Transfer to Avoid Layoff Sample Clauses

Transfer to Avoid Layoff. Employees who are in a laid off status or who are scheduled for layoff may be transferred to a vacant position upon agreement of the employer and the employee and after notification to the union without compliance with this or any other provisions of the agreement.

Transfer to Avoid Layoff. Prior to implementing any layoff, the City will transfer an affected employee to a vacancy in an equivalent job classification in the same department or another department, provided the affected employee possesses the skills necessary to perform the new job.

Transfer to Avoid Layoff. An employee who has at least six (6) months service with the company in a job family in his group or another group other than his current job family may exercise seniority rights in that job family at a classification level equal to what he would have received had he not left that job family, provided: 1. He has more total seniority in the other job family than the least senior employee in that job family. 2. He can satisfactorily perform the work of the employee replaced in the other job family within five (5) working days.

Transfer to Avoid Layoff. 1. Within the Department - The employee shall be afforded the opportunity to transfer laterally to a vacant position in the same class in any employing unit within the department of which he/she is an employee providing he/she is qualified to perform the duties of the position, as determined by the Employer. Where more than one employee seeks to transfer to a vacancy under this provision, the Employer shall select the employee with the most experience relevant to the position. In the event the employee is not selected to fill the vacancy, the Employer shall notify the employee and the Union in writing of the reason(s) if the employee or the Union so requests. 2. Between Departments - Employees may submit requests for transfer to any position vacancy with the same or counterpart pay range within any state agency. Prior to filling a bargaining unit vacancy with an individual other than a current state employee and in accordance with 8/12/1, the Employer agrees to the following: The employee who has received written notice of layoff shall have the right to transfer to a vacant position in another agency within the bargaining unit in direct order of seniority, with the most senior employee considered first, and subject to all of the following limitations. a. The employee must apply for the vacancy by the end of the WISCERS posting period. b. The employee in the layoff group is in the same classification as the c. The employee is qualified to perform the work after customary orientation and training provided to newly hired workers. d. The employee is not currently on a concentrated performance evaluation program. Employees transferring to another agency in lieu of layoff under these provisions may be placed on permissive probation at the discretion of the appointing authority. If the employee is terminated for performance reasons while on permissive probation, the termination will be treated as a layoff except that the employee’s right of restoration will be to the agency from which he/she transferred in lieu of layoff.

Transfer to Avoid Layoff. 10/3/1 Upon notice of vacancy, any employee may, within five (5) working days, elect to transfer to avoid layoff as follows. The employee who is to be laid off may file a written request to transfer to a vacancy in an assistant district attorney position in any other prosecutorial unit with a vacancy. The employee must file his or her request for transfer to avoid layoff with the District Attorney in the office in which the vacancy exists within five (5) working days of receipt of the notice of the vacancy. The District Attorney will interview the candidates. The employee with the most bargaining unit seniority will be appointed to the vacancy unless: (1) the employee’s employment history indicates he or she cannot perform the work in a satisfactory manner; or (2) the employee does not have the special qualifications/skills needed for the position; or (3) the District Attorney obtains information indicating that the employee has engaged in actions noted in 4/8/2 or has been sanctioned by the Supreme Court as noted in 4/9. The District Attorney will document in writing the reason(s) for not appointing the employee(s) with the most bargaining unit seniority. The employee(s) who are not selected for transfer under the provisions of this Section may grieve the non-selection under the provisions of Article 4 unless an employee with more bargaining unit seniority is selected for transfer.