Transfers/Promotions. A. Any permanent employee may file an application for transfer using the form designated for that purpose by Human Resources. The form on which such application is made may be obtained from Human Resources or from the work site. It must be completed by the employee, signed by the supervising administrator, indicating his/her acknowledgment, and returned to the Non-Instructional Staffing, with a copy to the immediate supervisor.
B. Consideration for transfer will be given to qualified transfer applicants on the basis of seniority, first within job classification and second within the system. That is, the transfer applicant anywhere in the system having the most experience in positions having the same job code and job title as the one to be filled will receive first consideration for transfer to that position, followed by the applicant with the next most experience, etc. If applicants have equal qualifications and seniority within the job classification, priority for consideration will be given to the applicant having the longest employment with the school system.
C. Prior to receiving a promotion, the employee must have satisfactorily met all requirements for the position. A qualified and eligible office employee, who applies for a vacancy at his/her work location, which would result in a promotion, shall be given first consideration by the work location supervising administrator to fill such position. In the event a work location supervising administrator determines that a vacancy will be filled by a qualified and eligible unit member at the work location, he/she is authorized to waive the contractual requirement for advertising such vacancy district- wide.
D. When an employee is promoted or assigned to a position which is classified in a higher pay grade, he/she shall be given an increase to the first step of the new salary range, effective the start of the next pay period after Board approval. When his/her current salary is already in excess of the first step, he/she will be placed on that step of the new grade which provides at least the equivalent of a one salary step increase, but no less than five (5%) percent. If his/her salary is equal to or above the maximum of the range for the position to which he/she is assigned, no change in salary shall be considered.
E. Once an employee, who has fulfilled the requirements of the transfer provisions has been hired at another work location, the maximum time his/her current employer may retain him/her in the po...
Transfers/Promotions. 16.01 When a vacancy occurs or a new position is created in any department, such vacancies or new positions shall be filled from the staff of the department or members of the bargaining unit provided that the applicant can qualify and has seniority as defined. Where Management considers some permanent employees in higher or equivalent positions, or the senior employee in the immediately subordinate position in the immediate or related work group, within the department to be suitable, Management may offer the position to such employees in descending order of their seniority without posting the position. Where ENMAX has decided to advertise the vacant or newly created position outside ENMAX’s service, ENMAX agrees that applications received will not be considered until all applications from employees within the bargaining unit have been assessed.
16.02 It is further agreed that Management shall have the sole right to make the decision as to whether vacant positions shall be posted. Upon a vacant position being posted it is understood between the parties that the position shall be posted on a service-wide basis for a period of not less than five
Transfers/Promotions. Employees transferring to another department within the bargaining unit or accepting a promotion to another bargaining unit classification shall receive a ninety (90) day transfer/promotional probationary period. If the University determines that the employee does not successfully complete the new probationary period, the employee may return to the department and to the same job title, classification and pay rate, including any pay adjustment the employee would have received if he/she had not transferred/promoted.
Transfers/Promotions. Section 1: The District will provide all Association members an equal opportunity to apply for vacancies as they become available. Preference will be given to those individuals that have the qualifications and/or experience necessary for the available opening. At least five (5) workdays notice will be provided prior to a permanent change in regular shift hours.
Transfers/Promotions. Employees transferring to another department within the bargaining unit or accepting a promotion to another bargaining unit classification shall receive a sixty
Transfers/Promotions. 14.01 All vacancies or newly created positions which occur in the bargaining unit shall be posted in each building for a period of five (5) work days and sent via email to all paraprofessionals. Any employee interested in the posted vacancy shall submit his/her bid in writing for that vacancy, to the administration no later than the last day of the posting period.
14.02 On permanent transfer and promotions, consideration will be given to the following criteria:
a. Employee preference
b. District needs
c. Seniority
d. Special skills of employees
e. Supervisor ratings of employees
f. Impact on district workforce
g. Change in program
14.03 Any employee dissatisfied with a transfer or promotion may request an interview with the personnel administrator and/or other appropriate administrator to discuss the issue.
Transfers/Promotions.
12.7.1 No Member will be required to accept a transfer or promotion to a position outside of the Bargaining Unit without that Member's consent.
12.7.2 A Member who accepts a management position outside of the Bargaining Unit will cease to accrue seniority and will lose their status as a Member. If they return to a position in the Bargaining Unit within two (2) years from the date of such move, their seniority accrued at the time of leaving the Bargaining Unit will be restored.
12.7.3 A Member who accepts a non-management position outside of the Bargaining Unit will cease to accrue seniority and will lose their status as a Member. If they return to a position in the Bargaining Unit, their seniority accrued at the time of leaving the Bargaining Unit will be restored.
12.7.4 If an employee in a non-management position, who at the time of certification was excluded from the Bargaining Unit, gains a position within the Bargaining Unit, their seniority will be calculated based on their years of employment with the University up to the date of certification. These employees may apply for job postings under Article
Transfers/Promotions. With respect to the limited term positions referred to in Article 16.07 and 16.08, to limit disruptions to the business, employees are required to remain in their “permanent” position for a minimum period of six (6) consecutive months prior to being permitted to fill a limited term position. The employee may apply on limited term postings but may not be released without the consent of the employee’s “permanent” supervisor if they have not completed the stipulated six (6) months. ENMAX and CUPE Local 38 desire to confirm the hours of work for Customer Care Employees in order to continue to meet service requirements for our current customers and to accommodate their expected growth in new business and customers. In light of these operational requirements, the Parties agree that the following principles shall govern scheduling within the Customer Care:
Transfers/Promotions. A. If an employee is transferred to a position within the Police Department not included in the bargaining unit and is thereafter transferred again to a position within the bargaining unit, he shall have accumulated seniority while working in the position to which he was transferred. Employees transferred under the above circumstances shall retain all rights accrued for the purpose of any benefits provided for in the Agreement.
B. Promotions to the rank of Sergeant and Lieutenant shall be made in accordance with the procedures outlined in Appendix E to this agreement.
Transfers/Promotions. If an employee transfers from one job classification and wage range to another, all hours accrued toward the next longevity step in the prior wage range shall be counted when accruing hours toward the employee’s next longevity step in the new wage range.
8.8.1 Employees promoted to a regular position in a higher classification within the bargaining unit shall be placed at the lowest step in the higher classification that provides for at least a three percent (3%) increase in pay, not to exceed the maximum of the pay range.
