Common use of Transfers/Promotions Clause in Contracts

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 position shall be for no more than 10 workdays, unless otherwise authorized, in writing, by the Superintendent or designee. F. An employee who is promoted shall be considered probationary for the first 60 workdays in the new position. At the beginning of such probationary period, the promoted employee shall receive, within 10 days of receiving promotion, a copy of the job description for the position, as well as any other requirements and/or expectations of the supervising administrator for acceptable performance in the position. In all instances of concern about a promoted employee's performance, such employee shall be advised of the concern, given suggestions for improvement in a timely fashion, and allowed a reasonable amount of time for improvement to occur; in no case, however, shall such amount of time extend beyond the end of the contractual probationary period. If a promoted employee's performance is determined by the supervising administrator to be unacceptable during the probationary period, he/she shall, without recourse, be returned to a position substantially equivalent to the one held prior to the promotion, as soon as such a position is available. G. Where an employee is demoted, as a result of his/her inability to perform satisfactorily, such employee will be placed on the same step in the lower pay grade (e.g., from Step 5, pay grade 18 to Step 5, pay grade 17). H. Where an employee is reassigned to a position in a lower pay grade at his/her own request or in lieu of layoff, such employee shall be placed on the step in the lower pay grade that reflects his/her current salary. In no case shall such employee's salary exceed the maximum of the lower pay grade. I. Probationary employees shall not be eligible to apply and be selected for a transfer or promotion. However, employees on probationary status may be granted a transfer to a lateral or lower pay grade position.

Transfers/Promotions. A. Any permanent (a) When a vacancy in a bargaining unit position occurs, and an employee(s) or applicant(s) are under consideration for such vacancy who have the ability and skill to fill the vacancy, Temple shall award the position to the employee or applicant with the greatest skill, present ability and prior job performance. Where there is no appreciable difference between the skill and present ability of such candidates, Temple in accordance with its policy of continuing to attempt to award vacancies to incumbent employees shall award the position to the incumbent employee with the greatest bargaining unit seniority, if practicable. At the least the qualified applicant with the most bargaining unit seniority will be interviewed for the position. Disposition under this provision shall be subject to the grievance and arbitration provisions of the Agreement. (b) Employees may submit to their manager a unit based file an application bid for transfer using change of shift, hours or status (part time, full time, pool) or hours within their designated unit at any time. A receipt will be provided by management to the form bidder at the time of submission of the bid. Unit employees will be advised of the creation of new shifts or openings on current shifts electronically five (5) days prior to the position being hospital posted. When a unit position opening occurs, the position will be awarded by the department manager to the most senior bidder within the unit. (c) Employees may submit to Human Resources a file bid for any position outside of their designated unit at any time for that purpose which they are qualified. A receipt will be provided by management to the bidder at the time of submission of the bid. File bids will remain valid for twelve (12) months. Openings for bargaining unit positions not filled by transfers within the unit or for which there are no viable file bids or newly created jobs will be hospital posted for seven (7) calendar days. Jobs will also be posted on the TUHS website. Each job posting shall include required nursing experience, department/unit, shift and hours of the position. (d) Temple will supply the Local President of the Union with a list of open positions including shift and hours, on a monthly basis. (e) All file bids must be submitted in person and in writing, and all non-file bids must be submitted electronically to Human Resources with the exception of unit based file bids, which must be submitted to the department manager. The bidder will be given a receipt for the bid submission. (f) A successful bidder shall move to the awarded position within one (1) month after verbal notification of their acceptance by Human Resources. The form Employees not awarded such positions shall be notified in writing. (g) A successful bidder will not be eligible to apply for a transfer in accordance with (c) above for six (6) months. Newly hired employees shall not be eligible to bid for a transfer outside the unit into which they were hired in accordance with (c) above for twelve (12) months. Employees who have recently bid on a new position may not bid internally for a change of shift while they are on active preception or orientation, which such application period is made may be obtained from Human Resources or from determined individually based on the work site. It must be completed by needs of the employee. An employee in a nurse residency program is not eligible to bid on any position or transfer under section 7.7, signed by including moving from part-time to full-time, for a period of six months from entry into the supervising administrator, indicating his/her acknowledgment, and returned to the Non-Instructional Staffing, with a copy to the immediate supervisorresidency program. 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 (h) An employee who is transferred/promoted shall serve a ninety (90) day evaluation period 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 new 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 removed from 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 gradeduring said period, he/she shall be given an increase returned to the first step their former position if vacant, or to a comparable bargaining unit position without loss 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 seniority or above the maximum of the range for the position to which he/she is assigned, no change in salary shall be consideredother benefits previously earned. 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 position shall be for no more than 10 workdays, unless otherwise authorized, in writing, by the Superintendent or designee. F. (i) An employee who is promoted shall be considered probationary for the first 60 workdays in the new position. At the beginning of such probationary period, the promoted employee shall receive, within 10 days of receiving promotion, a copy of the job description for the position, as well as any other requirements and/or expectations of the supervising administrator for acceptable performance in the position. In all instances of concern about a promoted employee's performance, such employee shall be advised of the concern, given suggestions for improvement in a timely fashion, and allowed a reasonable amount of time for improvement to occur; in no case, however, shall such amount of time extend beyond the end of the contractual probationary period. If a promoted employee's performance is determined by the supervising administrator to be unacceptable disciplined or discharged during the probationary period, he/she shall, without recourse, evaluation period may utilize the grievance and arbitration provisions of this Agreement. (j) An employee who is awarded a transfer to another unit may be returned to a position substantially equivalent to the one held prior to the promotion, as soon as such a position is available. G. Where an employee is demoted, as a result of his/her inability to perform satisfactorilypreviously held position within sixty (60) days following the transfer at the request of the employee or Temple, such employee will be placed provided a vacancy exists on the same step in the lower pay grade (e.g., from Step 5, pay grade 18 to Step 5, pay grade 17). H. Where an employee is reassigned to a position in a lower pay grade at his/her own former unit. An employee who is returned to a former unit at the request or in lieu of layoff, such employee Temple shall be placed on given the step in reasons for the lower pay grade that reflects his/her current salarydecision and may appeal through the grievance and arbitration procedure. In no case shall such employee's salary exceed An employee who is returned to their former unit at the maximum request of the lower pay grade. I. Probationary employees shall employee will not be eligible to apply and be selected for a transfer or promotion. However, employees on probationary status for twelve (12) months. (k) Any employee selected by Temple for a promotion outside of the bargaining unit may be granted returned at the employee’s or Temple’s option within six (6) months from date of promotion to the bargaining unit without loss of seniority or other service benefits or credits. (l) If it is necessary to involuntarily transfer an employee from one unit to another or to close or reduce a unit or department, such transfer shall be accomplished in the following manner: 1. Temple will notify the Union at least three (3) weeks in advance of any unit or department reduction or closure. 2. Temple will meet and discuss the reduction or closing with the Union and with the employees of the affected area as soon as possible following the notification of the Union. Affected employees shall be provided with a list of vacant Temple bargaining unit positions and the opportunity to indicate up to three (3) choices for transfer. Temple will advise the Union and the employees of vacant nursing positions within TUHS for which the employees may apply as new hires. 3. In the event of a unit or department reduction, Temple shall solicit volunteers from the unit/department and award the transfer to the most senior employee(s) who possess the skill and ability to perform the job. 4. In the event there are insufficient volunteers or in the closing of a lateral unit or lower pay grade positiondepartment, the employees shall be separated from such job in inverse order of bargaining unit seniority. An employee so separated will be: (a) Transferred to a vacant bargaining unit position for which they are qualified without regard to file bids or the necessity of posting; a position is considered vacant if there have been no offers made by Human Resources; (b) Assigned by Temple if there is only one open position for which they are qualified; (c) Laid off in accordance with the lay-off provision of this Agreement. (d) Employees transferred under (a) or (b) above will have their clinical skills assessed at the time of transfer and be provided the required training and orientation offered any newly hired employee. The length of preception determination will be based on the transfer assessment and clinical skills needed. 5. Employees involuntarily transferred or assigned shall have one (1) year preferential return rights to their former unit, if there is a vacancy in such unit, and shall not be bound to the provisions of Section 7 (g) of this Article for transfer eligibility.

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-Executive Director for Non- Instructional Staffing, Human Resources, 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 X. Xxxxx 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- 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 position shall be for no more than 10 workdays, unless otherwise authorized, in writing, by the Superintendent or designee. F. An employee who is promoted shall be considered probationary for the first 60 workdays in the new position. At the beginning of such probationary period, the promoted employee shall receive, within 10 days of receiving promotion, a copy of the job description for the position, as well as any other requirements and/or expectations of the supervising administrator for acceptable performance in the position. In all instances of concern about a promoted employee's performance, such employee shall be advised of the concern, given suggestions for improvement in a timely fashion, and allowed a reasonable amount of time for improvement to occur; in no case, however, shall such amount of time extend beyond the end of the contractual probationary period. If a promoted employee's performance is determined by the supervising administrator to be unacceptable during the probationary period, he/she shall, without recourse, be returned to a position substantially equivalent to the one held prior to the promotion, as soon as such a position is available. G. X. Where an employee is demoted, as a result of his/her inability to perform satisfactorily, such employee will be placed on the same step in the lower pay grade (e.g., from Step 5, pay grade 18 17 to Step 5, pay grade 1715). H. X. Where an employee is reassigned to a position in a lower pay grade at his/her own request or in lieu of layoff, such employee shall be placed on the step in the lower pay grade that reflects his/her current salary. In no case shall such employee's salary exceed the maximum of the lower pay grade. I. Probationary employees shall not be eligible to apply and be selected for a transfer or promotion. However, employees on probationary status may be granted a transfer to a lateral or lower pay grade position.

Transfers/Promotions. A. Any permanent (a) When a vacancy in a bargaining unit position occurs, and an employee(s) or applicant(s) are under consideration for such vacancy who have the ability and skill to fill the vacancy, Temple shall award the position to the employee or applicant with the greatest skill, present ability and prior job performance. Where there is no appreciable difference between the skill and present ability of such candidates, Xxxxxx in accordance with its policy of continuing to attempt to award vacancies to incumbent employees shall award the position to the incumbent employee with the greatest bargaining unit seniority, if practicable. At the least the qualified applicant with the most bargaining unit seniority will be interviewed for the position. Disposition under this provision shall be subject to the grievance and arbitration provisions of the Agreement. (b) Employees may submit to their manager a unit- based file an application bid for transfer using change of shift, hours or status (part time, full time, pool) or hours within their designated unit at any time. A receipt will be provided by management to the form bidder at the time of submission of the bid. Unit employees will be advised of the creation of new shifts or openings on current shifts electronically five (5) days prior to the position being hospital posted. When a unit position opening occurs, the position will be awarded by the department manager to the most senior bidder within the unit. (c) Employees may submit to Human Resources a file bid for any position outside of their designated unit at any time for that purpose which they are qualified. A receipt will be provided by management to the bidder at the time of submission of the bid. File bids will remain valid for twelve (12) months. Openings for bargaining unit positions not filled by transfers within the unit or for which there are no viable file bids or newly created jobs will be hospital posted for seven (7) calendar days. Jobs will also be posted on the TUHS website. Each job posting shall include required nursing experience, department/unit, shift and hours of the position. (d) Xxxxxx will supply the Local President of the Union with a list of open positions including shift and hours, on a monthly basis. (e) All file bids must be submitted in person and in writing, and all non-file bids must be submitted electronically to Human Resources with the exception of unit-based file bids, which must be submitted to the department manager. The bidder will be given a receipt for the bid submission. (f) A successful bidder shall move to the awarded position within forty-five (45) days after verbal notification of their acceptance 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 employees are not transferred within forty- five (45) days, their salary shall be adjusted to the rate of the job which they have been awarded. In no case shall transfer exceed sixty (60) days. Employees not awarded such positions shall be notified in writing. (g) A successful bidder will not be eligible to apply for a work location supervising administrator determines that transfer in accordance with (c) above for eight (8) months, excluding part- time and pool (per diem) employees who apply and are accepted into a vacancy will full time position. Newly hired employees shall not be filled eligible to bid for a transfer outside the unit into which they were hired in accordance with (c) above for twelve (12) months. Employees who have recently bid on a new position may not bid internally for a change of shift while they are on active preception or orientation, which period is determined individually based on the needs of the employee. An employee in a nurse residency program is not eligible to bid on any position or transfer under section 7.7, including moving from part-time to full-time, for a period of six months from entry into the residency program. New to practice nurses who demonstrate difficulty in a particular clinical area may be transferred by Temple to a qualified department where it is believed they can be successful, after consultation with the nurse and eligible unit member at the work location, union. (h) An employee who is transferred/promoted shall serve a ninety (90) day evaluation period in the new position. If he/she is authorized to waive removed from 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 gradeduring said period, he/she shall be given an increase returned to the first step their former position if vacant, or to a comparable bargaining unit position without loss 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 seniority or above the maximum of the range for the position to which he/she is assigned, no change in salary shall be consideredother benefits previously earned. 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 position shall be for no more than 10 workdays, unless otherwise authorized, in writing, by the Superintendent or designee. F. (i) An employee who is promoted shall be considered probationary for the first 60 workdays in the new position. At the beginning of such probationary period, the promoted employee shall receive, within 10 days of receiving promotion, a copy of the job description for the position, as well as any other requirements and/or expectations of the supervising administrator for acceptable performance in the position. In all instances of concern about a promoted employee's performance, such employee shall be advised of the concern, given suggestions for improvement in a timely fashion, and allowed a reasonable amount of time for improvement to occur; in no case, however, shall such amount of time extend beyond the end of the contractual probationary period. If a promoted employee's performance is determined by the supervising administrator to be unacceptable disciplined or discharged during the probationary period, he/she shall, without recourse, evaluation period may utilize the grievance and arbitration provisions of this Agreement. (j) An employee who is awarded a transfer to another unit may be returned to a position substantially equivalent to the one held prior to the promotion, as soon as such a position is available. G. Where an employee is demoted, as a result of his/her inability to perform satisfactorilypreviously held position within sixty (60) days following the transfer at the request of the employee or Temple, such employee will be placed provided a vacancy exists on the same step in the lower pay grade (e.g., from Step 5, pay grade 18 to Step 5, pay grade 17). H. Where an employee is reassigned to a position in a lower pay grade at his/her own former unit. An employee who is returned to a former unit at the request or in lieu of layoff, such employee Temple shall be placed on given the step in reasons for the lower pay grade that reflects his/her current salarydecision and may appeal through the grievance and arbitration procedure. In no case shall such employee's salary exceed An employee who is returned to their former unit at the maximum request of the lower pay grade. I. Probationary employees shall employee will not be eligible to apply and be selected for a transfer or promotion. However, employees on probationary status for twelve (12) months. (k) Any employee selected by Xxxxxx for a promotion outside of the bargaining unit may be granted returned at the employee’s or Xxxxxx’s option within six (6) months from date of promotion to the bargaining unit without loss of seniority or other service benefits or credits. The six (6) months may be extended by mutual agreement. (l) If it is necessary to involuntarily transfer an employee from one unit to another or to close or reduce a unit or department, such transfer shall be accomplished in the following manner: 1. Temple will notify the Union at least three (3) weeks in advance of any unit or department reduction or closure. 2. Temple will meet and discuss the reduction or closing with the Union and with the employees of the affected area as soon as possible following the notification of the Union. Affected employees shall be provided with a list of vacant Temple bargaining unit positions and the opportunity to indicate up to three (3) choices for transfer. Temple will advise the Union and the employees of vacant nursing positions within TUHS for which the employees may apply as new hires. 3. In the event of a unit or department reduction, Temple shall solicit volunteers from the unit/department and award the transfer to the most senior employee(s) who possess the skill and ability to perform the job. In the event there are insufficient volunteers or in the closing of a lateral unit or lower pay grade positiondepartment, the employees shall be separated from such job in inverse order of bargaining unit seniority. An employee so separated will be: (a) Transferred to a vacant bargaining unit position for which they are qualified without regard to file bids or the necessity of posting; a position is considered vacant if there have been no offers made by Human Resources; (b) Assigned by Temple if there is only one open position for which they are qualified; (c) Laid off in accordance with the lay-off provision of this Agreement. (d) Employees transferred under (a) or (b) above will have their clinical skills assessed at the time of transfer and be provided the required training and orientation offered any newly hired employee. The length of preception determination will be based on the transfer assessment and clinical skills needed. 4. Employees involuntarily transferred or assigned shall have one (1) year preferential return rights to their former unit, if there is a vacancy in such unit, and shall not be bound to the provisions of Section 7 (g) of this Article for transfer eligibility.

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 X. Xxxxx 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 position shall be for no more than 10 workdays, unless otherwise authorized, in writing, by the Superintendent or designee. F. An employee who is promoted shall be considered probationary for the first 60 workdays in the new position. At the beginning of such probationary period, the promoted employee shall receive, within 10 days of receiving promotion, a copy of the job description for the position, as well as any other requirements and/or expectations of the supervising administrator for acceptable performance in the position. In all instances of concern about a promoted employee's performance, such employee shall be advised of the concern, given suggestions for improvement in a timely fashion, and allowed a reasonable amount of time for improvement to occur; in no case, however, shall such amount of time extend beyond the end of the contractual probationary period. If a promoted employee's performance is determined by the supervising administrator to be unacceptable during the probationary period, he/she shall, without recourse, be returned to a position substantially equivalent to the one held prior to the promotion, as soon as such a position is available. G. X. Where an employee is demoted, as a result of his/her inability to perform satisfactorily, such employee will be placed on the same step in the lower pay grade (e.g., from Step 5, pay grade 18 to Step 5, pay grade 17). H. X. Where an employee is reassigned to a position in a lower pay grade at his/her own request or in lieu of layoff, such employee shall be placed on the step in the lower pay grade that reflects his/her current salary. In no case shall such employee's salary exceed the maximum of the lower pay grade. I. Probationary employees shall not be eligible to apply and be selected for a transfer or promotion. However, employees on probationary status may be granted a transfer to a lateral or lower pay grade position.