pay band. When setting pay, the following criteria will be considered:
1. State of Montana, Department of Public Health and Human Services staff who are required by the Department Director, their Branch Manager and Division Administrator to work at the following care facilities, without the option to telework, during the COVID-19 state of emergency:
a. Intensive Behavior Center-Boulder
b. Montana Chemical Dependency Center-Butte
c. Montana Mental Health Nursing Care Center-Lewistown
d. Montana State Hospital-Warm Springs
e. Montana Veterans’ Home-Columbia Falls
2. DPHHS employees working in the above facilities are eligible for the $4.00/hour pay differential if they are required by their agency administration to work within the above- identified facilities as their primary work location.
3. Employees who telework or have the ability to telework but choose not to are not eligible for the differential.
4. The temporary COVID-19 pay differential is only for time worked at the above-identified facilities. Differential pay will not be provided for leave time taken (including approved paid COVID-19 leave) or time worked outside the above-identified facilities.
5. The temporary COVID-19 pay differential will be considered part of the employee’s base pay for the purposes of calculating overtime for non-exempt employees who have elected to receive overtime rather than compensatory time. hours of pay at $14/hour and 10 hours at an overtime rate of $14/hour X 1 ½ times at $21/hour. Total pay for the week will be (40 hours X $14/hour) + (10 overtime hours X $21/hour). Total pay for the week is $560 + $210 = $770.
6. Employees who misuse leave during the COVID-19 state of emergency lose any eligibility for differential pay.
7. Payroll will process the differential based on actual hours worked at the above-identified facilities. For staff who work in multiple locations inside and outside of the above- identified facilities, supervisors must differentiate for payroll the time that the employee is mandated to work within the above-identified facilities by indicating such time in the description field of the time sheet.
8. Differential pay is a privilege, not a right or entitlement. Management intends to continue this differential pay as long as the COVID-19 related emergency staf...
Transfer or Promotion. > Employees transferred (laterally) or promoted to higher classifications shall serve a probationary period of three (3) full months. Up to an additional three (3) months may be added to a promotional or lateral transfer probationary period, at the option of the City, and with mutual agreement of the parties. The Union also recognizes the right of the City to demote an employee on probationary status to the previous classification as a right which may be exercised at the option of the City.
Transfer or Promotion. An employee who is transferred or promoted out of the scope of this Collective Agreement, who subsequently returns to a position covered by this Agreement, shall be assigned a seniority date that is the effective date of the return to the bargaining unit. The employee’s years of continuous service will be counted for the purposes of vacation entitlement, other than vacation selection and scheduling, and placement on the appropriate wage scale.
Transfer or Promotion. On movement to a higher remuneration range a principal class employee’s remuneration will be determined in accordance with one of the following:
Transfer or Promotion. Outside the Bargaining Unit
(a) No employee shall be transferred or promoted to a position outside the bargaining unit without their consent. If the employee is transferred back to a position inside the bargaining unit, seniority will have accrued during the period of transfer or promotion.
(b) The provisions of 13.11 (b) will apply to an employee who has been transferred or promoted outside of the bargaining unit in accordance with 13.10 (a) above. The trial period in a position outside of the bargaining unit will be of a duration specified in the terms and conditions of employment governing the position into which the employee has been transferred or promoted.
(c) Article 13.03 (b) shall apply to continuing employees who are successful applicants to positions outside of the bargaining unit.
Transfer or Promotion
