Common use of Transfers/Reassignments Clause in Contracts

Transfers/Reassignments. 33.1 A transfer is defined as movement from one Department of the County to another Department of the County. An employee may submit a written request for such transfer identifying the requested position and listing qualifications to the Department Heads affected by the transfer and the Personnel Director. In order for a transfer to be permitted, there must be a vacant position, and both Department Heads must approve it. A transfer to like duties in other departments does not constitute a promotion. 33.2 Existing County employees who request a transfer must be interviewed and extended preferential consideration if the employee meets the minimum qualifications as set forth in the position description, and has been certified by the Personnel Director as qualified to fill the vacant position. 33.3 Probationary employees shall be eligible to transfer to another department. However, upon transfer, the employee shall be required to serve an additional six (6) month probation period in the department to which they have transferred, beginning with the date of transfer. 33.4 The salary of employees who transfer to another department and position classified in the same pay grade as they presently hold shall remain unchanged. Prior to the effective date of the transfer, the department head shall evaluate the employee for the time served in their department, append his/her comments to the evaluation, and submit them to the head of the department to which the employee is transferring. Prior to the adoption of the annual budget, the employee shall be evaluated by his/her present department head. All evaluations conducted on the employee during the evaluation year shall be reviewed and signed by the department heads under which the employee worked. 33.5 When the Levy Court abolishes a bargaining unit position classified under the merit system, as a result of a department merging with the State government, or due to contracting positions to a private firm, the employees affected by the abolishment of the positions shall have one (1) year from the effective date to apply for transfer to any vacant posted County position for which they are qualified. The affected employee(s) requesting transfer shall be considered as a merit employee, and shall submit the request, in writing, to the Personnel Director with copies for the department heads affected by the transfer. 33.6 A reassignment is defined as the movement of an employee within the same job classification within the bargaining unit. Preference for reassignment or non-reassignment shall be based on seniority, qualifications and an existing vacancy. Employees seeking reassignment shall submit such request in writing to his/her immediate supervisor and the Personnel Director.

Transfers/Reassignments. 33.1 A transfer Section 1. All vacant job openings within the School District, school year or summer, shall be sent to the Union’s Chief Xxxxxxx. Food Service Employees shall have the right to apply for them. Section 2. Any time a bargaining unit member transfers or is defined reassigned to a position within the School District, her position shall be filled in the same manner as movement from in Section 3. Section 3. When a vacancy in the Food Service Department occurs the job shall be posted immediately. The Union shall be given a copy of any Food Service Department job transfer/assignment posting, with all names of employees who requested transfer/ reassignment on the job. The job shall be awarded to the employee that shows merit and the necessary ability. If more than one Department of employee can show merit and the County necessary ability then the employee with the highest seniority shall be transferred or reassigned to another Department of the Countyjob, and will be allowed up to twenty (20) regularly scheduled work days to demonstrate her ability on such job. An employee may submit a written request for such transfer identifying on this probationary period will not be allowed on the requested position move-up-in-hours- overtime list to allow Management and listing qualifications employee time to evaluate the new job assignment. If the most senior employee refuses the transfer/ reassignment then it shall be offered to the Department Heads affected next senior employee. After the twenty (20) work-day probationary period is complete, the employee will be allowed on the move-up-in-hours- overtime list at previous accumulated hours. The after-hours-overtime list is not affected. Section 4. These opportunities shall be posted immediately for a week; except during the summer months this posting time shall be extended to a three (3) week period. Employees wishing to be considered for positions must request transfer or reassignment (on forms mutually agreed upon) during the week in which the job is posted. If an employee is absent during the time of posting they shall be notified at their home by their Union Chairperson. The area for postings shall be mutually agreed upon between the transfer Employer and the Personnel DirectorUnion. Section 5. In order When an employee requests a transfer/reassignment for a job posting and is granted that transfer or reassignment, she will be transferred/reassigned to the job within twenty (20) days. If during the twenty (20) weekdays she takes herself off the job or the Employer removes her from the job, she will return to her previous job. No more than two requests for transfers or reassignments can be made during one school year if the employee removes herself or has to be permitted, there must be removed from the new positions. Section 6. Should all of the above steps fail to fill a vacant position, and both Department Heads must approve it. A transfer to like duties in other departments does not constitute a promotion. 33.2 Existing County employees who request a transfer must be interviewed and extended preferential consideration if the employee meets Employer shall have the minimum qualifications as set forth in the position description, and has been certified by the Personnel Director as qualified right to fill the vacant position. 33.3 Probationary employees shall be eligible to transfer to another department. However, upon transfer, the employee shall be required to serve an additional six (6) month probation period in the department to which they have transferred, beginning with the date of transfer. 33.4 The salary of employees who transfer to another department and such position classified in the same pay grade as they presently hold shall remain unchanged. Prior to the effective date of the transfer, the department head shall evaluate the employee for the time served in their department, append his/her comments to the evaluation, and submit them to the head of the department to which the employee is transferring. Prior to the adoption of the annual budget, the employee shall be evaluated by his/her present department head. All evaluations conducted on the employee during the evaluation year shall be reviewed and signed by the department heads under which the employee workeddeem necessary. 33.5 When the Levy Court abolishes a bargaining unit position classified under the merit system, as a result of a department merging with the State government, or due to contracting positions to a private firm, the employees affected by the abolishment of the positions shall have one (1) year from the effective date to apply for transfer to any vacant posted County position for which they are qualified. The affected employee(s) requesting transfer shall be considered as a merit employee, and shall submit the request, in writing, to the Personnel Director with copies for the department heads affected by the transfer. 33.6 A reassignment is defined as the movement of an employee within the same job classification within the bargaining unit. Preference for reassignment or non-reassignment shall be based on seniority, qualifications and an existing vacancy. Employees seeking reassignment shall submit such request in writing to his/her immediate supervisor and the Personnel Director.

Transfers/Reassignments. 33.1 34.1 A transfer is defined as movement from one Department of the County to another Department of the County. An employee may submit a written request for such transfer identifying the requested position and listing qualifications to the Department Heads affected by the transfer and the Personnel Director. In order for a transfer to be permitted, there must be a vacant position, and both Department Heads must approve it. A transfer to like duties in other departments does not constitute a promotion. 33.2 34.2 Existing County employees who request a transfer must be interviewed and extended preferential consideration if the employee meets the minimum qualifications as set forth in the position description, and has been certified by the Personnel Director as qualified to fill the vacant position. 33.3 34.3 Probationary employees shall be eligible to transfer to another department. However, upon transfer, the employee shall be required to serve an additional six (6) month probation period in the department to which they have transferred, beginning with the date of transfer. 33.4 34.4 The salary of employees who transfer to another department and position classified in the same pay grade as they presently hold shall remain unchanged. Prior to the effective date of the transfer, the department head shall evaluate the employee for the time served in their department, append his/her comments to the evaluation, and submit them to the head of the department to which the employee is transferring. Prior to the adoption of the annual budget, the employee shall be evaluated by his/her present department head. All evaluations conducted on the employee during the evaluation year shall be reviewed and signed by the department heads under which the employee worked. 33.5 34.5 When the Levy Court abolishes a bargaining unit position classified under the merit system, as a result of a department merging with the State government, or due to contracting positions to a private firm, the employees affected by the abolishment of the positions shall have one (1) year from the effective date to apply for transfer to any vacant posted County position for which they are qualified. The affected employee(s) requesting transfer shall be considered as a merit employee, and shall submit the request, in writing, to the Personnel Director with copies for the department heads affected by the transfer. 33.6 34.6 A reassignment is defined as the movement of an employee within the same job classification within the bargaining unit. Preference for reassignment or non-reassignment shall be based on seniority, qualifications and an existing vacancy. Employees seeking reassignment shall submit such request in writing to his/her immediate supervisor and the Personnel Director.

Transfers/Reassignments. 33.1 A ‌ 1. Fluctuating work requirements cause staff members to be subject to transfer is defined as movement from one Department or reassignment within their classification to different work locations or shift schedules which may cause personal inconvenience, loss of ride, or other hardships. When such transfers or reassignments are not of a temporary nature, special consideration will be given to the seniority status of the County staff members involved. It is recognized that rigid rules for effecting transfers or reassignment based entirely on seniority, would be impractical of application and consideration must also be given to another Department other conditions such as the progress of the County. An employee may submit a written request for such transfer identifying the requested position work and listing qualifications circumstances of individual hardship to the Department Heads affected by the transfer and the Personnel Director. In order for a transfer to be permitted, there must be a vacant position, and both Department Heads must approve it. A transfer to like duties in other departments does not constitute a promotion. 33.2 Existing County employees who request a transfer must be interviewed and extended preferential consideration if the employee meets the minimum qualifications as set forth in the position description, and has been certified by the Personnel Director as qualified to fill the vacant position. 33.3 Probationary employees shall be eligible to transfer to another departmentstaff member. However, upon transferin general practice, Battelle will affect such transfers or reassignments in accordance with the following: (a) Staff members will have the opportunity to express their desire for transfers or reassignments as described herein, however, the employee shall group or shift from which staff members are to be required transferred or reassigned and decisions on proper staffing levels will be determined solely by Battelle. (b) Staff members assigned to serve an additional six the group or shift from which the transfers or reassignments are being made who have previously submitted written requests (6Request for Transfer or Reassignment Form [RTRF]∗ submitted to immediate manager and Manager of Labor Relations) month probation period for such transfers, or reassignment will be offered the opportunity of transferring or being reassigned on the basis of their ability to perform the work on the new assignment and their seniority.+ If the transfer or reassignment cannot be satisfactorily accomplished on the basis of written requests, similar consideration will then be given to the other staff members assigned to the group or shift. (c) If no qualified staff members assigned to the group or shift desire to transfer or to be reassigned to the new assignment, the qualified staff members with the least seniority will be transferred or reassigned except; ∗Not included in the department booklet +Valid for six months (d) Stewards (certified prior to which they have transferred, beginning with the date time the transfer or reassignment was made known) will not be permanently transferred or reassigned unless required by the progress of transferthe work. 33.4 The salary of employees who transfer 2. Factors to another department be considered when relocating staff members between any location in which Battelle operates will include but not be limited to: seniority, health and position classified in the same pay grade as they presently hold shall remain unchanged. Prior to the effective date safety, needs of the transferbusiness, the department head shall evaluate the employee for the time served in their departmentcertification, append his/her comments to the evaluationqualifications, security clearances, work restrictions, and submit them to the head of the department to which the employee is transferringradiation exposure. Prior to the adoption of the annual budget, the employee shall be evaluated by his/her present department head. All evaluations conducted on the employee during the evaluation year shall be reviewed and signed by the department heads under which the employee worked. 33.5 When the Levy Court abolishes a bargaining unit position classified under the merit system, as a result of a department merging with the State government, or due to contracting positions to a private firm, the employees affected by the abolishment of the positions shall have If more than one (1) year from staff member wants to make the effective date move (or none want to apply for transfer to any vacant posted County position for which they are qualified. The affected employee(smake the move) requesting transfer shall and if in the judgment of management, no clear preference is indicated after consideration of all factors, seniority will be considered as a merit employee, and shall submit the request, in writing, to the Personnel Director with copies for the department heads affected by the transferdeciding factor. 33.6 A reassignment is defined as the movement of an employee within the same job classification within the bargaining unit. Preference for reassignment or non-reassignment shall be based on seniority, qualifications and an existing vacancy. Employees seeking reassignment shall submit such request in writing to his/her immediate supervisor and the Personnel Director.

Transfers/Reassignments. 33.1 A transfer ‌ Section 1. All vacant job openings within the School District, school year or summer, shall be sent to the Union's Chief Xxxxxxx. Food Service Employees shall have the right to apply for them. Section 2. Any time a bargaining unit member transfers or is defined reassigned to a position within the School District, her position shall be filled in the same manner as movement from in Section 3. Section 3. When a vacancy in the Food Service Department occurs the job shall be posted immediately. The Union shall be given a copy of any Food Service Department job transfer/assignment posting, with all names of employees who requested transfer/reassignment on the job. The job shall be awarded to the employee that shows merit and the necessary ability. If more than one Department of employee can show merit and the County necessary ability then the employee with the highest seniority shall be transferred or reassigned to another Department of the Countyjob, and will be allowed up to twenty (20) work days and have to work twenty (20) days then or leave the job, to demonstrate her ability on such job. An employee may submit a written request for such transfer identifying on this probationary period will not be allowed on the requested position move-up-in-hours-overtime list to allow Management and listing qualifications employee time to evaluate the new job assignment. If the most senior employee refuses the transfer/reassignment, then it shall be offered to the Department Heads affected next senior employee. After the twenty (20) work-day probationary period is complete, the employee will be allowed on the move-up-in-hours-overtime list at previous accumulated hours. Section 4. These opportunities shall be posted immediately for a week; except during the summer months this posting time shall be extended to a three (3) week period. Employees wishing to be considered for positions must request transfer or reassign- ment (on forms mutually agreed upon) during the week in which the job is posted. If an employee is absent during the time of posting they shall be notified at their home by their Union Chairperson. The area for postings shall be mutually agreed upon between the transfer Employer and the Personnel DirectorUnion. Section 5. In order When an employee requests a transfer/reassignment for a job posting and is granted that transfer or reassignment, she wiII be transferred/reassigned to the job within twenty (20) days. If during the twenty (20) weekdays she takes herself off the job or the Employer removes her from the job, she will return to her previous job. No more than two (2) requests for transfers or reassignments can be made during one school year if the employee removes herself or has to be permitted, there must be removed from the new positions. Section 6. Should all of the above steps fail to fill a vacant position, and both Department Heads must approve it. A transfer to like duties in other departments does not constitute a promotion. 33.2 Existing County employees who request a transfer must be interviewed and extended preferential consideration if the employee meets Employer shall have the minimum qualifications as set forth in the position description, and has been certified by the Personnel Director as qualified right to fill the vacant position. 33.3 Probationary employees shall be eligible to transfer to another department. However, upon transfer, the employee shall be required to serve an additional six (6) month probation period in the department to which they have transferred, beginning with the date of transfer. 33.4 The salary of employees who transfer to another department and such position classified in the same pay grade as they presently hold shall remain unchanged. Prior to the effective date of the transfer, the department head shall evaluate the employee for the time served in their department, append his/her comments to the evaluation, and submit them to the head of the department to which the employee is transferring. Prior to the adoption of the annual budget, the employee shall be evaluated by his/her present department head. All evaluations conducted on the employee during the evaluation year shall be reviewed and signed by the department heads under which the employee workeddeem necessary. 33.5 When the Levy Court abolishes a bargaining unit position classified under the merit system, as a result of a department merging with the State government, or due to contracting positions to a private firm, the employees affected by the abolishment of the positions shall have one (1) year from the effective date to apply for transfer to any vacant posted County position for which they are qualified. The affected employee(s) requesting transfer shall be considered as a merit employee, and shall submit the request, in writing, to the Personnel Director with copies for the department heads affected by the transfer. 33.6 A reassignment is defined as the movement of an employee within the same job classification within the bargaining unit. Preference for reassignment or non-reassignment shall be based on seniority, qualifications and an existing vacancy. Employees seeking reassignment shall submit such request in writing to his/her immediate supervisor and the Personnel Director.