Common use of VACANCIES AND TRANSFERS Clause in Contracts

VACANCIES AND TRANSFERS. A vacancy shall be defined, for purposes of this Agreement, as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions.

VACANCIES AND TRANSFERS. A. Vacancies (except for vacancies among transportation operators; see Article XXIX, Section 9) 1. A vacancy position shall be defined, for purposes of this Agreement, as a position previously held by considered vacant when a bargaining unit member has resigned, retired, is discharged, has transferred to another position or when a new position is established. Should the District determine that needs it will not fill a vacant position, notification of that decision will be posted in place of a vacancy notice, and such notice shall be sent to the Union president. 2. Vacancies shall be filledposted at the Board Office and in all other school buildings in the system in an area readily accessible to bargaining unit members for a period of five (5) working days. Each posting shall include the position, its location/shift, and the job description. Each posting shall be initialed and dated by the Director, Principal or the appropriate Administrator as to the date of posting. Reminders of summer postings will appear on paycheck stubs. 3. A bargaining unit member must make a request for the vacancy, in writing, to the appropriate Administrator with copies to the Central Office and the Union President. All such requests for consideration shall be received by the District no later than 4:00 p.m. of the fifth day of posting. 4. The awarding and filling of all posted vacancies shall be accomplished as follows: a. Bargaining unit members within the classification of the vacancy with the most seniority shall be given first consideration so long as they have demonstrated the necessary qualifications, as outlined in the current job description, and skills for the vacancy; b. Other bargaining unit members shall be considered next so long as they have demonstrated the necessary qualifications and skills; c. Should the above procedure not provide a qualified (as outlined in the current job description) and skilled bargaining unit member, the Board may hire a person deemed so qualified to fill the vacancy or may transfer a bargaining unit member as outlined in Section B. 5. An individual awarded a vacancy must resign his/her previously held position if the combined hours for the position would regularly exceed forty (40) hours per week unless the Board in its sole discretion chooses to waive this requirement. This individual would serve a thirty (30) working day probationary period. If a bargaining unit member is awarded a vacancy in which he/she has previous experience, the Board may waive the probationary period. 6. If at any time during this probationary period the employee determines that the new position is not satisfactory, the employee may return to his/her previously held position. If at any time during this probationary period the Board determines that the newly assigned employee is not performing satisfactorily, or a decides to return the employee to the previously held position, the employee shall be return to the position he/she held immediately before the assignment within 5 working days. 7. Any bargaining unit position which becomes vacant or is newly created PSS position. When all necessary parties agree, vacancies can may be filled by organizational advancement a substitute but no such position may be filled by substitute personnel for more than sixty (60) consecutive working days. 8. When a bargaining unit member changes positions by filling a vacancy, he/she shall be placed on the same step as was held in the previous job, however, the employee will be placed on the bottom of that departments seniority list. District seniority will not be affected. 9. Vacancies due to sick leave, extended vacation or transfer from within the hiring department and leave of absence in excess of sixty (60) working days shall not require posting. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the temporary assignment. At the time of job offerIf no qualified bargaining unit member, the University shall notify the selected staff member of any known per 4.a. or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions4.

VACANCIES AND TRANSFERS. A 1. Licensed staff may apply for transfer to another building, grade level, subject area, or position. Such application shall be in writing to the Superintendent by March 1. If, however, a previously canceled program is reinstated, a new program is created, or a position becomes available after March 1, licensed staff will be notified by electronic posting and may apply for such positions within five (5) working days of the date of the written notification. Upon request, HR will provide all personnel interested with an email whenever a position becomes available. 2. The Assistant Superintendent for Human Resources shall publicly post a dated notice of all licensed vacancies as they occur or as they are anticipated. Between March 1 and June 1 all licensed staff will be emailed a list of all licensed vacancies each week. Such notice shall be accompanied by a statement of minimum qualifications. Except as stated in paragraph 4, no vacancy shall be definedfilled, except temporarily, until such vacancy has been posted ten (10) days in the schools. Interested, tenured qualified District licensed staff shall be interviewed and have preference over outside applicants for purposes of this Agreementbargaining unit positions, when qualifications are equal, as determined by the Superintendent. A vacancy is defined as a position previously held that becomes available after it is determined by a bargaining unit member the Superintendent or his/her designee that needs the position isn't going to be filledoffered to tenured licensed staff on RIF status, licensed staff returning to full time from job share status, or returning licensed staff from a newly created PSS Board approved leave. 3. Vacancies will be filled according to the following procedures: a. All qualified internal applicants will be interviewed for a position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies Interviews will be posted scheduled by the administration. At Administration's discretion, interviews may only be granted once per school year for the same position (e.g. grade level or team). b. Qualified is defined as meeting all criteria listed on the job posting. c. The employer will notify all applicants of the decision prior to public announcement. d. An internal applicant may request a meeting to be informed of the reason why he/she was not awarded the position. 4. Vacancy postings in the summer months shall be emailed to all licensed staff and held open for a minimum of seven five (75) working days unless except in the following circumstance: If the District makes contact with any licensed staff who has expressed an interest in a new position and the District has been informed by the licensed staff that he/she has no interest in the posted position, then the five (5) day summer posting period shall be waived. Vacancies that occur during the month of August may be filled prior to close of the posting period. 5. When an involuntary transfer is being considered by transferthe Administration, reassignment, or recall the strengths and preferences of a laid off the affected licensed staff member. Notice of vacancies will be given considered. Volunteers will be sought before the Administration makes involuntary transfers. If requested in writing, a meeting shall be held between the Superintendent or his/her designee, the principals of the two schools, and the affected licensed staff to discuss the Alliance President and Chief Alliance Xxxxxxx transfer. Licensed staff has a right to local Association representation at the time they are posted stated meeting. The final decision on all involuntary transfers remains with the University's electronic Notices GVSU Business board, and Administration. Licensed staff will be simultaneously posted at provided the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with reasons/rationale for the involuntary transfer decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with Whenever possible, licensed staff shall be notified of involuntary transfers in-person for the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting subsequent school year by May 1st of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionscurrent school year.

VACANCIES AND TRANSFERS. A. A vacancy shall be defineddefined as a newly created bargaining unit position or a present bargaining unit position that is not filled that the Board intends on filling. B. All job vacancies shall be posted for a period of five (5) working days. The posting shall include the qualifications and background needed. C. During the summer months, the Employer will post in the personnel office and on the District’s website all vacancies as above described and shall forward copies of vacancies to bargaining unit members who have provided self-addressed stamped envelopes to the Employer. D. Any employee may apply for purposes the vacancy by signing the posting or submitting a written application to the Supervisor for an interview. The local president or chief xxxxxxx may sign on behalf of any employee on vacation or paid sick leave; the officer must also inform the Supervisor in writing that he/she has signed on behalf of any employee. E. Vacancies in any classification shall be filled by the most qualified applicant from within the District as determined by the Employer, or if someone from within the District is not considered to be the most qualified as determined by the Employer, then from outside the District as determined by the Employer. If qualifications are determined by the Employer to be equal, the applicant with the most seniority shall be given the position. F. The successful applicant shall generally be notified within ten (10) working days following the end of the posting period. At the Employer's discretion, a new assignment may not begin until all vacancies created by the original vacancy have been filled. G. An employee who is a successful bidder may not bid on any job for twelve (12) months from the date of the successful bid. For the purpose of this Agreement, the date of the notification of success would be sufficient. The twelve (12) month eligibility clause may be waived by mutual consent of the Association and the Employer. H. An employee who has been granted a transfer to a vacancy shall have a trial period in the new position not to exceed thirty (30) work days. If, for any reason, the employee cannot meet the requirements of the new position as determined by the Employer, he/she may return to his/her former position during that period. Trial periods shall not take place during June, July and August. During the trial period, a position previously held substitute employee may be hired for vacated positions, or if feasible, the Board may by way of temporary transfer within the department move people up, by mutual agreement, so that a substitute is hired for the lowest classification. I. In making temporary assignments in the maintenance/groundskeeper department for the purpose of filling vacancies of employees who are absent more than five (5) consecutive days on vacation, absent because of illness, etc., the Employer will offer the temporary vacancy to the full-time bargaining unit member employee who meets the requirements before putting part-time employees in that needs position. J. Vacancies due to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can absences shall be filled by organizational advancement or transfer from within building seniority first; unless the hiring department and shall not require posting. All vacancies will vacancy is going to be posted for longer than a minimum of seven two (72) working days unless filled by transferweek time period, reassignment, or recall of a laid off staff member. Notice of vacancies will at which time the vacancy would be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted offered on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited seniority rotation in order to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of temporarily fill the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions.

VACANCIES AND TRANSFERS. A. A vacancy shall be defineddefined as a newly created position within a classification represented by the Association or a present position within a classification that is represented by the Association that becomes vacant by reason of the permanent separation (by resignation, death, discharge, et cetera, of the employee formerly in said position). No "vacancy" shall exist for purposes of the Article unless and until the Board shall determine to fill any such position, which determination shall be the sole discretionary authority of the Board. Both parties agree to allow for the holding open of bargaining unit positions for up to thirty (30) working days before filling such position. B. Vacancies shall be posted no less than six work days in a conspicuous place in each school building prior to filling the vacancy, except in such cases as the Board shall deem it necessary to dispense with this procedure in order to expeditiously fill a vacancy which the Board in its sole discretion determines must be filled on a more immediate basis. The posted notice will set forth any written requirements for the position and will be accompanied by a job description. The notice shall also identify the classification of the position, projected starting date (if a newly created position), and the initial assigned hours of duty. During the summer, Association President shall be notified of vacancy posting. 1. Employees may apply for a position by filing a written application with the Superintendent of Schools or his designee within the applicable posting period. All employees so applying will be given reasonable consideration for the vacant position. C. The most seniored employee applicant within the same classification as the existing vacancy, and being deemed qualified for such vacancy, shall be awarded the vacancy. D. The Board shall fill vacancies according to the Board's determination of which of the applicants for the position is best "qualified," as that term is defined in this Agreement, as a position previously held by a bargaining unit member to perform the duties and responsibilities of the vacant position. 1. In the event the Board shall determine that needs to be filled, two or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from more applicant employees within the hiring department and shall not require posting. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants same classification are equally qualified for the vacant position, based on current the Board shall award the position description and satisfactory work and attendanceto the applicant employee (if any) with the most seniority. E. The Board, or its designated representative, shall upon making its decision with regard to filling a vacancy with a particular applicant, notify the President of the Association of the applicant selected. F. In the event of promotion within classification, the more senior qualified staff member will receive employee shall be given a 30 day work trial in which to show his/her ability to perform on the new job. If the employee is unable to demonstrate the ability to perform the work required during this trial period, the employee shall be returned to his/her previous assignment. At The promoted employee's former position will be filled with a substitute until promotion of employee is finalized. G. An employee involved in a voluntary transfer out of classification, shall be treated as a new employee except for seniority and other provisions which are awarded to members on a unit basis as opposed to classifications. H. The unilateral right to impose involuntary transfers, either temporarily or permanently is expressly reserved to the time Board of Education, or its designated representative. An employee, except for custodians, temporarily transferred shall be paid his or her regular rate in hours or the rate and hours for the job offerto which he or she is transferred whichever is greater, while performing such work. An employee permanently transferred shall be paid the rate for the job to which he or she is transferred to. I. A transfer shall be defined as a movement from one classification to another classification. A transfer shall not be deemed a demotion unless it causes the employee to experience a reduction in pay. A change in assignment, location of assignment or hours of work shall not be deemed a transfer. J. An employee may request a transfer to a different position by submitting a written request to the Superintendent of Schools and filing a copy of said request with the President of the Association. The request shall set forth the position sought, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected individual's qualifications for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representativesought, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that request. K. An aide substituting in classification will be offered extra hours on a rotating basis to the meeting has been employee qualified to do the step 1 meeting of the grievance processwork. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternativemonetary gain for a second aide employee, it may a substitute will be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred called in to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionstake that aides place.

VACANCIES AND TRANSFERS. A ‌ 23:01 Where the University decides to fill a vacancy shall be definedin the bargaining unit, for purposes of this Agreement, as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies notice will be posted to that effect in all plants and areas employing members of the bargaining unit for a minimum period of seven (7) working days unless filled days. Applications must be submitted electronically by transferthe closing date on the posting. The Employer will endeavour to fill the vacancy in a timely manner. (a) When selecting an employee within the bargaining unit for a lateral, reassignmentdownward, or recall Engineer C to Engineer B transfer at any University of a laid off staff member. Notice of vacancies Toronto campus, the transfer will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted awarded on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not basis of seniority. (b) When selecting an internal applicant who meets employee for a promotion within the minimum qualifications of bargaining unit, the Employer agrees to use all available information to determine which employee is best qualified to fill the position. When two Written testing will be administered to all minimally qualified applicants are equally qualified and deemed part of the overall selection process. All applicants who successfully complete the qualifying testing shall be granted an interview, for the vacant positionpurpose of determining the most qualified applicant. Where the Employer determines that the qualifications are relatively equal between applicants, based seniority shall be the governing factor. 23:03 The successful applicant shall be placed on current position description and trial for a period of two (2) months from assumption of new duties. Conditional on satisfactory work and attendance, service such trial promotion or transfer shall be confirmed after two (2) months. In the more senior qualified staff member will receive event the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes successful candidate proves unsatisfactory in the position. The Human Resources Officeposition during the aforementioned trial period, or if the successful candidate chooses to return to their designeeposition during the aforementioned trial period, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot they shall be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member returned to their former position without loss of seniority and is not subject to at their former salary rate. Any other employee promoted or transferred because of the grievance procedure. The staff member rearrangement of positions shall also have the option to elect to return be returned to their former position within eight (8) working dayswithout loss of seniority and at their former salary rate. 23:04 When a position has been filled arising out of Article 23, all union applicants and the union president will be advised of the results of the job posting. When making departmental changes, transfer shall An unsuccessful applicant can ask for and will be provided with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which reason why they were transferred unsuccessful if they so desire. 23:05 Where an employee within the bargaining unit is posted. Nothing contained offered and accepts a promotion, they will receive the applicable rate of pay on the start date or within one (1) month of acceptance, whichever is sooner. 23:06 An employee who has been newly-hired, promoted, transferred, demoted or has displaced another employee must serve at least six (6) months in this Section is intended that position before they are eligible to prevent apply to another position at the University from making necessary changes in positions, eliminating positions same or creating new positionslower rate of pay.

VACANCIES AND TRANSFERS. A vacancy shall be defined, for purposes of this Agreement, as a position previously held by a a. Job vacancies within the bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from occur within the hiring department and shall not require posting. All vacancies school year will be posted for a period of five (5) working days, setting forth the minimum requirements for the position. Such postings shall be in a conspicuous place in each building where bargaining members work. Said postings shall contain the following information: type of seven work, starting date, rate of pay and classification, hours to be worked, and minimum requirements. Employees interested in such vacancy shall apply in writing to the Division of Human Resources within five (75) working days unless filled by transferfollowing the first day of posting. The most senior employee within the group applying for the position, reassignmentand who meets the minimum qualifications, shall complete a trial period of twenty (20) days of work. Qualifications shall be those which are found in the written job descriptions, or recall as by practice within the District. Employees must provide the District with proof of a laid off staff member. Notice of vacancies will be given additional qualifications prior to the Alliance President and Chief Alliance Xxxxxxx at date of the time they are hiring hall or accompanying application for a posted on opening. If the University's electronic Notices GVSU Business boardprobationary (transfer/ vacancy) period is not successful, and will the employee shall be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classificationreturned to his/her former position, department, location(s), work schedule and the position descriptionwill be filled by the next qualified employee who had originally bid for the position, if applicable, and the position need not be re-posted. The search committee will include a PSS member. Typically, Generally job vacancies within the bargaining unit will be posted as an open search available for both internal within 10 work days after they exist. If circumstances shall arise that may effect the timeliness of the posting, the district and external applicants. A job posting limited the union shall meet to internal applicants may occur upon approvaldiscuss. In each instancethe event that there are no qualified applicants for the vacancy within the group, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal the most senior applicant from the other group who meets the minimum qualifications (as stated above) shall be granted a probationary (transfer/vacancy) period of twenty (20) days of work with the same protections as stated above. The Board reserves the right of placement on the appropriate salary schedule for a successful applicant who transfers from one group to another. b. Openings occurring during the summer months shall be subject to Section 1a. with the following exceptions: 1. The vacancy and minimum qualifications thereof shall be sent to the SODA office. Mailing will be by first class mail. 2. Length of response times for such opening shall be two weeks from the date of the positionposting 3. If the original vacancy is not filled through a voluntary transfer as prescribed above, then the Board of Education may involuntarily transfer any bargaining unit member, who is qualified, to the original opening except as provided for in Section 4. If the involuntary transfer creates a second opening to be filled, it, too, shall be offered as described above. If no qualified bargaining unit member applies, then the Board shall hire from the outside. 4. If the original vacancy is filled by a voluntary transfer resulting in a second vacancy, then that vacancy will be posted and filled pursuant to the above procedure. Any openings for which there are no qualified applicants (as defined above) or which are open as a result of filling the second or subsequent vacancy, and are to be filled, will be filled at the Board's discretion by a new hire, by a voluntary transfer, or by an involuntary transfer in accordance with Section 4 below. Section 2. When two applicants are equally qualified an employee makes application for the vacant position, based on current position description and satisfactory work and attendancea vacancy, the more senior qualified staff member will receive employee shall be notified in writing regarding the assignmentdisposition of the application. Section 3. At An employee may request a voluntary transfer for reasons other than to fill a vacancy by submitting a written request to the time Administration at the beginning of job offera school year, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected later than October 1 of each school year. Such request is valid for openings that may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days occur during that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsschool year only.

VACANCIES AND TRANSFERS. A vacancy A. All retirements, resignations, and non-renewals shall be defined, for purposes of this Agreement, as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS positioncommunicated through the Board agenda. When all necessary parties agreea job vacancy occurs due to retirement, vacancies can be filled by organizational advancement termination, resignation, death, promotion, transfer or transfer from within the hiring department and creation of a new position, a vacancy notice shall not require posting. All vacancies will be posted electronically for a minimum of seven five (75) working days unless filled by transfer, reassignment, or recall of a laid off staff memberdays. Notice of vacancies will be given to The posting should identify the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment websiteassignment whenever possible. A vacancy will not be filled until after the The posting period has expired. Job postings shall include the classification, departmentjob title, location(s)approximate starting date, title of immediate supervisor, work schedule location, shift, the number of hours, date of the initial posting, and the position descriptiondeadline for submitting. B. Bargaining unit members applying for a posted opening should submit a Position Interest Form (PIF) to the Superintendent or designee within five (5) days of the posting. PIFs will not be accepted past 5 p.m. on the fifth (5th) day after posting. The search committee PIF will include a PSS memberserve as the letter of intent. Typically, vacancies will Bargaining unit members who bid on the posted position shall be posted as given an open search available opportunity to interview for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who the position provided the bargaining unit member meets the minimum posted qualifications of for the position. When Any employee making a written request for an interview shall submit a resume reflecting the experience, knowledge and skills related to the vacancy. The employee will be interviewed only once for a position in the same classification series per fiscal year (July 1 through June 30). For vacancies in the Secretarial/Clerical classification series, the applicant, upon written request, shall be granted one (1) interview for each building in which a vacancy is posted per fiscal year. In deciding between two applicants (2) or more bargaining unit members who have applied for a position within the same classification, district-wide seniority shall prevail if all other considerations are equally equal. Those considerations include experience or training, either in the same job or in a job of related skill, satisfactory evaluations, and satisfactorily completing any standardized assessments required for the position. C. In filling job openings within the bargaining unit, including new jobs, the Board will consider bargaining unit members in other classifications already employed who are qualified for such job by experience or training, either in the vacant positionsame job or in a job of related skill, based on current position description satisfactory evaluations and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member completion of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected standardized assessments required for the position with rationale prior to interviewing outside candidates. Qualifications shall not be arbitrary, capricious, discriminatory, unreasonable, or excessive and shall be germane to the position. D. A bargaining unit member may withdraw the application for transfer any time prior to the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with actual notice of transfer. E. The administration will advise candidates of the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer outcome within three (3) working business days that the meeting has been the step 1 meeting of the grievance processdate of the selection of the successful candidate for a given position. If so requested, a meeting is requested post conference may be arranged by the applicant to discuss with the Superintendent or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected designee reasons for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, applicant’s rejection. F. A transfer shall be with defined as a change in assignment by an employee from one classification to another or from one building to another in the consent same classification. A voluntary transfer shall be defined as an employee initiated reassignment. An involuntary transfer shall be defined as an Employer initiated reassignment of an employee. G. An involuntary transfer will be made only after a meeting between the affected bargaining unit member and the Superintendent or designee. H. In the event of a transfer from one classification to another, the bargaining unit member may be given up to thirty (30) workdays in which to show his/her ability to perform the new job. The bargaining unit member shall receive reasonable assistance to enable him/her to perform up to the standards of the staff member whenever possible but when there is no reasonable alternativenew job. If, it may be involuntary. When involuntary transfer is requiredin the opinion of the Superintendent or the Superintendent’s designee, the least senior qualified staff bargaining unit member is unable to demonstrate ability to perform the work required during the trial period or at the option of the affected bargaining unit member, the bargaining unit member shall be transferred returned to a similar position (e.g.his/her previous assignment and, classificationif there is any difference in the rate of pay, full or part-time) or be given at the option rate of electing an unpaid leave of absence with eligibility only pay appropriate for the next vacancy previous assignment. I. Employees who transfer out of their former classification shall receive the rate of pay on the lowest step of the new salary schedule that results in their classification, if qualifieda pay increase. That person The new rate shall be disqualified from consideration effective as of the first day the employee works in the new position. Employees who accept secondary positions outside their primary classification shall be placed at Step 0 when beginning in the position from which secondary classification if they were transferred is posted. Nothing contained had no carry-over seniority in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsclassification.

VACANCIES AND TRANSFERS. A vacancy shall Section 7:01 – Involuntary Transfers (a) An involuntary transfer is the involuntary movement of an employee from one school or worksite to another school or worksite. Involuntary transfers may occur for any of the following reasons: (1) When new buildings open; (2) When a facility is closed; (3) When there is a decline in student enrollment; (4) To staff new schools or programs; (5) To adjust for loss of classes or programs; or (6) To avoid reductions in force. (b) Before involuntarily transferring any employee, voluntary transfer to a vacant position at another school or worksite will be defined, for purposes of offered to those whose transfer would make the involuntary transfer unnecessary. Anyone requesting a voluntary transfer may withdraw this Agreement, as request at any time prior to agreeing to accept a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agreeThose employees willing to transfer in order to avoid their own involuntary transfers or to avoid the involuntary transfer of another employee will have priority for unfilled vacancies over any other applicants. (c) It is recognized that there might be more than one (1) employee willing to transfer; and, vacancies can be filled by organizational advancement or transfer from within in such case, the hiring department and shall not require posting. All vacancies vacant position will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given awarded to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all employee qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for nongreatest system-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance processwide seniority. If a meeting is requested two (2) or a grievance is filedmore employees desire the vacant position and have equal qualified and system-wide seniority, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required awarded by lot. (d) If involuntary transfer cannot be avoided by following the voluntary transfer provisions of this Section, employees will be chosen for involuntary transfer to establish that positions for which they can do are qualified using the job within eight following criteria: (8) working days. Failure to qualify 1) The employee(s) with the least building or worksite level seniority; (2) Where building level or worksite level seniority is equal, the employee(s) with the least system-wide seniority will be involuntarily transferred; and (3) Where building or worksite level seniority and system-wide seniority are equal, selection for involuntary transfer will be made by lot. (e) Employees who are involuntarily transferred shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect right to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full school or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position worksite from which they were transferred in order of system-wide seniority, provided a permanent vacancy for which they are qualified occurs at their former school or worksite and will be restored of all previous building level seniority accrued at that school or worksite. An employee interested in returning to his former school or worksite shall notify the Department of Human Resources. (f) Where the entire student body of a school building or an entire grade, department or classification is postedmoved en masse to another school building or split between schools, the employees affected shall be transferred to the new location or locations. (g) Any employee who involuntarily transferred shall not again be involuntarily transferred for a period of two (2) school years. (h) An employee may also be transferred involuntarily at the direction of the Superintendent when the Superintendent determines that special or exigent circumstances, or conflicts between employees, make it necessary to transfer one or more employees in the interest of security and safety. Nothing contained in Any employee involuntarily transferred under this Section is intended provision may grieve the transfer under the grievance and arbitration provisions of this Agreement. Before an involuntary transfer occurs under this provision, the provision of the just cause procedure, Article III – Discipline (Provisions Common to prevent the University from making necessary changes in positionsAll Employees), eliminating positions or creating new positionsshall be observed.

VACANCIES AND TRANSFERS. A vacancy A. All retirements, resignations, and non-renewals shall be defined, for purposes of this Agreement, as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS positioncommunicated through the Board agenda. When all necessary parties agreea job vacancy occurs due to retirement, vacancies can be filled by organizational advancement termination, resignation, death, promotion, transfer or transfer from within the hiring department and creation of a new position, a vacancy notice shall not require posting. All vacancies will be posted electronically for a minimum of seven five (75) working days unless filled by transfer, reassignment, or recall of with a laid off staff member. Notice of vacancies will be given 5 p.m. deadline to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted apply on the University's electronic Notices GVSU Business board, and will be simultaneously posted at 5th day. The posting should identify the University’s electronic employment websiteassignment whenever possible. A vacancy will not be filled until after the The posting period has expired. Job postings shall include the classification, departmentjob title, location(s)approximate starting date, title of immediate supervisor, work schedule location, shift, the number of hours, date of the initial posting, and the position descriptiondeadline for submitting. B. 1. Bargaining unit members applying for a posted opening, other than a special education aide opening, should submit a Position Interest Form (PIF) to the Superintendent or designee within five (5) days of the posting. PIFs will not be accepted past 5 p.m. on the fifth (5th) day after posting. The search committee PIF will include a PSS memberserve as the letter of intent. Typically, vacancies will Bargaining unit members who bid on the posted position shall be posted as given an open search available opportunity to interview for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who the position provided the bargaining unit member meets the minimum posted qualifications of for the position. When Any employee making a written request for an interview shall submit a resume reflecting the experience, knowledge and skills related to the vacancy. The employee will be interviewed only once for a position in the same classification series per fiscal year (July 1 through June 30). For vacancies in the Secretarial/Clerical classification series, the applicant, upon written request, shall be granted one (1) interview for each building in which a vacancy is posted per fiscal year. In deciding between two applicants (2) or more bargaining unit members who have applied for a position within the same classification, district-wide seniority shall prevail if all other considerations are equally qualified equal, however, this shall not apply when filling the special education aide vacancy at the pre-school. Those considerations include experience or training, either in the same job or in a job of related skill, satisfactory evaluations, and satisfactorily completing any standardized assessments required for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions.

VACANCIES AND TRANSFERS. A vacancy The District shall deliver to the Association and shall post on the District intranet and public web page a list of all known vacancies in the District. This list shall be definedupdated at least every two weeks and in the event a posted position is amended. “One year only” positions filled by a continuing contracted employee shall not jeopardize that employee’s continuing contract status. Prior to declaring a vacancy, in-building staff members shall have an opportunity to request reassignment. Vacancies during the school year shall be filled as soon as possible. A position may be reposted if the District does not choose to appoint one of the applicants from the first round of posting. Until a regular certified employee is appointed to the position, it will be filled with a substitute, unless an appropriately certified substitute is not available. Vacancies shall be filled from among qualified personnel who apply. Transfer data will be collected and language will be reviewed by a joint EEA-EPS committee in 2013-2016. Vacancies which occur during the school year shall be posted and the successful applicant shall be identified when the vacancy occurs. The actual physical transfer, however, shall not take place until the start of the following school year unless both the teacher and management agree otherwise. The original vacancy will be filled with a "through the end of the year" contract hire. The following procedure shall be followed when an opening exists: IN-BUILDING/IN-DISTRICT MOVEMENT PROCEDURES Notification of “in-building” openings for the ensuing school year, prior to July 1, shall be made to the affected building staff via the e-mail system. Interested staff will have five (5) working days to notify the administrator of their interest. Concurrently those openings shall be posted in-district for five days, allowing staff district-wide to apply for those openings through the online process. Building staff will have five (5) working days to notify administrator of interest. When an opening exists in a building, the administrator will begin by first considering reassignment of existing personnel within the building as well as a pool of in-district applicants who have the necessary training and qualifications for the requested position. A principal may interview and select from the in-district pool of applicants. If two or more employees request reassignment for the same position, and their training and qualifications are equal, in-District seniority shall determine which staff member may be reassigned. The vacancy may be posted externally for a five day period. The previous pool of in-district candidates will continue to be considered. A minimum of three (3) qualified in-district applicants shall be granted an interview. The position shall be filled with the most qualified applicant. A classroom teacher being moved to another room within the same school at the initiation of administration at any time shall be granted one duty-free day with pay to facilitate such a move. The District shall provide time within the regular work day and a substitute to cover the employee's classes, where applicable. If the move is made outside the regular work day, the employee will be compensated one day's pay at the substitute teacher rate. Other employees whose room/home base is being changed at the initiation of administration will be given time necessary to make the move within the work day, up to one full day; if work time cannot be made available, then the employee will be paid at the daily substitute rate, divided by seven, for purposes of this Agreementeach hour required to complete the move, as up to one full day. An employee whose assignment is changed during a position previously held by a bargaining unit member that needs term shall be paid one day curriculum pay to be filledprepare for the change. VOLUNTARY TRANSFER PROCEDURES After in-building reassignments are complete, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies any resulting opening(s) will be posted within the District and will remain open for a minimum of seven five (75) working days unless filled by transferdays. Interested in-district personnel, reassignmentincluding recognized bargaining unit substitutes, or recall of a laid off staff member. Notice of vacancies will be given to may apply via the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position descriptionon-line district application process. The search committee will include a PSS memberDistrict may concurrently post and solicit external applicants. Typically, vacancies Vacancies occurring between July 1 and August 15 will be posted as internally and externally with no required in-building notification. Qualifications and requirements for openings in the bargaining unit shall be clearly set forth in the job postings. In an open search available for both internal effort to fill all positions with the best qualified applicants, the District agrees to fill all positions based on complete consideration of objective factors including but not limited to: education, certification, evaluation results, and external applicantsprofessional experience. A job posting limited to internal minimum of three (3) in-district applicants may occur upon approval. In each instance, all qualified internal applicants will receive who meet the published criteria for the position shall be granted an interview. The search committee must present strong justification for not selecting an internal applicant who meets If there are fewer than three (3) qualified in-district applicants, all will be interviewed. After the minimum qualifications of the position. When interview process, if two or more in-district applicants are equally the most qualified for the vacant position, based on current position description and satisfactory work and attendanceseniority in the District shall determine which staff member is transferred. If no employee within the District is considered to be the most qualified for the position, the more senior qualified staff member will receive position may be offered out-of-district. Any applicant within the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants District who is interviewed and not selected for the position with rationale shall receive the specific reasons for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify applicant may request a more detailed conversation with the employer within hiring administrator concerning his/her non-selection. When all qualifications of applicants are equal, vacancies shall be filled first by employees already employed by the District. This includes substitutes considered part of the bargaining unit as defined on page one (1) of the Collective Bargaining Agreement. In an effort to fill all positions with the best qualified persons, the District agrees not to act in an arbitrary or capricious manner and to fill all positions regardless of employee’s current assignment based on complete consideration of objective factors including but not limited to: skill, ability, qualifications, education, recency of experience, and seniority. All positions shall be filled without regard to race, color, religion, sex, age, domicile, national origin, marital status, or physical or sensory handicap. An employee being voluntarily transferred to another school during the school year or involuntarily transferred to another school at any time shall be granted one duty-free day with pay to facilitate such transfer. The District shall provide a substitute to cover the employee's classes, where applicable. If the transfer move is made on a non-duty day, the employee will be compensated at per diem. GROWTH POSITIONS "Growth positions" are new openings created by increased enrollment. All other openings created by transfer or attrition will be filled according to the Collective Bargaining Agreement. During the fifteen (15) days preceding the school year vacancies shall be posted for five (5) days. During the first three (3) working days that weeks of school, vacancies shall be posted within the meeting has been the step 1 meeting building via email, online in-district, as well as out of the grievance processdistrict for three (3) days. If a meeting contract is requested or not offered within a grievance five-day period (including the three days the opening is filedposted) of notification from the principal to the Administrative Services Center that a growth position has been identified, a substitute will be hired on the sixth (6th) day to provide relief until the position cannot can be filled. INVOLUNTARY TRANSFER DUE TO BUILDING OVERSTAFFING Every effort shall be made to ensure that any vacancy will be filled until this process is completedthrough voluntary transfer procedures prior to involuntarily transferring an employee. An internal staff member selected for At the position secondary level the preference will be required to establish that they can do place persons at the job within eight same grade level (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changesi.e. senior high at senior high, transfer shall be middle school at middle school) with the consent of the staff member whenever possible but involuntary transfers between grade levels only occurring when there is no reasonable alternative, it may be involuntary. When a grade level involuntary transfer is requirednot possible. At the elementary level teachers will be considered for transfer in the category K-5 or K-8 at employee request. The following procedures will be followed for determining who, the least senior qualified staff member shall in a building, will be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions.involuntarily transferred:

VACANCIES AND TRANSFERS. 1. Before posting a position, covered under this contract, the District shall share the posting with the Association for their review. 2. The Board will notify electronically all employees actively at work of a permanent vacancy or opening that exists in any and all classification assignment covered by this Agreement by posting the vacancy for five (5) consecutive workdays, provided that during July the posting will be for fifteen (15) calendar days. An employee interested in the vacancy shall send a letter of interest to the Human Resources Department. Awarding of the opening will be made on the basis of previous training, experience, evaluations, seniority, qualifications required and possessed and ability. No probationary employee is eligible to apply for such a vacancy. An employee shall also not be eligible to apply if previously awarded a vacancy in the same classification level or a lower classification level on the basis of this section within the previous six (6) months measured from the original date of the posting unless the employee is the only applicant. No internal application shall be made by an employee not actively employed at the time of the posting, except an employee who is laid off out of the work force or an employee scheduled to return from a leave of absence granted pursuant to Article 6. A subsequent and permanent vacancy or opening that may result by virtue of the original posting shall also be posted immediately following the supervised days listed in number 4 below. 3. All internal candidates applying for a position shall be provided an interview. An unsuccessful internal candidate may request from the selecting administrator a written statement delineating the reasons for the denial based on an analysis of the criteria in the posting. 4. If a permanent vacancy or opening in a classification assignment is not filled by the application procedure set forth above, the Board shall have the right to hire a new employee, permanently transfer, or recall an employee having the same qualifications, ability, previous training and experience as required of the original applicants for assignment to the permanent vacancy or opening. 5. An employee who is awarded a vacancy shall be defined, for purposes provided necessary and relevant training in order to perform all duties and responsibilities of this Agreement, as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS the awarded position. When all necessary parties agreeDuring this training and transitioning period, vacancies can the employee shall be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies will be posted for given a minimum of seven thirty (730) working and up to sixty (60) supervised days unless filled to qualify by transfer, reassignmentdemonstrating the ability to satisfactorily perform the duties and responsibilities of the classification assignment to which employee has been awarded, or recall be returned to this/her/their former position. A formal evaluation will be given the employee before or by the thirtieth (30th) supervised day. An employee who fails to qualify by the thirtieth (30th) day may be given up to a total of sixty (60) supervised days at the discretion of the supervisor or will be returned to his/her former position. In event the former position has been eliminated, the employee shall exercise seniority as provided in Section D above (bumping procedure). During the first twenty (20) supervised days, an employee shall, at their request, be returned to his/her former position. 6. The Association will be given a laid off staff memberwritten notice of each vacancy and a written notice of the awardee. Notice of vacancies If a new employee is hired to fill the vacancy or opening, this information will also be given to the Alliance President and Chief Alliance Xxxxxxx at Union President. 7. A transfer of a secretarial/clerical employee may be made by the time Board in order to permit efficiency or to meet emergency situations. For the first five (5) days of such transfer, the employee will maintain the current rate of pay. After five (5) days, the employee will be placed on the proper salary classification of the job they are posted on temporarily filling, provided that the University's electronic Notices GVSU Business boardsalary is greater than that of the current position. When such temporary transfer goes beyond ninety (90) workdays, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies it will be posted as an open search available for both internal and external applicantsa temporary vacancy. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes An employee in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates same classification who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer bids shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionspreferred over another applicant.

VACANCIES AND TRANSFERS. 9.1 A vacancy shall be defined, for the purposes of this Agreement, as a position previously held by a bargaining unit member that needs to be filledmember, or a newly created PSS positionposition within the scope of the bargaining unit, or changing a part-time position to a full-time position within the bargaining unit, that the Employer wishes to fill, but does not include temporary vacancies anticipated to last less than thirty-five (35) consecutive work days. When all necessary parties agree, vacancies can No vacancy shall be filled by organizational advancement or transfer from within until it has been posted on the hiring department and shall not require posting. All vacancies will be posted principal’s office door for a minimum of at least seven (7) working days unless calendar days. 9.2 Whenever a vacancy occurs, a copy of the posting will be sent to the Association representative and to all employees not working. Employees interested in the job posting may file a written application with the Employer by the deadline established in the posting. 9.3 All postings shall contain, but not be limited to, the following information: 1. The type of work 5. Qualifications 2. Location 6. Classification 3. Rate of Pay 7. Starting Date 4. Hours of Work 9.4 The vacancy shall be granted to the most senior qualified applicant within the department where the vacancy exists. In the event that there are no qualified applicants from within the department where the vacancy exists, it shall be filled by transfer, reassignment, or recall of the most senior qualified applicant from a laid off staff memberdifferent department. Notice of vacancies will A less senior candidate may be given to the Alliance President selected if he/she has superior training and Chief Alliance Xxxxxxx at the time they are posted skills. Qualified shall be defined as specified on the University's electronic Notices GVSU Business boardjob descriptions for each position. 9.5 The employee shall have a ten (10) workday trial period, and will be simultaneously posted at during which time the University’s electronic employment website. A vacancy will not be filled until after employee shall have the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited opportunity to internal applicants may occur upon approvalrevert back to his/her former position. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications opinion of the position. When two applicants are equally qualified for district, if the vacant positionemployee has not demonstrated the ability to perform the work, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected he/she may contact Human Resources be transferred back to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their his/her former position and is not subject to the grievance procedure. The staff member shall also have reasons for transfer will be set forth in writing. 9.6 During the option to elect to return to their former position within eight (8) working days. When making departmental changestrial period, transfer employees shall be with paid the consent rate of the staff member whenever possible but when there job they are performing. 9.7 Employees required to work in a higher classification shall be paid the rate of the higher classification. 9.8 An involuntary transfer is no the reassignment of an employee from one shift to another with similar employment conditions. Involuntary transfers shall be only for reasonable alternativeand just cause. Prior to any involuntary transfer, it may be involuntarythe employer shall seek volunteers. When involuntary In the event such a transfer is required, the least senior senior, qualified staff member employee shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsaffected.

VACANCIES AND TRANSFERS. A vacancy A. The Superintendent or his/her designee shall announce vacancies internally via District email as they occur with the bargaining unit or are promotional vacancies inclusive of District summer programs. Where appropriate, such notices shall be defined, for purposes of this Agreement, as a position previously held accompanied by a bargaining unit member that needs job description, a statement of minimum qualifications and salary range. B. Any teacher may apply for a transfer where a vacancy exists. Such application shall be in writing to the Superintendent or his/her designee. If requested by the teacher, the Superintendent or his/her designee shall meet with the teacher to discuss the reasons for denying the transfer. The external process will not be filled, or started until the internal candidates have been considered and notified of the final administrative decision. Internal candidates shall not be interviewed by their peers for a newly created PSS teaching position. When all necessary parties agreeInternal candidates will be considered and notified of the final administrative decision prior to conducting an external search process. Internal teacher candidates will not be required to participate in the external search process inclusive of a team interview comprised of their peers for a teaching position. If a vacancy occurs after July 15 for the upcoming school year, vacancies can the internal and external process will run concurrently. C. Prior to the final decision, any teacher affected by an involuntary transfer shall be filled by organizational advancement or transfer from within the hiring department notified as promptly as possible and shall be afforded an opportunity to have a conference with an appropriate administrator to discuss the reasons for the transfer. A teacher who is involuntarily transferred may be required, if deemed appropriate by the Board, to take a standard and normally accepted methods course from an accredited university in the area to which the teacher has been transferred if the teacher has not require postingtaught the required curriculum within five (5) years of the involuntary transfer. All vacancies Such required coursework must be approved in advance by the Superintendent and must be completed within one (1) calendar year of the involuntary transfer. Additionally, the teacher must submit official transcripts evidencing satisfactory completion, with a “C” or better grade, of the required academic coursework. Provided these requirements are met, the District will be posted reimburse the teacher for a minimum the full cost of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies the course. D. Any teacher who is required to move to another classroom will be given District support and up to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that hours for a classroom and one (1) hour for an office at the meeting has been co-curricular rate. Time must be approved by the step 1 meeting building administrator and must be outside of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsschool day’s contractual hours.

VACANCIES AND TRANSFERS. A vacancy 15.1 Unit members may apply for new permanent unit member positions or existing unit member positions which become vacant. Application for such vacancies shall be defined, for purposes of this Agreement, as a position previously held filed by a bargaining the unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from in writing with the Human Resources Office within the hiring department and shall not require postingposting period. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, or recall The selection of a laid off staff memberunit member to fill a vacancy is at the discretion of the District. Notice of vacancies will In all cases, unit member applicants who are not selected, upon request, shall be given to a written explanation of the Alliance President and Chief Alliance Xxxxxxx at District's decision within 30 days of the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment websiterequest. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant Current District Employees who meets meet the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will shall receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes one point in the positionscreening process in recognition of the institutional value to the District in staff retention. The Human Resources Officepoint will be added to the current employee’s total, after the average points for all candidates is calculated. Unit members on leave of absence who cannot personally file an application for vacancy due to illness or their designeeinjury, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources the District to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and arrange for an Alliance Representative to discuss the reason for non-selectionalternative procedure. The Alliance must notify District shall send a notice of vacancy to unit members on leave of absence by first class mail to the employer unit member's last known address provided the unit member has filed both a written request for consideration for such vacancy within three (3) months prior to the initial posting and written notice with the District Human Resources Office of his/her leave- of-absence, citing the dates of anticipated leave. 15.2 The District shall post vacant positions on the employment opportunities webpage for a period of not less than six (6) working days that prior to the meeting has been the step 1 meeting closing of the grievance processvacancy. If The District shall provide an accessible PDF copy of each vacancy posting to the CSEA Chapter President or designee via email not less than six (6) working days prior to the closing of the vacancy. In cases where a meeting is requested or a grievance is filedvacancy reoccurs with six (6) months of the District having previously filled the vacancy, the position District may consider finalists who previously applied for the position. The District will repost internally for six working days should the District consider this option for refilling the vacancy. Internal applicants who apply and meet the minimum qualifications shall receive an interview with the hiring manager. 15.3 Unit members on leave of absence who cannot be filled until this process is completed. An internal staff member selected personally file an application for vacancy due to illness or injury, may contact the position will be required District to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance arrange for an alternative procedure. The staff member District shall also have the option send a notice of vacancy to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid unit members on leave of absence by first class mail to the unit member’s last known address provided the unit member has filed both a written request for consideration for such vacancy with eligibility only for three (3) months prior to the next vacancy in their classificationinitial posting and written notice with the Human Resources Office of his/her leave-of-absence, if qualified. That person shall be disqualified from consideration when citing the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsdates of anticipated leave.

VACANCIES AND TRANSFERS. A vacancy shall be defined, for purposes of this Agreement, as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting1. All vacancies will vacancies, newly-created positions or other positions covered by this Agreement shall be posted for a minimum of seven at least five (75) working days unless filled days, during which time the Board shall not fill the position except on a temporary basis. The Board shall consider all applications submitted within the posting period. Vacancies shall be posted on the District website. Applications for such positions must be made via the District’s online application system and received by the District during the posting period. Employees shall receive online verification confirming the receipt of the application within two (2) days. Positions shall be posted as they become available. 2. The Board reserves the right to make assignments of employees within the bargaining unit. The seniority of the bargaining unit members shall be used as a final determining factor in transfers only if all factors are considered equal by the administration upon review of qualification, reasons for the transfer, reassignmentDistrict needs, and Board policies. Any employee being transferred shall be notified of the transfer by the Superintendent/designee. At the employee’s request, a conference shall be held with the Superintendent or recall his designee and a Union representative to discuss the reasons for the transfer. No employee who is involuntarily transferred shall suffer a salary reduction as a result of a laid off staff member. Notice of vacancies the transfer; however, the employee’s salary will be given frozen until the regular scheduled salary for the position to which the Alliance President and Chief Alliance Xxxxxxx employee is transferred exceeds the employee’s salary at the time they of transfer. Transfers may be made so long as the employee and Union President are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted notified at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within least three (3) working school days that the meeting has been the step 1 meeting in advance of the grievance processtransfer of a ten (10) month employee or at least three (3) business days in advance of the transfer of a twelve (12) month employee. If The advance notice requirement does not apply in the case of a meeting is requested transfer due to an emergency for any employee. 3. Upon transfer or a grievance is filedassignment of new duties, staff members will receive timely and necessary training to assure competence in the position cannot be filled until this process is completedperformance of these new job responsibilities during work hours by either District or non-District trainers. An internal staff member selected for the position will be required to establish that they can do The Union or an employee in the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and may provide input for training which is not subject relevant to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent job responsibilities and duties of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, specific position for consideration by the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsDistrict.

VACANCIES AND TRANSFERS. A. The Board recognizes that it is desirable in making assignments to consider the interests and qualifications of its teachers. Requests by a teacher for a transfer to a different class, building, or position shall be filed with the Superintendent and the Association in writing by the last day of the regular school year. The application shall set forth the reason for transfer; the school, grade, or position sought; and the applicant's academic qualifications. Such requests shall be renewed once each year to assure consideration by the Board. B. A vacancy shall be defined, for purposes of this Agreement, defined as a position previously held opening in the bargaining unit caused by retirement, resignation, termination, death of a bargaining unit member that needs to be filledmember, or a newly created PSS bargaining unit position, which the Board intends to fill. When all necessary parties agreeThere shall be no requirement to post any vacancies under this Agreement where there are laid- off teachers who are certified and qualified for the opening(s). C. Whenever a vacancy arises, vacancies can be filled by organizational advancement or transfer from within the hiring department Superintendent shall notify the Association President promptly and shall not require posting. All vacancies will be posted for a minimum post notice of seven such vacancy on the bulletin board in each faculty room of each of the three buildings, no less than ten (710) working days unless filled before the position is filled. Laid-off teachers certified and qualified for the positions shall be notified of such vacancies. When a vacancy occurs between August 15 and the conclusion of the immediately ensuing school year, the position shall be posted and awarded in conformance with this Article. However, the Board shall have the right to delay actual assignment of the teacher awarded the vacancy to that position until the beginning of the next school year only in order to minimize disruption to instruction. The teacher awarded the vacancy shall be considered as the incumbent of that position for assignment purposes for the ensuing school year. The Board shall have the right to fill the awarded vacancy with substitute(s) until the teacher awarded the position actually assumes the assignment in the succeeding school year. D. Teachers shall be assigned to vacant positions based on seniority, certification, qualifications, and successful teaching experience. Any teacher not transferred under the provisions of this Article shall be provided in writing the reason(s) he/she was not transferred within three (3) days of being denied said position. Teachers making application currently employed by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies the District will be given priority over newly hired employees. E. During the summer months when regular school is not in session the Board will post in the personnel office all vacancies as above described and shall also forward at the same time copies of said vacancies to the Alliance Association President. Positions so posted should remain posted fifteen (15) calendar days prior to being filled. Application may be made in the same manner as above described (paragraph A). Likewise, positions shall be filled in the same basis as provided in paragraph D above. Between August 1 and the beginning of the school year, posting may be reduced to no less than two (2) working days after the Association President and Chief Alliance Xxxxxxx at has acknowledged notification of the time they are posted on posting. If the University's electronic Notices GVSU Business boardAssociation President is unavailable, the Board will contact a designated representative of the Association. F. Involuntary transfers may be initiated for the following conditions: academic program improvement or deletion, and will enrollment changes, with consideration being given to the senior teacher at grade level (grades K- 6) and secondary (7-12) subject area. G. Where a teacher is "displaced" due to implementation of staff reduction procedures set forth in Article VII of this Agreement and subsequently is assigned to a different position, is laid off and/or recalled to another position, he/she shall be simultaneously posted at given the University’s electronic employment website. A vacancy will not be filled until first opportunity (after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule recall of any laid-off teachers who are certified and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current ) to return to the position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At held at the time of job offeroriginal displacement, should it become vacant within thirty-six (36) months from the University date the position was last held by the subject teacher. A teacher seeking restoration to a previously held position under this paragraph shall make application for the vacancy in conformance with this Article and shall give written notice to the Superintendent of the teacher's assertion of preference under this paragraph. Displaced teachers shall be so identified on the seniority list created and published under Article VII of the Agreement. If a teacher fails to make application for restoration to a position from which he/she was displaced or declines an offer of assignment to such position, any further right to the first opportunity for that position shall be forfeited. H. If two bargaining unit members desire to voluntarily exchange positions and have secured the written consent of the involved building principal(s) and the Association, they shall notify the selected staff member Superintendent, in writing, by April 15. The exchange shall be for a period of one (1) school year, unless extended in writing thereafter for a maximum period of one (1) additional school year. Written confirmation of the exchange (or any known or impending changes extension thereof) shall be signed by the involved teachers, the Superintendent, and the Association President. For purposes of the assignment process for the succeeding school year, the teachers shall be considered as holding their pre-exchange assignments. After two (2) school years of a position exchange, the teachers shall be considered (for purposes of the assignment process) as holding the exchanged assignments. I. Vacancies occurring in extracurricular activities will be posted in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within faculty rooms of all three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions.buildings ten

VACANCIES AND TRANSFERS. A vacancy shall be defined, for purposes of this Agreement, as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from position within the hiring department and shall not require postingbargaining unit. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, reassignment or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, bulletin board and will be simultaneously posted at the University’s electronic employment websiteHuman Resources Office. A vacancy will not be filled until seven (7) working days after it is posted on the posting period has expiredUniversity’s electronic bulletin board or other communication method with similar distribution. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications description of the position. Upon filling the position, the University shall notify the staff member of any changes in the job location(s) from the job posting. The position may be filled temporarily pending a permanent assignment. A review of all internal candidate applications will be conducted in the Human Resources Office. In the event that it is determined that an internal candidate does not meet the minimum qualifications for the posted position, such candidate shall be notified by the Human Resources Office and will be given the opportunity to elaborate on his or her qualifications. Candidates will be allowed two (2) business days to update their application packets, which will then be forwarded on the same basis as other qualified applicants to the selecting Officer for review. All applications shall be sent to the selecting official(s). Internal candidates who meet the minimum qualifications as listed on the position posting shall be given an interview by the selecting official(s). The selecting official will determine which candidates meet the minimum requirements consistent with the job posting. In the event that the selecting official does not select to interview an internal candidate, the Human Resources Office will provide such individual(s) with the reasons for the non-selection. When two applicants people are equally qualified for the vacant position, based on a current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At Persons assigned will be required to establish that they can do the time of job offer, within eight (8) working days. Failure to qualify shall result in returning the University shall notify person to the selected former position and is not subject to the grievance procedure. The staff member of any known shall also have the option to elect to return to his or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the her former position with rationale for the decisionwithin eight (8) working days. Candidates who were interviewed but not selected may contact notify Human Resources to schedule a meeting with the Search Committee Chairpersonselecting official, a Human Resource representative, representative and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting Nothing contained in this Section is requested intended to prevent the University from making necessary changes in positions, eliminating positions or a grievance is filed, the position cannot be filled until this process is completedcreating new positions. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer Transfer shall be with the consent of the staff member whenever possible but when there is no other reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g.i.e., classificationtitle, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualifiedtitle. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions.

VACANCIES AND TRANSFERS. A 1. When the Board creates a new position or fills a vacancy in an existing position, the position shall be posted for not less than five (5) workdays in all school buildings and on the District internal computer system before being filled. The Union President will be notified when the Board creates a new position, fills a vacancy, decides not to fill a vacancy or makes a significant change to the job duties of an existing position. 2. The job posting shall include a job description, wage scale and required skills. Information regarding posted positions will be made available through the staff resources section of the District website. 3. Employees within the same seniority group as the vacancy shall have priority for the vacancy over all applicants. The Superintendent or designee shall interview all candidates within the seniority group who are interested in transferring. The employee with the highest seniority that meets the minimum job qualifications posted shall be definedawarded the position. For head and assistant head positions only, for purposes of this Agreementthe Superintendent may select from the three most senior employees who apply. 4. If the position is not filled by an employee within the same seniority group, the Superintendent or designee shall interview employees from other seniority groups. The employee with the highest seniority that meets the minimum job requirements shall be awarded the position. For head and assistant head positions only, the Superintendent may select from the three more senior employees who apply. Employees may bid on a position as a second job provided that, the position does not conflict with the employee’s present hours of work and that will not result in the employee being scheduled for most than forty (40) hours of work in a week. 5. If no employee is selected to fill the position, the Board may hire an outside applicant. 6. An employee who transfers into a promotion shall experience no loss of pay resulting from the transfer. An employee who bids on a lower-rated job and thereby transfers into a demotion shall be placed on the salary schedule step that is commensurate with the employee's seniority. 7. An employee who transfers to a new or vacant position shall have the right to return to his/her previously held by position within five (5) workdays. The Board of Education also shall have the right within five (5) days to return an employee to his/her previously held position. The above mentioned five (5) days shall begin the first day the member starts the new position. 8. A custodial or food service employee that transfers to a new or vacant position will not apply to transfer to a new or vacant position for at least six (6) months from the date that the employee first works in the position that they were most recently employed in unless the open position is a promotion or a greater number of hours or if no other bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted bids on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsjob.

VACANCIES AND TRANSFERS. A. In filling vacancies created by transfers, creation of new positions, promotions, discharge or voluntary resignations, the Administration shall consider the following factors concerning current employees who desire to fill such vacancies: Qualifications, written examinations (if applicable), experience, evaluations and system seniority. Vacancies not filled from current employees receive considerations as specified. The Administration shall in good faith be the judge of a candidate's qualifications. B. A notice indicating that a vacancy exists (or is expected to exist, if known prior to actual vacancy), stating the Job Classification, location of vacancy and date of deadline for application shall be definedposted on all bulletin boards for five (5) work days and a copy of such notice shall be sent to the President of Local #172. C. Employees requesting consideration for such vacancies shall apply in writing no later than the final day of posting. Such requests shall be on the appropriate request for transfer form submitted to the Superintendent or his/her designee. 1. A form shall be provided by the administration for all transfer requests. 2. If a request for transfer is approved, for purposes of this Agreement, as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department Association President may request and shall not require postingbe granted the name of the person transferred. 3. All vacancies The job will be posted for a minimum of seven awarded within ten (710) working days unless after the last day of posting; or when the job is vacated if the last day of posting is more than ten (10) working days prior to the effective date of resignation. If the position is not filled by transferinternally, reassignmentthe job will be filled within thirty (30) working days after the last date of posting. 4. An employee who has accepted a promotion to a higher rated position under the procedures in this article may not submit a second application until a lapse of one (1) year. An increase in the number of hours worked in the same classification shall not constitute a promotion within the meaning of this paragraph. D. When a vacancy exists in a specific classification, or recall of a laid off staff member. Notice of vacancies will employees within that classification may make an application for the vacancy and the transfer shall be given to the Alliance most senior qualified applicant. If there are no applicants for transfer other employees who make application for the vacancy shall be given first consideration before the position is filled by a new employee. E. The Superintendent or designee will notify the OAPSE President of the name and Chief Alliance Xxxxxxx at address of newly hired employees within five days of their hire. F. During the time they are posted on summer months when school is not in session, the University's electronic Notices GVSU Business board, and OAPSE President will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position descriptionnotified of vacancies. The search committee Board will include provide a PSS membervacancy hotline, so that employees can call the hotline to find out about current job vacancies. Typically, vacancies All classified bargaining unit members will be posted as an open search available notified of vacancies by phone at any time when students are not in session for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the five or more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working consecutive days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions.

VACANCIES AND TRANSFERS. A vacancy shall be defined, for purposes of this Agreement, as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from position within the hiring department and shall not require postingbargaining unit. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, reassignment or recall of a laid off staff member. Notice of vacancies will be given to the Alliance Association President and Chief Alliance Xxxxxxx Grievance Chairperson at the time they are posted on the University's electronic Notices GVSU Business board, bulletin board and will be simultaneously posted at the University’s electronic employment websiteHuman Resources Office. A vacancy will not be filled until seven (7) working days after it is posted on the posting period has expiredUniversity’s electronic bulletin board or other communication method with similar distribution. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications ) of the position. Upon filling the position, the University shall notify the staff member of any changes in the job location(s) from the job posting. The position may be filled temporarily pending a permanent assignment. A review of all internal candidate applications will be conducted in the Human Resources Office. In the event that it is determined that an internal candidate does not meet the minimum qualifications for the posted position, such candidate shall be notified by the Human Resources Office and will be given the opportunity to elaborate on his or her qualifications. Candidates will be allowed two (2) business days to update their application packets, which will then be forwarded on the same basis as other qualified applicants to the selecting Officer for review. All applications shall be sent to the selecting official(s). Internal candidates who meet the minimum qualifications as listed on the position posting shall be given an interview by the selecting official(s). The selecting official will determine which candidates meet the minimum requirements consistent with the job posting. In the event that the selecting official does not select to interview an internal candidate, the Human Resources Office will provide such individual(s) with the reasons for the non-selection. When two applicants people are equally qualified for the vacant position, based on a current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position Persons assigned will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member person to their the former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their his or her former position within eight (8) working days. When Candidates who were interviewed but not selected may notify Human Resources to schedule a meeting with the selecting official, a Human Resource representative and an Association Representative to discuss the reason for non-selection. The Association must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. Nothing contained in this Section is intended to prevent the University from making departmental changesnecessary changes in positions, transfer eliminating positions or creating new positions. Transfer shall be with the consent of the staff member whenever possible but when there is no other reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g.i.e., classificationtitle, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualifiedtitle. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions.

VACANCIES AND TRANSFERS. A A. When a position becomes vacant or new programs are established which require the services of paraprofessionals, an internal posting will be publicized by posting for five (5) working days. In case no qualified similarly-categorized employee applies for the vacancies, or no one similarly categorized is interested in transfer, an external posting will be publicized by posting for five (5) working days. Any vacancy may be filled on a temporary basis for a period not to exceed twenty-three (23) working days; further, provided that posting may be waived by agreement between the Union and the Board. During the summer months, posting would be restricted only to those positions in excess of 198 days. During the summer months, posting will be in the Office of Human Resources/Legal Affairs and the Union Hall Office. B. Transfers and changes of assignment shall be definedon a voluntary basis whenever possible. However, the Board and the Union realize that some transfers will be necessary for administrative purposes and will not be arbitrary or capricious. Such transfers shall be made upon the recommendation of the Executive Director of Human Resources/Legal Affairs or his/her designee, after discussion of the transfer with the Union. Employees will be given two (2) weeks notice of involuntary transfer and the reasons for the transfer, if the employee so requests, except that in those cases in which a transfer must be made in less than two (2) weeks, such notice will be given as time will allow. Employees shall have the right to file a grievance protesting an involuntary transfer. Such transfers shall remain in effect during the pendency of the grievance. C. Applications to fill any vacancy or transfer shall be made in the following manner, and no application will be considered which does not meet the following requirements: 1. Each applicant shall fully complete a vacancy, transfer or promotion form provided by the Board; 2. The vacancy or transfer form shall be tri-folded and stapled; 3. All blanks on the back of the vacancy or transfer form shall be properly and completely filled in; and 4. The employee shall submit the vacancy or transfer form to the Office of Human Resources/Legal Affairs prior to the deadline fixed for submitted applications. The employee's right to be considered for such a vacancy or transfer will terminate upon the opening of school in the succeeding year. D. Vacancies shall be filled from the employees applying for such positions, provided the employee has the ability to perform all the duties and meet all the requirements of the position, as set forth in the job description. The Board will consider the employee’s job related education, related job experience, skills, performance evaluations, length of time in the bargaining unit, attendance record, and interview results in filling vacancies. In the event that two or more employees apply for a vacant position and all of the above factors are equal, seniority shall be the determining factor. The decision of the Board as to the filling of such vacancies shall be final, provided the criteria set forth above shall not be applied arbitrarily or capriciously. "Service" in the system, for purposes of this Agreement, as a position previously held shall mean uninterrupted employment by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsBoard.

VACANCIES AND TRANSFERS. A. A vacancy shall be defined, for purposes of this Agreement, defined as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agreeposition which increases the number of positions within a classification, vacancies can an unfilled position which the Board decides will be filled by organizational advancement or transfer from a current position which undergoes a change in classification. The District shall post vacancies within the hiring department bargaining unit on the district’s website and email all postings to all bargaining unit members. Interested bargaining unit employees shall not require posting. All vacancies apply online by the posted deadline of the vacancy notice. B. The most highly qualified applicant for a particular vacancy will be posted for a minimum selected by the District, however, when qualifications of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instanceare equal, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an the internal applicant who meets with the minimum qualifications of most seniority will be granted the position. When two applicants are equally qualified for A successful internal applicant will be placed on a forty-five (45) workday trial period in the vacant new position, based on current position description and satisfactory work and attendance. During the trial period, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected employee may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their his/her former position. Also, during this trial period the employer shall have the right to return the employee to his/her former position within eight (8) working daysif it is determined that he/she is unable to perform the duties of the new job. When making departmental changesDuring the trial period the employee's former position may at the District's option be filled with substitutes, transfer temporary employees or students. Any individual granted a position under this Article or electing to return to his/her former position under the terms of Section B shall be with prohibited from applying for another position for a period of twelve (12) months from the consent effective date of assignment in the staff member whenever possible but when there is no reasonable alternative, it posted position. This prohibition shall not apply in instances where the position would constitute an increase in compensation for the affected employee. C. The reassignment of bargaining unit personnel granted a position may be involuntarypostponed at the District's option. When involuntary transfer is requiredIn such instances, substitutes will be utilized to temporarily fill the position and the reason for the delay shall be communicated to the Association. However, the least senior qualified staff member shall be transferred bargaining unit employee will receive the wage for the new position from the date the Board appoints the employee to the position. D. In the event an employee is temporarily reassigned for a similar position period in excess of five (e.g., 5) full consecutive work days to substitute for an absent regular bargaining unit employee in a higher paying classification, full or part-time) or the reassigned employee will be given placed on the option of electing an unpaid leave of absence with eligibility only for first wage schedule step which would give the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsemployee a pay raise.

VACANCIES AND TRANSFERS. A vacancy Section 1. All applications of seniority provided for in this Article shall be defined, for purposes of this Agreement, as strictly limited to positions within the bargaining unit. Section 2. If the Employer decides to fill a position previously held by permanent vacancy in a bargaining unit member that needs to be filledjob, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies vacancy will be posted for five (5) working days. Qualifications for the job will be as determined by the Employer. Generally, such qualifications will include any written job description and any other qualifications which are reasonably related to the job, and may include work record and attendance. Section 3. Any seniority Employees who are working in a classification other than the job posted, who are qualified to perform the job, and who has not successfully bid on a vacancy within the previous six (6) months, will be eligible to bid on the job. The six (6) month bar shall not apply to Employees seeking a promotion. Section 4. Applications must be submitted in writing, to the person indicated on the posting, prior to the end of the last day of the posting. Section 5. If two or more eligible Employees are qualified to perform the job and file timely application, a junior Employee will not be awarded the job in favor of a senior Employee unless the junior Employee's qualifications are superior to those of the senior Employee. If a qualified seniority Employee has applied for the posting, the vacancy will be filled within ten (10) business working days after the end of the posting period, subject to the provisions of this Article. If no Section 6. The Employer may cancel or postpone a job posting at any time. Upon request, the Union will be given the reason(s) for any such cancellation or postponement. Section 7. An Employee who successfully bids on a job will have a trial period of ten (10) working days, at any time during which the Employee may be disqualified by the Employer. An Employee may disqualify him/herself after ten (10) working days. If the Employee disqualifies him/herself, the Employee will be ineligible to bid again for six (6) months as provided in Section 3 above. The ineligibility provision, however, shall not apply if the Employee is disqualified by the Employer. Section 8. An Employee who is transferred by a supervisor to fully perform in another classification for a minimum of seven two (72) working days unless filled by transferhours in a work day will be paid the rate for that classification or the Employee’s regular rate, reassignmentwhichever is higher. Section 9. Recognizing that written job descriptions can be helpful to both Employees and the Employer, or recall the Employer has provided such a description covering the position of custodian. It is understood that the listing of job duties which appear in that job description is not necessarily exhaustive, and that the Employer may change the duties, qualifications, and chain of command of a laid off staff memberclassification. Notice Notification of vacancies will the change shall be given to the Alliance President and Chief Alliance Xxxxxxx at Association president before the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting change is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsimplemented.

VACANCIES AND TRANSFERS. A. The Board recognizes that it is desirable in making assignments to consider the interests and aspirations of its professional instructional employees. Requests by a professional instructional employee for transfer to a different class or position shall be made in writing. B. The Board declares its support of the concept of filling vacancies including vacancies in supervisory positions, from within its own staff, whenever feasible. C. A vacancy shall be defined, defined for purposes of this Agreement, contract as a situation where a vacant position was previously held by an employee or when a bargaining unit member that needs to new position covered by this Article is created. D. Vacancies shall be filledfilled on the basis of experience, competency and qualifications of the applicant, length of service, and other relevant factors. E. Special talents or expertise needed for the implementation of a new program, but not found in/within the District staff, should be sought through retraining of existing staff, whenever possible. F. Whenever a new position or a newly created PSS positionvacancy as defined in this article arises, the administration shall post the position so present staff members may apply for the opening. When all necessary parties agreeThe chairperson of the Association shall be notified by mail and e-mail and a general notice will be made on voice mail. A job description and qualifications for the position shall be posted on the district’s website and on bulletin boards at the Char-Em Charlevoix Office, Xxxxxx School, And Orion School buildings. These vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies will be posted for a minimum of seven ten (710) working days unless filled days. During summer vacations or other periods of extended absence, professional instructional employees wishing to be notified of vacancies shall leave their address with the Superintendent. The Superintendent’s office will notify the professional instructional employee of vacancies. In vacancies occurring caused by transfera professional instructional employee terminating employment after August 1, reassignment, or recall a member of a laid off staff memberthe Executive Board of the Association will be contacted and the ten (10) day notification period will be waived. Notice Individuals who have requested to be notified of summer vacancies will be given notified through US mail. A. The duties of any professional instructional employee or the responsibilities of any position in the bargaining unit shall not be altered, increased, or transferred to persons not covered by this Agreement. B. The Employer agrees that supervisors or non-unit personnel shall not be used at any time to displace employees regularly employed in the Alliance President and Chief Alliance Xxxxxxx at bargaining unit, except in emergencies when bargaining unit members are not available or have refused to do the time work as assigned. For purposes of this provision, an emergency shall be defined as an unforeseen circumstance or a combination of circumstances which call for immediate action in a situation which is not expected to be of a recurring nature. C. The Employer shall give professional instructional employees preference for work they are posted on have customarily performed. In accordance therewith, the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy Employer will not be filled until after subcontract work unless (a) the posting period has expired. Job postings shall include skills and equipment needed to perform the classificationwork, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants specified are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes unavailable in the position. The Human Resources Office, school system or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected obtained in a reasonable time or (b) the schedule for the position will such work cannot be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be met with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full equipment or part-time) or be given the option of electing an unpaid leave of absence with eligibility only skills available for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionssuch work.

VACANCIES AND TRANSFERS. A vacancy shall be defined, for purposes of this Agreement, as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from position within the hiring department and shall not require postingbargaining unit. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, reassignment or recall of a laid off staff member. Notice of vacancies will be given to the Alliance Association President and Chief Alliance Xxxxxxx Grievance Chairperson at the time they are posted on the University's electronic Notices GVSU Business board, bulletin board and will be simultaneously posted at the University’s electronic employment websiteHuman Resources Office. A vacancy will not be filled until seven (7) working days after it is posted on the posting period has expiredUniversity’s electronic bulletin board or other communication method with similar distribution. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications ) of the position. Upon filling the position, the University shall notify the staff member of any changes in the job location(s) from the job posting. The position may be filled temporarily pending a permanent assignment. A review of all internal candidate applications will be conducted in the Human Resources Office. In the event that it is determined that an internal candidate does not meet the minimum qualifications for the posted position, such candidate shall be notified by the Human Resources Office and will be given the opportunity to elaborate on his or her qualifications. Candidates will be allowed two (2) business days to update their application packets, which will then be forwarded on the same basis as other qualified applicants to the selecting Officer for review. All applications shall be sent to the selecting official(s). Internal candidates who meet the minimum qualifications as listed on the position posting shall be given an interview by the selecting official(s). The selecting official will determine which candidates meet the minimum requirements consistent with the job posting. In the event that the selecting official does not select to interview an internal candidate, the Human Resources Office will provide such individual(s) with the reasons for the non-selection. When two applicants people are equally qualified for the vacant position, based on a current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At Persons assigned will be required to establish that they can do the time of job offer, within five (5) working days. Failure to qualify shall result in returning the University shall notify person to the selected staff member of any known or impending changes in the former position. The Human Resources Office, staff member shall also have the option to elect to return to his or their designee, will provide internal applicants not selected for the her former position with rationale for the decisionwithin five (5) working days. Candidates who were interviewed but not selected may contact notify Human Resources to schedule a meeting with the Search Committee Chairpersonselecting official, a Human Resource representative, representative and an Alliance Association Representative to discuss the reason for non-selection. The Alliance Association must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting Nothing contained in this Section is requested intended to prevent the University from making necessary changes in positions, eliminating positions or a grievance is filed, the position cannot be filled until this process is completedcreating new positions. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer Transfer shall be with the consent of the staff member whenever possible but when there is no other reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g.i.e., classificationtitle, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualifiedtitle. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions.

VACANCIES AND TRANSFERS. A. A vacancy shall be defined, for purposes of this Agreement, defined as a position previously held by a bargaining unit member that needs presently unfilled which is not to be filledeliminated, a position currently filled but which will be open in the future or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies new position which will be open in the future. Whenever any permanent vacancy in a teaching position or extra curricular activity in the District shall occur, the Board shall publicize the same by giving written notice of such vacancy to the secretary of the local Association and provide for appropriate posting on the bulletin Boards in the teachers' lounges. The vacancy will remain posted for a minimum period of seven fifteen (715) working calendar days unless filled by or until filled. In the event vacancies occur during the summer months the Board shall notify those teachers who previously submitted a written request for transfer, reassignmentsuch notification to be sent to the address the teacher has on file with the Board. B. Any teacher possessing the qualifications to apply for such vacancy, or recall may do so in writing to the Superintendent’s office within fifteen (15) calendar days of the posting of the vacancy or, in the event the vacancy occurs during the summer months, notice will be e-mailed to teachers. The following are the steps for filling vacant positions: 1. A classroom teacher who applies for a laid off staff membertransfer to another classroom position for which he/she is certified and highly qualified, as defined in Article 24, and is not on an improvement plan will be given first consideration for that position and will, in most cases, be granted the requested transfer without a formal interview. Notice of vacancies Consideration will be given to previous experience in the Alliance President requested position and Chief Alliance Xxxxxxx at district wide staffing needs. 2. A non-classroom teacher who applies for a transfer to the time they are posted on the University's electronic Notices GVSU Business boardsame position in a different building for which he/she is certified and highly qualified, as defined in Article 24, and is not on an improvement plan, will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected given first consideration for the position with rationale for and will, in most cases, be granted the decisionrequested transfer without a formal interview. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position Consideration will be required given to establish that they can do previous experience in the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former requested position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsdistrict wide staffing needs.

VACANCIES AND TRANSFERS. A. Vacancies (except for vacancies among transportation operators; see Article XXIX, Section 9) 1. A vacancy position shall be defined, for purposes of this Agreement, as a position previously held by considered vacant when a bargaining unit member has resigned, retired, is discharged, has transferred to another position or when a new position is established. Should the District determine that needs it will not fill a vacant position, notification of that decision will be posted in place of a vacancy notice, and such notice shall be sent to the Union president. 2. Vacancies shall be filledposted at the Board Office and in all other school buildings in the system in an area readily accessible to bargaining unit members for a period of five (5) working days. Each posting shall include the position, its location/shift, and the job description. Each posting shall be initialed and dated by the Director, Principal or the appropriate Administrator as to the date of posting. Reminders of summer postings will appear on paycheck stubs. 3. A bargaining unit member must make a request for the vacancy, in writing, to the appropriate Administrator with copies to the Central Office and the Union President. All such requests for consideration shall be received by the District no later than 4:00 p.m. of the fifth day of posting. 4. The awarding and filling of all posted vacancies shall be accomplished as follows: a. Bargaining unit members within the classification of the vacancy with the most seniority shall be given first consideration so long as they have demonstrated the necessary qualifications, as outlined in the current job description, and skills for the vacancy; b. Other bargaining unit members shall be considered next so long as they have demonstrated the necessary qualifications and skills; c. Should the above procedure not provide a qualified (as outlined in the current job description) and skilled bargaining unit member, the Board may hire a person deemed so qualified to fill the vacancy or may transfer a bargaining unit member as outlined in Section B. 5. An individual awarded a vacancy must resign his/her previously held position if the combined hours for the position would regularly exceed forty (40) hours per week unless the Board in its sole discretion chooses to waive this requirement. This individual would serve a thirty (30) working day probationary period. If a bargaining unit member is awarded a vacancy in which he/she has previous experience, the Board may waive the probationary period. 6. If at any time during this probationary period the employee determines that the new position is not satisfactory, the employee may return to his/her previously held position. If at any time during this probationary period the Board determines that the newly assigned employee is not performing satisfactorily, or a decides to return the employee to the previously held position, the employee shall be return to the position he/she held immediately before the assignment within 5 working days. 7. Any bargaining unit position which becomes vacant or is newly created PSS position. When all necessary parties agree, vacancies can may be filled by organizational advancement a substitute but no such position may be filled by substitute personnel for more than sixty (60) consecutive working days. 8. When a bargaining unit member changes positions by filling a vacancy, he/she shall be placed on the same step as was held in the previous job, however, the employee will be placed on the bottom of that departments seniority list. District seniority will not be affected. 9. Vacancies due to sick leave, extended vacation or transfer from within the hiring department and leave of absence in excess of sixty (60) working days shall not require posting. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions.temporary

VACANCIES AND TRANSFERS. 8.1 A vacancy shall be defined, for purposes of this Agreement, defined as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, position or present position that is not filled which the Board intends to continue. 8.2 All vacancies can be filled by organizational advancement or transfer from and/or newly created positions within the hiring department and bargaining unit shall not require posting. All vacancies will be posted for a minimum of on all Union bulletin boards within seven (7) days of the date the vacancy occurs. 8.3 Whenever a vacancy arises, an assignment meeting shall be convened for the purpose of determining the assignment of employees. The initial vacancy will be posted at least five (5) working days unless in advance of the meeting. The Union and the Board shall mutually determine the date, time, and place of the meeting. An employees must be present to participate or provide a written proxy to another employee to act in his/her behalf. Vacancies and all resultant vacancies within that classification arising during the bidding procedure shall be filled first by employees with seniority in the classification. The most certified/ qualified senior employee within the classification will be awarded the position. Vacancies will then be filled by transferemployees within the classification on the layoff list that meet the minimum qualifications. Remaining vacancies in that classification will be awarded to bargaining unit members meeting the minimum qualifications, reassignment, or recall of a laid unless an outside applicant possesses relevant credentials that are clearly "head and shoulders" above the Union applicant. A "head and shoulders" candidate may not be hired if an available laid-off staff memberbargaining unit member meets the minimum qualifications. Notice of Vacancies in other classifications created by the original posting shall be re-posted and the process shall be repeated. All remaining vacancies will be given filled with new hires. 8.4 If an employee on layoff is interested in a position in another classification, he/she shall provide written notice of such to the Alliance President Board. If the Board has such notice and Chief Alliance Xxxxxxx a vacancy within the specified classification occurs, the Board shall send a notice of the vacancy to the interested laid-off employee at the same time they the postings are posted posed on the University's electronic Notices GVSU Business bulletin board. 8.5 In the event the senior applicant (within classification) is denied the job, reasons for denial shall be given, in writing, to the employee and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approvalhis/her xxxxxxx. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal the event the senior applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting disagrees with the Search Committee Chairpersonreasons for denial, it shall be a Human Resource representative, and an Alliance Representative to discuss the reason proper subject for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member Board shall also have furnish the option President with a copy of each job posting at the same time the postings are posted on the bulletin boards, and the Board shall notify the Union President as to elect who was awarded the job. 8.6 Minimum qualifications will be listed in the job descriptions. Qualifications will be job related and will include only those minimum qualifications necessary to return perform the job. 8.7 If an employee does not meet specific criteria for the job the employee will be informed of their unsatisfactory performance in writing. The employee will then be offered (if available) an open position that they are qualified to their former position within eight (8) working daysperform. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when If there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to not a similar position (e.g., classification, full or part-time) or available then they will be given the option of electing an unpaid leave of absence with eligibility only priority to substitute for the next vacancy district, while they maintain their seniority in their previous classification. 8.8 In addition to the normal posting process, if qualified. That person shall be disqualified from consideration when cooks and paraprofessionals will select positions no later than one week prior to the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionscommencement of school.

VACANCIES AND TRANSFERS. A vacancy shall be defined, for purposes exist when a member of this Agreement, as a position previously held by a the bargaining unit member that needs to be filled, leaves his/her position or the employer creates a newly created PSS positionnew position covered by this agreement. When all necessary parties agreea vacancy occurs, vacancies can be filled by organizational advancement or transfer from within the hiring department and it shall not require posting. All vacancies will be posted in each school for five (5) work days. The notice will identify the vacancy and the location(s). The employer shall notify the Association President of vacancies occurring during the months of June, July, and August by sending notice of same by U. S. Mail. This section does not apply to involuntary transfers. An employee may request consideration for a minimum of seven posted vacancy by submitting a "Request for Transfer" to the School Administrative Unit Office within five (75) working days unless filled by of the final posting date. The request(s) will be considered in the selection process. The selection process will include a review and assessment of the qualifications, experience and work performance of all applicants and their ability to meet the requirements of the job description. a. The term transfer means the moving of an employee from one assignment to another. b. All "requests for transfer, reassignment, or recall of a laid off staff member" shall be reviewed first before reviewing applicants from outside the unit. c. An employee shall be notified when their request for transfer has been denied. There shall be no involuntary transfers between classifications. Notice of vacancies transfers will be given provided as soon as practical, and except in emergencies, not later than 15 work days prior to transfer date. A transfer is non-grievable. When a school year secretary becomes a full year secretary he/she shall be entitled to all the benefits accumulated in the previous classification. When a full year secretary becomes a school year secretary, he/she shall be entitled to all benefits accumulated as long as they do not exceed the benefits of a school year secretary (excess benefits will be forfeited). Longevity for the purposes of vacation days and salary shall be calculated as of hire date as a secretary. The position of Administrative Secretary shall be considered a promotional position, and the procedures for filling this position, should a vacancy occur, or when a transfer is being considered, will be governed by Section 6.2 of this article. The actual selection for promotional positions is non-grievable. 1 ARTICLE 7 2 Insurance 3 4 7.1 Employees working 15 or more hours per week shall be eligible to enroll in the 5 health and dental insurance plans currently available to the Alliance President and Chief Alliance Xxxxxxx at Salem School District 6 through the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for nonNew Hampshire Municipal Association-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsHealth Insurance Trust.

VACANCIES AND TRANSFERS. 8.1 A vacancy shall be defined, for purposes of this Agreement, defined as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, position or present position that is not filled which the Board intends to continue. 8.2 All vacancies can be filled by organizational advancement or transfer from and/or newly created positions within the hiring department and bargaining unit shall not require posting. All vacancies will be posted for a minimum of on all Union bulletin boards within seven (7) days of the date the vacancy occurs. 8.3 Whenever a vacancy arises, an assignment meeting shall be convened for the purpose of determining the assignment of employees. The initial vacancy will be posted at least five (5) working days unless in advance of the meeting. The Union and the Board shall mutually determine the date, time, and place of the meeting. An employee must be present to participate or provide a written proxy to another employee to act in his/her behalf. Vacancies and all resultant vacancies within that classification arising during the bidding procedure shall be filled first by employees with seniority in the classification. The most certified/ qualified senior employee within the classification will be awarded the position. Vacancies will then be filled by transferemployees within the classification on the layoff list that meet the minimum qualifications. Remaining vacancies in that classification will be awarded to bargaining unit members meeting the minimum qualifications, reassignment, or recall of a laid unless an outside applicant possesses relevant credentials that are clearly "head and shoulders" above the Union applicant. A "head and shoulders" candidate may not be hired if an available laid-off staff memberbargaining unit member meets the minimum qualifications. Notice of Vacancies in other classifications created by the original posting shall be re-posted and the process shall be repeated. All remaining vacancies will be given filled with new hires. 8.4 If an employee on layoff is interested in a position in another classification, he/she shall provide written notice of such to the Alliance President Board. If the Board has such notice and Chief Alliance Xxxxxxx a vacancy within the specified classification occurs, the Board shall send a notice of the vacancy to the interested laid-off employee at the same time they the postings are posted posed on the University's electronic Notices GVSU Business bulletin board. 8.5 In the event the senior applicant (within classification) is denied the job, reasons for denial shall be given, in writing, to the employee and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approvalhis/her xxxxxxx. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal the event the senior applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting disagrees with the Search Committee Chairpersonreasons for denial, it shall be a Human Resource representative, and an Alliance Representative to discuss the reason proper subject for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member Board shall also have furnish the option President with a copy of each job posting at the same time the postings are posted on the bulletin boards, and the Board shall notify the Union President as to elect who was awarded the job. 8.6 Minimum qualifications will be listed in the job descriptions. Qualifications will be job related and will include only those minimum qualifications necessary to return perform the job. 8.7 If an employee does not meet specific criteria for the job the employee will be informed of their unsatisfactory performance in writing. The employee will then be offered (if available) an open position that they are qualified to perform. If there is not a position available then they will be given priority to substitute for the district, while they maintain their former position within seniority in their previous classification. 8.8 In addition to the normal posting process paraprofessionals will select positions no later than one week prior to the commencement of school. 8.9 Bus Driver Assignments: a) The Board has the sole right to create a package of run assignments prior to the start of the school year. A package may consist of any group of runs that the school designates. b) When creating a package, the Board will attempt to place as may runs as possible in a given package, not to exceed eight (8) working dayshours. c) The board shall present the package assignments to Union representatives prior to presentation to all drivers. When making departmental changesThe designated Union representatives shall have forty-eight (48) hours to present alternative package options to the Board. In no event shall the Board be required to change any package that would result in that package having more than five (5) minutes layover time. d) Drivers will be provided a choice of available packages prior to the start of each school year. At a special meeting set by the Board, transfer each employee shall bid on the packages, by seniority. e) Within a package, layover time will be with the consent of the staff member whenever possible but paid when there is no reasonable alternativeless than one (1) full hour between scheduled runs, if an unintentional delay (i.e. inclement weather, breakdown, unavoidable delay) is longer than fifteen (15) minutes, the driver will be compensated at the regular rate. f) When a run is consistently late for a period of two (2) weeks, the driver has a right to request re-timing of that run. The re-timing will occur within two (2) weeks of the request. g) The Board shall post a new run as an individual run unless otherwise agreed to by the Union and the Board. An employee may bid on the new run provided it does not conflict with their regularly scheduled assignments. The Board shall then assign the run to an employee on the basis of seniority, provided the Board would not be obligated to assign a new run on any driving schedule where such an assignment creates unnecessary lay-over time. (Refer to 20.6) h) Bus drivers shall receive fifteen (15) minutes paid time to check out their bus for safety the first time the bus is driven each day. i) It is the intent of the parties to have all primary/elementary and middle/high school regular runs one and one quarter (1 1/4) hours in length whenever possible. Special Education, one middle/high school short, two primary/elementary short, vocational runs are excluded. j) Bus drivers shall be paid for regular runs that are canceled with less than twenty-four (24) hours' notice on other than Act of God days. The driver will be expected to work during what would have been their assigned period, and may be involuntaryassigned duties. When involuntary transfer is required, Assigned duties will take place within the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsTransportation Department.

VACANCIES AND TRANSFERS. A vacancy (a) POSTING OF VACANCIES - Notices of all vacancies as they are anticipated, or any newly created position, shall be defined, for purposes of this Agreement, as posted in all school buildings and on-line and a position previously held by a bargaining unit member that needs copy sent to the Association. No vacancies shall be filled, or a newly created PSS position. When all necessary parties agreeexcept in case of emergency, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies will be until such notice has been posted for at least ten (10) days. Both written and on-line notices shall be kept current and up-to-date. Such notice(s) shall be accompanied by a position description, a statement of minimum qualifications, building location (if known) and minimum salary. During the summer, notices of seven (7) working days unless filled by transferall vacancies, reassignmentteaching or administrative, or recall of a laid off staff member. Notice of vacancies will shall be given mailed to the Alliance President Association president within fifteen (15) days prior to the closing date for application for such vacancy or vacancies. Certified Staff interested in receiving summer district vacancy notices shall submit a written request and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that stamped, self-addressed envelopes to the meeting Personnel office by the close of the school year. Once an in-District position has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filedfilled, the position cannot be filled until this process is completed. An internal staff member selected other in- District candidates who applied for the position will be required informed. (b) VOLUNTARY TRANSFER - Any Certified Staff member may apply for transfer to establish that they can do another grade level, department, or building where a vacancy exists or may submit a notification of interest in reassignment if a vacancy should arise. Such application shall be in writing to the job Superintendent or designee. In their request for transfer, Certified Staff shall make known their interest, aspirations, and competence. If the Superintendent or his/her designee denies the request for transfer to a current vacancy, he/she shall set forth the denial in writing. Unsuccessful candidates will be notified within eight one (8) working 1) week of the position being filled. (c) EXTRA CURRICULAR VACANCIES Any vacancies in existing or newly created extracurricular positions shall be announced in writing in all buildings and a copy sent to the Association. No vacancies shall be filled, except in case of emergency, until such notice has been posted for at least five (5) days. Failure to qualify During summer, notice of extracurricular vacancies shall result in returning the selected staff member to their former position and is not subject be mailed to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer Association president and shall be with available at the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsdistrict office.

VACANCIES AND TRANSFERS. A vacancy shall be defined, for purposes The Board will provide notice of this Agreement, as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from occurring within the hiring department and shall not require posting. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given District to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the positionCHESS. The Human Resources Officeadministrative assistant will send an all non-certified staff e-mail announcing vacancies. A vacancy is defined as any position within this bargaining unit which is unfilled for any reason. A job description may be obtained from the building principal’s secretary or the District office. Decisions of whether and with whom to fill a vacancy shall be solely at the discretion of the Board. Employees interested in a transfer may apply in writing to the Superintendent or designee within the posting period. If no vacancy exists but an employee seeks a future voluntary transfer, the employee may submit a written request to the Superintendent or their designee, will provide internal applicants not selected designee at any time which requests a transfer to a position for which the position with rationale employee is qualified. The Superintendent or designee shall keep such requests on file for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representativeone year, and an Alliance Representative are renewable after one year upon written notice to discuss the reason for non-selectionSuperintendent or designee. The Alliance must notify the employer within three (3) working days parties understand that the meeting has been the step 1 meeting of the grievance process. If by filing a meeting is requested or request for a grievance is filedvoluntary transfer, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternativeguarantee that the employee will receive a transfer. If the Board determines that an involuntary transfer of duties and/or classifications is appropriate, it may be involuntaryshall notify CHESS in writing and, upon request from CHESS and the affected employee, discuss the effect of the decision upon the bargaining unit. When involuntary a transfer is requiredoccurs moving between a 9, 10, and 12 month basis, that employee will receive a salary equal to the lowest salary earned by an employee with comparable years of experience. When a transfer occurs to 9 month from somewhere else (cooks, custodians, maintenance), the least senior qualified staff member shall be transferred to a similar position (e.g., employee’s wage or salary will equal the entry level for that classification, full or part-time) or be given as provided in Appendix A to this contract, unless past similar experience, as determined by the option Assistant Superintendent of electing an unpaid leave of absence with eligibility only Human Resources, allow for credit on the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionssalary schedule.

VACANCIES AND TRANSFERS. Section 13:01 - Voluntary Trans fers (a) A vacancy voluntary transfer is the voluntary movement of an employee from one worksite or school to another worksite or school. Any member of the Bargaining Unit shall have the right to request a voluntary transfer. (b) All known vacancies and new positions shall be definedposted on Federation bulletin board located in each school no later than 5 days prior to Transfer Day. A copy of the posting shall also be sent by mail to the Federation office. Such vacancies which become known thereafter up until the day before Transfer Day shall be posted as they become known. (c) Any employee desiring to transfer from his position to one of the vacant positions must file a transfer request containing such information as may be required by the Department of Human Resources at least five (5) working days prior to Transfer Day; however, employees interested in vacancies posted after this date may submit a transfer request up to and including Transfer Day. Applications submitted on Transfer Day must be received during the registration period. Application forms will be made available in each school building. (d) A “Transfer Day” will be held each school year. All applicants for purposes transfer shall be interviewed on Transfer Day for whatever positions they are certified to hold. Within ten (10) calendar days following Transfer Day, selections for known vacancies and new positions shall be made and posted, with a copy mailed to the Federation office. It is understood that once a job is accepted, that decision is final for the upcoming school year. (e) Transfer requests shall be granted in filling Transfer Day or Job Fair vacancies to the applicant(s) possessing the greatest number of this Agreementyears of service in the St. Tammany Parish School System except as follows: (1) No applicant may be selected for a vacancy outside his area(s) of certification; (2) No applicant may be selected who does not possess the level of necessary educational attainment if the receiving school is accredited or in the process of accreditation; (3) If the applicant is not willing or able to assume responsibility for extracurricular activity, as specified at the interview; (4) When the applicant is not the individual deemed best able to meet the needs of the school; and (5) When the principal deems it appropriate, based on the criteria numbered (1) through (4) above, to review the qualifications of new applicants prior to makin g his decision in which case all applicants will be considered for the position at the Job Fair. (f) The principal shall provide written reasons, on request of any unsuccessful applicant, through the Department of Human Resources, explaining the basis for the selection he made. (g) Positions not filled on Transfer Day, any new vacant positions or any new teaching positions which have become open since the date of the first posting shall be posted on the Federation bulletin board located in every school building throughout the System for consideration at the Job Fair. Employees not offered a position previously held as a result of Transfer Day will be automatically invited to attend Job Fair. Employees who did not apply for transfer at Transfer Day, but who seek a vacant Job Fair position, must file a transfer request containing such information as may be required by the Department of Human Resources at least five (5) working days prior to Job Fair. Employees interested in vacancies posted after this date may submit a bargaining unit member that needs transfer request up to and including the first day of Job Fair. Applications submitted on the first day of Job Fair must be filledreceived during the registration period. Application forms will be made available in each school building. Anyone applying for a vacant position at the Job Fair will be interviewed and selections will be made within four (4) weeks. After selections are made, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies they will be posted for in the customary manner and a minimum list of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies those selected will be given mailed to the Alliance President and Chief Alliance Xxxxxxx at Federation office. It is understood that once a job is accepted, that decision is final for the upcoming school year. (h) A transfer request may be withdrawn in writing any time they are posted on prior to the Universityapplicant's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications acceptance of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University . (i) Employees shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option right to elect to return to indicate on their former position within eight t ransfer request forms a preference for primary grades (8) working daysK-3) and intermediate grade levels (4-6). (j) The Board shall implement all voluntary transfers for which vacancies exist before implementing involuntary transfers. When making departmental changes, This does not preclude the Board from acting upon subsequent voluntary transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsrequests as vacancies become available.

VACANCIES AND TRANSFERS. A vacancy shall be defined, for purposes of this Agreement, as A. When a position previously held by becomes vacant or new programs are established which require the services of a bargaining unit member that needs to be filledchild care leader, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies job description listing the requirements will be posted on the bulletin board in the Office of Human Resources/Legal Affairs. During the school year, job descriptions for a minimum of seven vacant positions will also be posted in all Rainbow Learning Program locations. All vacancies, except temporary vacancies, will be posted at least five (75) working days unless before the vacancies are filled. Vacancies may be filled on a temporary basis by transfer, reassignment, or recall of a laid off displaced staff. Displaced staff member. Notice of vacancies will be given the opportunity to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited transfer to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting these positions with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish understanding that they can do the job within eight (8) working days. Failure will have recall rights for a period of one year to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred are moving from. Posting of a vacancy may be waived by agreement between the union and the Board. Posting of a vacancy may be waived by agreement between the Union and the Board. B. Transfers and changes of assignment shall be on a voluntary basis whenever possible. However, the Board and the Union realize that some transfers and changes of assignment will be necessary for administrative purposes. Such transfers and changes of assignment shall be made upon the recommendation of the Staff Assistant to Child Care. Employees will be given two (2) weeks notice of involuntary transfer and the reason for the transfer, if the employee so requests, except that in those cases in which a transfer must be made in less than two (2) weeks, such notice will be given as time will allow. Employees shall have the right to file a grievance protesting an involuntary transfer. Such transfers shall remain in effect during the pendency of the grievance. C. Applications to fill any vacancy or transfer shall be made in the following manner, and no application will be considered which does not meet the following requirements: 1. Each applicant shall fully complete an application form for the posted position. 2. Completed application forms should be returned to the Office of Human Resources/Legal Affairs. D. Any employee may apply for a vacancy. The Board agrees to consider job-related education, related job experience, skills, performance evaluations, length of time in the school system, district affirmative action needs, and other relevant factors. An employee must have the ability to perform all the duties and meet all the requirements of the position as set forth in the job description. Employees within the bargaining unit shall have first priority for positions under this Article. In the event two or more employees applying for a position have relatively equal ability to perform the work required, seniority shall be the determining factor. E. An employee who applies for and is posted. Nothing contained in this Section is intended not selected to prevent fill a vacancy shall be given written notification. F. The decision of the University from making necessary changes in positionsBoard as to the filling of such vacancies shall be final, eliminating positions provided the criteria set forth above shall not be applied arbitrarily or creating new positionscapriciously.

VACANCIES AND TRANSFERS. A vacancy shall be defined, for purposes of this Agreement, as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting9-01. All vacancies for assistant positions will be posted on the District’s website. All Assistant vacancies will be posted for within the school system before or as soon as they are posted outside the school system. The posting will be dated and the position will not be filled until five (5) days after the posting of the notice. 9-02. This section intentionally left blank. 9-03. This section intentionally left blank. 9-04. Assistants who desire a minimum of seven (7) working days unless filled by transfer, reassignmentchange in assignment, or recall who desire to transfer to another building for the next school year, will file a written statement of such desire with the Office of the Superintendent. Such assignment may be made at the discretion of the Superintendent or designee. 9-05. If a laid off staff memberposition is eliminated or changed from category of IA to another category, the Superintendent or his designee will notify the Organization. Should circumstances warrant a change in assignment, every reasonable effort will be made by the Superintendent to transfer the Assistant to a position compatible with the former assignment unless it is determined that an assignment to another category would be a better match for student needs. 9-06. The Superintendent or his/her designee will consider end-of-year transfer requests before making assignments of new Assistants. System-wide seniority will be given serious consideration; however, the final decision regarding assignments rests with the Superintendent or designee. 9-07. Written acknowledgement will be forwarded to the assistant upon receipt of the request for reassignment and/or transfer. 9-08. Notice of vacancies assignment will be given to the Alliance President and Chief Alliance Xxxxxxx at Assistant, with a copy to the time they are posted on Organization, within ten (10) days of the University's electronic Notices GVSU Business boardgranting of the Assistant’s request. 9-09. Each Assistant who applies for a new assignment to a particular position, and but whose request is not granted, will be simultaneously posted at notified within ten (10) days of the University’s electronic employment websitedate a decision is made, with a copy to the Organization. 9-10. A vacancy When a reduction in the number of Assistants in a school is necessary, qualified volunteers for transfer will not be filled until after considered. In making its decision on involuntary transfers, where more than one (1) person becomes subject to such transfer, the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position descriptionCommittee will give serious consideration to system-wide seniority. The search committee will include a PSS memberfinal decision regarding transfer rests with the Superintendent. TypicallyIt is understood that Assistants are under the employ of Andover Public Schools and not an individual school house. Where practical, vacancies serious consideration will be posted made to keep Assistants in the same school from year to year. However, Assistants will be allocated throughout the district schools in a way that best facilitates the success of students as an open search available for both internal and external applicantsdetermined by the Superintendent or designee. A job posting limited to internal applicants Such reassignments, while not likely, may occur upon approvalduring the school year. In each instanceWhen student numbers, all qualified internal applicants IEP services, or needs for 1:1 support change in a school, the shift in need may result in reassignment. On rare occasions, reassignment may be necessary mid-year. Every effort will receive be made to ensure that reassignment is to a position within the same school and, if this is not possible, to an interviewassignment with the same number of hours. When a reduction in the number of Assistants in a school is necessary, every effort will be made to retain current Assistants through attrition. The search committee must present strong justification for not selecting an internal applicant final decision on reassignment rests with the Superintendent or designee. 9-11. Assistants who meets are reassigned have the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources right to schedule a meeting with the Search Committee ChairpersonDirector of Student Services or building Principal, at which time the Assistant will be notified of the reasons for the transfer or reassignment. 9-12. An employee transferring from an Instructional Assistant position to a Human Resource representativesecretarial position will, and an Alliance Representative to discuss for the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been purposes of salary adjustment, be placed at the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position canclosest to but not be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionslower than her/his present salary.

VACANCIES AND TRANSFERS. A. A vacancy shall be defined, for purposes of this Agreement, defined as a newly created position previously within the bargaining unit or a present position that is not filled due to retirement, severance, termination or absence of a regular employee on a leave of known duration of a least thirty (30) twenty (20) work days. 1. If the scheduled hours of a current position increases or decreases by thirty (30) minutes or more, it shall become a newly created position, provided the increase or decrease is expected to continue for at least six (6) weeks. 2. If the assigned area or assigned duties of any bargaining unit member changes it shall become a newly created position, provided the increase or decrease is expected to continue for at least six (6) weeks. 3. A bargaining unit member shall have the right to bump into a position held by a bargaining unit less senior member if his/her current position becomes a newly created position due to the changes described in 1. and/or 2. immediately above. 4. When a vacancy occurs as described in A (1), (2), or (3) above, a job selection meeting of employees in that needs classification will be held. Members of the classification will receive written notice of this meeting no later than 48 hours before the meeting is held. In this instance, interested parties must attend the job selection meeting to be considered for the position, unless absent due to illness or bereavement. If an employee is not interested in changing his/her position, he/she need do nothing. The most senior employee applying for the vacancy shall be granted the job if he /she meets the minimum requirements. When an internal candidate filling a vacancy creates a new vacancy, the most senior candidate desiring this position will be granted the job if he/she meets the minimum requirements for the position. This process will continue until all positions are filled or until only one position remains and on which no MESPA member has bid. This position shall be posted the day after the job selection meeting, both internally and externally. Minimum job expectations will be included in the job postings. This policy will apply to all classifications equally and shall take precedence over all other bumping/job selection procedures if the criteria of A (1), (2), and (3) above are met. All these steps shall occur at a single meeting for the affected classification. There will be no additional pay for attending a job selection meeting. The parties agree that the District has a period of twenty (20) working days to determine if a vacancy is going to be filled, or a newly created PSS position. 5. When all necessary parties agree, Temporary vacancies can may be filled by organizational advancement or transfer from within with a substitute at the hiring department and shall not require posting. All vacancies discretion of the District, except that a temporary vacancy of known duration which will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions.twenty

VACANCIES AND TRANSFERS. A vacancy shall Staff Vacancy Notices will be defined, published at all locations for purposes a period of seven calendar days for all vacancies covered by this Agreement, as a position previously held by a bargaining unit member in order that needs employees may have the opportunity to be filledapply for such positions. Qualified applicants at the location where the vacancy has arisen Xxxxxxx Xxxxxxx, or a newly created PSS position. When all necessary parties agreeXxxxxxx; Metropolitan Toronto; Montreal, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies will be posted for a minimum of seven (7Quebec; Airport, Quebec; Ottawa, Ontario) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given preference. Applications must be submitted in writing via the Section Head to Human Resources with a copy to the Alliance President and Chief Alliance Xxxxxxx Union Chairman. It is understood that if there are no qualified applicants in the bargaining unit, then British Airways at its option may fill the vacancy. A copy of such Staff Vacancy Notices will be sent to the Union Chairman, A notice announcing the successful candidate will be posted. Staff Vacancy Notices for vacancies occurring at locations in Canada other than those covered by this Agreement, which British Airways is unable to fill from the staff already at the time they are posted on location where the University's electronic Notices GVSU Business boardvacancy arises, and will be simultaneously posted at published for a period of seven calendar days. Applications must be submitted in writing to the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed Assistant but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days it is understood that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot there shall be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject no recourse to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be procedure in connection with the consent filling of any such vacancy. An employee appointed to fill such a vacancy will be regarded as being transferred at his own request for the staff member whenever possible but purposes of Article below. Employees may only bid for positions in another classification or in another location when there they have completed nine months of service in their present classification. This requirement will be waived for changing employment status within their classification between full-time, reduced work week and part-time. Notwithstanding the above, no external candidate will be hired before internal candidates are given the opportunity to apply. Employees may be transferred from time to time to sales offices and stations within Canada. If the transfer is no reasonable alternativeat the employees’ request, all moving and transportation costs will be borne by him and if transportation is available over British Airways’ routes, it may be involuntaryprovided at the discretion of British Airways. When involuntary However, if the transfer is requiredat the request of British Airways, moving expenses will be paid for the least senior qualified staff member shall be transferred employee and his family and all allowable items of furniture. Employees, who are the successful applicants to a similar position (e.g.Staff Vacancy Notice which involves transfer between base areas, classification, full or part-time) or may claim disturbance allowance as designated by Staff Regulations. Employee transfers to points outside Canada will not be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration made except when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsspecifically requested by British Airways.

VACANCIES AND TRANSFERS. A. A vacancy shall be defined, for purposes of this Agreement, defined as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS positionposition which increases the number of positions within a classification, an unfilled position which the Board decides will he filled or a current position which undergoes a change in classification. When all necessary parties agree, The District shall post vacancies can be filled by organizational advancement or transfer from within the hiring department and bargaining unit at all work sites. Interested personnel shall not require posting. All vacancies apply in writing within ten (10) work days from the published date of the vacancy notice. B. The most highly qualified applicant for a particular vacancy will be posted for a minimum selected by the District, however, when qualifications of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instanceare equal, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an the internal applicant who meets with the minimum qualifications of most seniority will be granted the position. When two applicants are equally qualified A successful internal applicant will be placed on a forty-five (45) work day trial period in the new position. During the trial period, the employee may elect to return to his/her former position or may be removed in accordance with Article 10, Section A.2. During the trial period, the employee's former position may at the District's option be filled with substitutes, temporary employees or. students. Any individual granted a position under this Article or electing to return to his/her former position under the terms of Section B shall be prohibited from applying for another position for a period of twelve (12) months from the effective date of assignment in the posted position. This prohibition shall not apply in instances where the position would.' constitute an increase in compensation for the vacant positionaffected employee. C. The reassignment of bargaining unit personnel granted a position may be postponed at the District's option. In such instances, based on current substitutes will be utilized to temporarily fill the position description and satisfactory work and attendancethe reason for the delay shall be communicated to the Association. However, the more senior qualified staff bargaining unit member will receive the assignment. At wage for the time new position from the date the Board appoints the employee to the position. D. Employees not actively employed in the summer who are interested in being notified of job offervacancies which arise during the summer must submit a written request to the Superintendent by June 1 of each school year. E. In the event an employee is temporarily reassigned for a period in excess of fifteen (15) consecutive work days to substitute for an absent regular bargaining unit member in a higher paying position, the University shall notify reassigned employee will receive the selected staff member higher rate of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected pay for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting period of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsassignment.

VACANCIES AND TRANSFERS. A vacancy shall be defined, for purposes of this Agreement, as A. When a position previously held by becomes vacant or new programs are established which require the services of a bargaining unit member that needs to be filledlunch aide, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies job description listing the requirements will be posted on the bulletin board in the Office of Human Resources/Legal Affairs. During the school year, job descriptions for a minimum of seven vacant positions will also be posted in all elementary cafeteria locations. All vacancies, except temporary vacancies, will be posted at least five (75) working days unless before the vacancies are filled. Vacancies may be filled on a temporary basis by transfer, reassignment, or recall of a laid off displaced staff. Displaced staff member. Notice of vacancies will be given the opportunity to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited transfer to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting these positions with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish understanding that they can do the job within eight (8) working days. Failure will have recall rights for a period of one year to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred are moving. Posting of a vacancy may be waived by agreement between the union and the Board. B. Transfers and changes of assignment shall be on a voluntary basis whenever possible. However, the Board and the Union realize that some transfers and changes of assignment will be necessary for administrative purposes. Such transfers and changes of assignment shall be made upon the recommendation of the Principal of each elementary building. Employees will be given two (2) weeks notice of involuntary transfer and the reason for the transfer, if the employee so requests, except that in those cases in which a transfer must be made in less than two (2) weeks, such notice will be given as time will allow. Employees shall have the right to file a grievance protesting an involuntary transfer. Such transfers shall remain in effect during the pendency of the grievance. C. Applications to fill any vacancy shall be made in the following manner, and no application will be considered which does not meet the following requirements: 1. Each applicant shall fully complete an application form for the posted position. 2. Completed application forms should be returned to the Office of Human Resources/Legal Affairs. D. Any employee may apply for a vacancy. The Board agrees to consider job-related education, related job experience, skills, performance evaluations, length of time in the bargaining unit, attendance record, interview results and other relevant factors in filling vacancies. An employee must have the ability to perform all the duties and meet all the requirements of the position as set forth in the job description. Employees within the bargaining unit shall have first priority for positions under this article. In the event two or more employees applying for a position have relatively equal ability to perform the work required, seniority shall be the determining factor. E. An employee who applies for and is posted. Nothing contained in this Section is intended not selected to prevent fill a vacancy shall be given written notification. F. The decision of the University from making necessary changes in positionsBoard as to the filling of such vacancies shall be final, eliminating positions provided the criteria set forth above shall not be applied arbitrarily or creating new positionscapriciously.

VACANCIES AND TRANSFERS. A. In the event that a classroom teacher prefers or desires to change his or her field or grade level of teaching assignment, they shall so inform the Superintendent or principal in writing, preferably by April 1 of each year. B. A vacancy is defined as an unfilled position that no employee has a right to, and, the district desires to fill. Employees may have the right to a position before it is considered a vacancy. The following situations have priority before a vacancy is declared; 1. Involuntary transfers from the grade level, 2. Teachers on involuntary transfers from other grade levels, 3. Teachers on leave, 4. Teachers who are laid off. C. The Association recognizes that when vacancies occur in K-8 during the school year, it may be difficult to fill them without disrupting the existing instructional program. Such vacancy may be filled on a temporary basis until the end of the current year, at which time the position will be considered vacant.‌ Vacancies occurring during the semester in 9-12 may be filled on a temporary basis until the end of the semester, at which time the position will be considered vacant. D. Whenever a vacancy arises, the Superintendent shall promptly notify the Association and post notices of same on a bulletin board in each building. If the vacancy' occurs after the close of the school year, the Superintendent shall notify all Association members by mail. Notices of summer vacancies shall be definedsent to the Association President or his designee and to those teachers with written request for transfers on file. The Association will provide the administrator with a list of teachers who are interested in changing their teaching assignments at the end of the school year. E. The Administration shall consider all applications from the current teaching staff for any vacancy. Vacancies will be filled on the basis of qualifications and experience. When experience and qualifications are substantially equal, for purposes of this Agreementthe applicant with greater service in the District shall be given preference. (Qualifications as defined in Article XIII, as Section A., Number 5) F. If a teacher having expressed in writing a desire to change his or her field or grade level is not awarded such a position previously held by a bargaining unit member that needs to when it may become available, they may, in writing, request an explanation for not being awarded their request. Such request should be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies will be posted for a minimum of seven frled no later than ten (710) working days unless filled by after the initial teacher's work day after the vacancy has been filled. G. When transfers are made, the administration will first review written requests for transfers. Prior to making involuntary transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative administration agrees to discuss the reason transfer with the teacher(s) involved and shall consider the teacher's qualifications, length of time in the school district, and other relevant factors when making such involuntary assignments. Every attempt will be made by the administration to allow involuntarily transferred teachers to stay in that position for non-selection. The Alliance must notify the employer within at least three (3) working days years before involuntarily transferring again. It is also understood that enrollment shifts, declining enrollment, district financial problems, and reorganization could cause involuntarily transferred teachers to be transferred more often than every three years. The changing of classes at the meeting has been secondary level (7-12) does not constitute a transfer. X. Any teacher desiring to voluntarily trade or exchange his/ her assignment with another teacher may do so with adminis- trative approval. Such transfers may be granted to expand the step 1 meeting individual teaching experiences or facilitate scheduling. Such exchanges may, at the request of the grievance processteacher(s) involved, be extended for a second year. If a meeting is Voluntary transfers‌ such as these must normally be requested or a grievance is filed, in the position cannot be filled until academic year prior to such requested moves. Teachers who exchange under this process is completed. An internal staff member selected for the position provision will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given have" the option of electing an unpaid leave of absence with eligibility only for the next vacancy in returning to their classification, if qualifiedoriginal position providing that position has not been eliminated. That person shall Such exchanges may not be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended used to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsavoid layoff.

VACANCIES AND TRANSFERS. A ‌ A. The transferring of employees is the sole responsibility of the District. The President of the Association will be informed of any transfer of a member in a timely manner. Consideration will be given: 1. To those paraprofessionals currently employed and who have indicated an interest in the position (by bidding). 2. To those paraprofessionals who meet job qualifications and training. 3. To the paraprofessional’s record of past performance. B. The District shall make every effort to reach a conclusion on a posted vacancy within fifteen (15) working days after the posting has expired. Persons awarded a position who had substituted continuously in that position shall have their seniority established retroactively to the first day they substituted in that position. The District agrees to promptly post all vacancies. The vacancy posting shall include: 1. Title and category 2. Building location 3. Special qualifications 4. Job Description 5. Hours of work/work year These shall be definedposted for five (5) working days within the school system through written notice posted in each building and on the District’s website. Paraprofessionals may apply during the posting period, in writing, to the Human Resources Department for purposes the vacancy. Bid forms will be supplied by the District. In the period between school closing for the summer and the first paraprofessional work day prior to re-opening, the District shall publicize vacancies by posting on the District Website and an email to all paraprofessionals. Postings shall be for at least seven (7) calendar days. C. The President of the Association shall receive, within five (5) working days in each instance, copies of all postings and notices of vacancies filled. D. A paraprofessional's seniority shall be the determining factor in making assignments providing they meet the qualifications and/or training for the assignment. E. Any position which becomes vacant or is newly created (with the exception of overloads) will be posted in accordance with the provisions of this Agreement, as a position previously held by a bargaining unit member that needs to be . After all such new positions are filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All ; any resulting vacancies will be posted in turn. F. As overload positions are allocated for a minimum of seven (7) working days unless filled by transferthe current school year, reassignment, or recall of a laid off staff member. Notice of vacancies those on the layoff list will be given to the Alliance President placed in such positions based on seniority and Chief Alliance Xxxxxxx at the time they are posted qualifications. If no one remains on the University's electronic Notices GVSU Business boardlayoff list, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the then position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instancein accordance with the above procedure. G. If a posted position remains unfilled, all qualified internal applicants paraprofessionals on the Layoff List will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets be offered this position beginning with the minimum most senior person on the Layoff List provided they meet the qualifications of the positionposition listed on the job description. H. The District is not obligated to consider requests for transfer by probationary paraprofessionals during their probationary period. This does not apply to a request for a transfer that would be effective after completion of the probationary period. I. Vacancies will be posted and awarded as they are identified, however in order to reduce disruption, transfers into awarded positions will take place at the end of the trimester for elementary school and the end of the semester for middle and high school unless the new position is an increase of 30 minutes or more per day. Exceptions to this transfer timeline may be considered for approval by the Superintendent or designee. J. When two applicants are equally qualified an employee transfers, she/he must remain in that position for the vacant position, based on current position description and satisfactory work and attendance, remainder of the more senior qualified staff member will receive the assignmentschool year. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee ChairpersonHowever, a Human Resource representative, and an Alliance Representative to discuss paraprofessional may transfer once more if they are part-time transferring into a full-time (30 hours per week or more) position or vice versa. K. Seniority paraprofessionals shall be given first consideration for summer school openings. Compensation shall be at the reason for non-selection. The Alliance must notify hourly rate of pay in effect at the employer within three (3) working days that the meeting has been the step 1 meeting end of the grievance processprevious year. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position There will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent no continuation of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsregular year contractual benefits.

VACANCIES AND TRANSFERS. A vacancy shall be defined, for purposes of this Agreement, as A. When a position previously held by becomes vacant or new programs are established which require the services of a bargaining unit member that needs to be filledchild care assistant, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies job description listing the requirements will be posted on the bulletin board in the Office of Human Resources/Legal Affairs. During the school year, job descriptions for a minimum vacant positions will also be posted on the Flint Community Schools’ website and in the Office of seven Human Resources/Legal Affairs. All vacancies, except temporary vacancies, will be posted at least five (75) working days unless before the vacancies are filled. Vacancies may be filled on a temporary basis by transfer, reassignment, or recall of a laid off displaced staff. Displaced staff member. Notice of vacancies will be given the opportunity to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited transfer to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting these positions with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish understanding that they can do the job within eight (8) working days. Failure will have recall rights for a period of one year to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred are moving. Posting of a vacancy may be waived by agreement between the union and the Board. B. Transfers and changes of assignment shall be on a voluntary basis whenever possible. However, the Board and the Union realize that some transfers and changes of assignment will be necessary for administrative purposes. Such transfers and changes of assignment shall be made upon the recommendation of the Staff Assistant to Child Care. Employees will be given two (2) weeks notice of involuntary transfer and the reason for the transfer, if the employee so requests, except that in those cases in which a transfer must be made in less than two (2) weeks, such notice will be given as time will allow. Employees shall have the right to file a grievance protesting an involuntary transfer. Such transfers shall remain in effect during the pendency of the grievance. C. Applications to fill any vacancy or transfer shall be made in the following manner, and no application will be considered which does not meet the following requirements: 1. Each applicant shall fully complete an application form for the posted position. 2. Completed application forms should be returned to the Office of Human Resources/Legal Affairs. D. Any employee may apply for a vacancy. The Board agrees to consider job-related education, related job experience, skills, performance evaluations, length of time in the school system, district affirmative action needs, and other relevant factors. An employee must have the ability to perform all the duties and meet all the requirements of the position as set forth in the job description. Employees within the bargaining unit shall have first priority for positions under this article. In the event two or more employees applying for a position have relatively equal ability to perform the work required, seniority shall be the determining factor. E. An employee who applies for and is posted. Nothing contained in this Section is intended not selected to prevent fill a vacancy shall be given written notification. F. The decision of the University from making necessary changes in positionsBoard as to the filling of such vacancies shall be final, eliminating positions provided the criteria set forth above shall not be applied arbitrarily or creating new positionscapriciously.

VACANCIES AND TRANSFERS. Definition of Vacancy - A vacancy shall be defined, for purposes of this Agreement, defined as a position previously held by a within the bargaining unit member that needs presently unfilled including newly created positions, as well as positions currently filled but anticipated to be filled, open in the future. Definition of Transfer - Transfers shall be defined as either a voluntary or a involuntary move from one position to another within the bargaining unit. Posting of Vacancies - Vacancies occurring within the bargaining unit including newly created PSS position. When all necessary parties agree, vacancies can positions shall be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business boardAssociation bulletin board located in the teacher mail room and a copy of such posting sent to the Association president. Positions shall be posted and emailed at least 10 school days prior to being filled. Such posting shall contain the following: 1. Type of Work, and will be simultaneously posted at the University’s electronic employment website2. A vacancy will not be filled until after the posting period has expiredStart date, 3. Job Description, 4. Minimum Requirements. When filling vacancies within the bargaining unit, bargaining unit members that apply for the position shall always be given preference before non- bargaining unit employees, provided that the individual is equally qualified as determined by the Board of Education. Summer Notification - The Employer shall continue to post and email vacancies occurring within the bargaining unit during summer vacation as well as sending a copy to the Association president. Summer postings shall include be for a period of 10 days if applicable. Voluntary Transfer - Interested employees may apply in writing to the classificationSuperintendent within the 10 day posting period. If the District is unable to find an employee for a vacant educational support professional position, department, location(s), work schedule and resulting in another educational support professional employee having to take over the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications duties of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory the employee shall be paid at the higher rate of either of the positions. Summer-employment considered work and attendanceof the educational support professionals shall first be offered to a educational support professional of the bargaining unit who is qualified to perform the work. If no qualified educational support professionals bargaining unit employees apply, the more senior qualified staff member will receive District may then consider applicants from outside the assignmentbargaining unit. At Employer reserves the time of job offer, the University shall notify the selected staff member of right in its sole discretion to fill any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior most qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is postedcandidate. Nothing contained in this Section is intended to prevent Article shall limit the University from making necessary changes in positions, eliminating positions or creating new positionsRIF process as outlined by the Illinois School Code.

VACANCIES AND TRANSFERS. A vacancy The Bureau agrees to post internally all vacancies or new positions which become open either inside or outside of the Bargaining Unit. The Bureau shall be definednotify the Local, for purposes in writing, and post notice of this Agreement, as a the position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When in the Bureau’s offices and on all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies will be posted bulletin boards for a minimum of seven five (75) working days unless filled by transfer, reassignment, so that all members will know about the vacancy or recall new position. Employees shall have the right to apply for such vacancies or new positions and be considered for the same. The Bureau agrees not to advertise outside nor consider external applicants for positions until all applicants from within the Bargaining Unit have been considered and have been notified as to whether or not they are successful. It shall be the sole discretion of the Bureau to determine if and when a laid off staff membervacancy occurs. Notice of It is understood that all vacancies outside the Bargaining Unit will be given open to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business boardapplication non-bargainingunit staff. The Bureau agrees to post all non-bargaining unit positions concurrently with external advertisements. For administrative positions, and internal applications will be simultaneously posted at disposed of prior to external interviews. For executive director and director positions, internal applicants will be considered with the University’s electronic employment websiteexternal candidates. A vacancy will not be filled until after the Any posting period has expired. Job postings shall include the classificationjob title, departmentsalary range, location(s)the program and unit, work schedule the qualifications required, and the position descriptionclosing date of the competition. The search committee All will include a PSS memberreference to the appropriate job description available in all units in a Job Description Manual. TypicallyIt shall be the exclusive right of the Bureau to determine the qualifications for any vacancy and, vacancies upon request; the criteria upon which the hiring decision was made shall be forwarded to the Local. When a vacancy occurs the following factors shall be considered by the Bureau in evaluating candidates for the vacancy: Skill, ability, experience, knowledge, and training; Seniority; It is understood that where the qualifications referred to in above are relatively equal, will govern. Transfers Employees may place their name on a transfer list, for consideration of lateral transfer only during the posting period. These employees will only be posted as an open search available considered for both internal and external applicants. A job posting limited to the vacancy after all internal applicants may occur upon approvalhave been considered and notified. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification It is understood that this is not a competition and therefore the criteria for not selecting an internal applicant who meets transfer into a position are at the minimum qualifications sole discretion of the positionBureau. When two All applicants are equally qualified for the vacant positionshall be informed in person, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignmentphone. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject by ordinary mail as to the grievance procedure. The staff member shall also have the option to elect to return to disposition of their former position application within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions.ten

VACANCIES AND TRANSFERS. A. A vacancy shall be defined, for purposes of this Agreement, defined as a an unfilled position previously held by an employee that the employer intends to fill or when a bargaining unit member that needs new position is created. Temporary vacancies of up to ninety (90) calendar days or less shall not be filled, or considered a newly created PSS position. When all necessary parties agree, vacancies can be filled vacancy as defined by organizational advancement or transfer from within the hiring department this article and shall not require posting. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given subject to the Alliance President conditions set forth. In addition, vacancies created by personal illness leaves and Chief Alliance Xxxxxxx at maternity leaves as provided under Article XI, Section A. shall not be considered a vacancy. B. If an employee is transferred to a position under the employer not included in the bargaining unit and within six (6) months thereafter is transferred to an open position to have been retained and accumulated while working in the position to which the employee is transferred for the purpose of all seniority rights and benefits provided for in this agreement; provided, however, if an employee is transferred back into the bargaining unit as above defined after six (6) months the employee shall retain seniority as of the date of transfer to the position outside of the bargaining unit, but shall not accumulate any seniority for the time they are working in the position outside of the bargaining unit, except for the purpose of any fringe benefits provided for in this agreement. C. When a vacancy exists within the bargaining unit and the employer decides to fill it, notice of such vacancy shall be posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted bulletin board at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within least three (3) working days that prior to filling such vacancy or position. Vacancies are to be posted in the meeting has been following manner: the step 1 meeting type of the grievance process. If a meeting is requested or a grievance is filedwork, the position canstarting date, the rate of pay, and the qualifications. Necessary qualifications shall be established by the employer, and will include certification when appropriate, interested employees shall apply in writing to the superintendent or his designee. The employer will not be filled until this process is completed. An internal staff member selected for the position will be required to establish fill a position which becomes vacant after March 15, of that they can do the job existing school year. However, any position which becomes vacant prior to March 16, of that existing school year will be filled within eight thirty (8) working 30) school days. Failure Any position that becomes vacant or newly created vacancies during the summer months will be filled in the following manner. The superintendent or his designee shall notify each member as to qualify the vacancies. This can be done by either a phone call talking directly to the member, not to the answering machine, or by U.S. mail. D. Resulting vacancies which are created by internal transfers will be filled in the following manner: Drivers and monitors will bid on runs according to seniority at a meeting called specifically for this purpose. In the case of a driver’s or monitor’s inability to attend due to illness or other legitimate reason, as determined by the supervisor, a signed intent stating which routes the driver would be interested in, should they become available, may be submitted prior to the meeting. E. Requests for a transfer to a different position shall result be made in returning writing and filed with the selected staff member superintendent or his designee. F. Any employee who fills a vacancy by voluntary transfer shall not be allowed another transfer within the same route classification as defined in Article 5, during the current school year unless such transfer is in the best interest of the district as determined by the employer. G. At the option of the board, in the case of inability to handle the new position, the transportation supervisor shall return the employee to their former position and previous position; this matter is not subject to the grievance procedure. The staff member shall also have . X. Xx involuntary transfer will be made in case of emergency or to prevent disruption of the option transportation program. I. When filling a vacancy, the board will give weight to elect to return length of time in the district, experience, and work record. J. District financed summer jobs will be offered in accordance with seniority and qualifications. K. If an employee accepts a vacancy that is less than full-time (5 days a week) and a full-time vacancy opens within the same school year, the employee may bid on the full-time position. L. Employees may not add part-time positions to their former position within eight regular schedule which would place them over (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time40) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsforty hours per week.

VACANCIES AND TRANSFERS. A A. When a position becomes vacant or new programs are established which require the services of Xxxx Adult High School Assistants, the job description listing the requirements will be publicized by posting in Xxxx Adult High School major centers, during the school year, and during the summer months by posting on the bulletin board in the Office of Human Resources/Legal Affairs. B. Transfers and changes of assignment shall be on a voluntary basis whenever possible. However, the Board and the Union realize that some transfers will be necessary for administrative purposes. Such transfers shall be made upon the recommendation of the Xxxx Adult Administrator or designee. Employees will be given two (2) weeks notice of involuntary transfer and the reasons for the transfer, if the employee so requests, except that in those cases in which a transfer must be made in less than two (2) weeks, such notice will be given as time will allow. Employees shall have the right to file a grievance protesting an involuntary transfer. Such transfers shall remain in effect during the pendency of the grievance. C. All vacancies subject to the terms of provision A, except temporary vacancies shall be posted on the employee bulletin board and Xxxx Adult High School major centers (other than in the summer months), and in the Office of Human Resources/Legal Affairs at least five (5) working days before the vacancies are filled; provided any vacancy may be filled on a temporary basis for a period not to exceed twenty-three (23) working days; further provided that posting may be waived by agreement between the Union and the Board. D. Applications to fill any vacancy or transfer shall be made in the following manner, and no application will be considered which does not meet the following requirements: 1. Each applicant shall fully complete an application form for the posted position. 2. Completed application forms should be returned to the Office of Human Resources/Legal Affairs. E. Any employee may apply for a vacancy. The Board agrees to consider job-related education, related job experience, skills, performance evaluations, length of time in the school system, and other relevant factors. An employee must have the ability to perform all the duties and meet all the requirements of the position as set forth in the job description. Employees within the bargaining unit shall have first priority for positions under this Article. In the event two or more employees applying for a position have relatively equal ability to perform work required, seniority shall be the determining factor. F. An employee who applies for and is not selected to fill a vacancy shall be definedgiven written notification. G. The decision of the Board as to the filling of such vacancies shall be final, for purposes of this Agreement, as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within provided the hiring department and criteria set forth above shall not require posting. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, applied arbitrarily or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionscapriciously.

VACANCIES AND TRANSFERS. A vacancy ‌ 15.1 Unit members may apply for new permanent unit member positions or existing unit member positions which become vacant. Application for such vacancies shall be defined, for purposes of this Agreement, as a position previously held filed by a bargaining the unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from in writing with the Human Resources Office within the hiring department and shall not require postingposting period. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, or recall The selection of a laid off staff memberunit member to fill a vacancy is at the discretion of the District. Notice of vacancies will In all cases, unit member applicants who are not selected, upon request, shall be given to a written explanation of the Alliance President and Chief Alliance Xxxxxxx at District's decision within 30 days of the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment websiterequest. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant Current District Employees who meets meet the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will shall receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes one point in the positionscreening process in recognition of the institutional value to the District in staff retention. The Human Resources Officepoint will be added to the current employee’s total, after the average points for all candidates is calculated. Unit members on leave of absence who cannot personally file an application for vacancy due to illness or their designeeinjury, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources the District to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and arrange for an Alliance Representative to discuss the reason for non-selectionalternative procedure. The Alliance must notify District shall send a notice of vacancy to unit members on leave of absence by first class mail to the employer unit member's last known address provided the unit member has filed both a written request for consideration for such vacancy within three (3) months prior to the initial posting and written notice with the District Human Resources Office of his/her leave- of-absence, citing the dates of anticipated leave. 15.2 The District shall post vacant positions on the employment opportunities webpage for a period of not less than six (6) working days that prior to the meeting has been the step 1 meeting closing of the grievance processvacancy. If The District shall provide an accessible PDF copy of each vacancy posting to the CSEA Chapter President or designee via email not less than six (6) working days prior to the closing of the vacancy. In cases where a meeting is requested or a grievance is filedvacancy reoccurs with six (6) months of the District having previously filled the vacancy, the position District may consider finalists who previously applied for the position. The District will repost internally for six working days should the District consider this option for refilling the vacancy. Internal applicants who apply and meet the minimum qualifications shall receive an interview with the hiring manager. 15.3 Unit members on leave of absence who cannot be filled until this process is completed. An internal staff member selected personally file an application for vacancy due to illness or injury, may contact the position will be required District to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance arrange for an alternative procedure. The staff member District shall also have the option send a notice of vacancy to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid unit members on leave of absence by first class mail to the unit member’s last known address provided the unit member has filed both a written request for consideration for such vacancy with eligibility only for three (3) months prior to the next vacancy in their classificationinitial posting and written notice with the Human Resources Office of his/her leave-of-absence, if qualified. That person shall be disqualified from consideration when citing the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsdates of anticipated leave.

VACANCIES AND TRANSFERS. A. A vacancy shall be defined, for purposes of this Agreement, as a position previously held by a bargaining unit member that needs to be filled, or is a newly created PSS position or a vacated present position that the Employer intends to fill on an ongoing basis. B. A “temporary vacancy” is a position existing for less than thirty (30) consecutive workdays. Vacancies, which extend beyond the thirty (30) day time period shall be, posted as a permanent vacancy. C. Vacancies shall be posted within 10 days of the occurrence and sent to the union President (or designated representative) for distribution to post in each building or work area for a period of ten (10) workdays. Said postings shall contain the following information: 1. Type of work/job classification 2. Location of work 3. Starting Date 4. Rate of pay 5. Hours to be worked 6. Minimum requirements D. Interested employees may apply in writing to the Superintendent, or designee, within the ten (10) day posting period. The employer shall notify the union President or designated representative of vacancies occurring during the summer months (June, July, August) by electronic mail or by sending notice of same in sufficient quantity to allow a copy to be mailed to each employee who has furnished the union with adequate numbers of self-addressed, stamped, envelopes to their summer address. Vacancies shall be filled with a qualified applicant, considering the job description and work history, among other relevant factors. Where two or more candidates have equal qualifications, the applicant having the greatest seniority shall be awarded the position. When all necessary parties agreeShould no qualified employee apply, vacancies can the Employer may fill the vacancy from any source. E. The union President or designee shall receive notification of employees who applied for the position. Within ten (10) workdays after the expiration of the posting period, the Employer shall make its decision as to which applicant has been selected to fill a position or provided reason why more time is required. Each applicant and the union shall be filled by organizational advancement notified of who was selected to fill the position. X. Xxxxxxxxx selected to fill a vacancy or transfer transferred from within the hiring department and one position to another shall not require posting. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given a fifteen (15) work day trial in which to show his/her ability to perform on the new job. The Employer shall give reasonable assistance to enable him/her to perform up to the Alliance President and Chief Alliance Xxxxxxx at Employer’s standards in accordance with the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position job description. The search committee will include a PSS member. Typically, vacancies will employee shall be posted as an open search available for both internal and external applicants. A job posting limited evaluated using the standard evaluation form (Appendix A) prior to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications end of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions.fifteen

VACANCIES AND TRANSFERS. A vacancy shall be defined, for purposes of this Agreement, as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When 9.01 During the school year all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies in certified/licensed staff positions which occur will be posted sent electronically via email. Such posting shall take place for a minimum of seven (7) calendar days except from August 1st through the first two (2) weeks of September when such posting shall be for only two (2) working days unless days. During August 1st through the first two (2) weeks of September, the district shall send out an all call notification in addition to the electronic email notification. 9.02 During the summer months when school is not in session, job postings will be sent electronically via school email, and an “all call” will be made to staff notifying them of the posting. 9.03 The filling of vacancies in the bargaining unit shall be made by the Superintendent. In filling such vacancies, the Superintendent will consider the following: • Contribution individual could make to pupils in the position. • Appraisal and recommendations made by the principals. • Qualifications for the position to be filled and when appropriate the position which would be vacated. • Opportunity for professional growth; • Improvement of the educational program or services; and, • The length of service in the district. A. The Association President shall receive notification of all internal bargaining unit member applicants for any district vacancy. B. Any bargaining unit member(s) who applies for a vacancy and is properly licensed for the said position shall be granted an interview. C. Outside candidates not licensed/certificated for the vacancy or who will not have the ability to obtain the required license/certificate by transferthe initial work day of the contract year in which s/he is to be employed will not be provided an interview over an internal candidate who is properly licensed. 9.04 Change in Assignment, reassignmentVoluntary and Involuntary Transfers A. Assignment/Change in Assignment 1. Each year by February 1, the Superintendent shall send a notice to the members of the bargaining unit inquiring as to their desires for building placement, grade level/subject assignments, and supplemental contracts. All Intent forms must be returned to the Superintendent by April 1st each year. Intent forms shall be voided each October. 2. Changes in teaching assignment from the previous year shall be discussed with the bargaining unit member first before action is taken. Bargaining unit members under contract as of May 1 for the following school year will be notified in writing by June 15 of their subject area(s) and/or grade to be taught and the building where they will teach. Secondary teachers will be notified in writing by June 15 about their tentative class schedule and number of periods in the school day. 3. An effort will be made to maintain these assignments. If a change is made in the tentative assignment, or recall of a laid off staff member. Notice of vacancies the assignment is different from the previous year, an explanation will be given to the Alliance President affected bargaining unit member by the Superintendent or his designee, with the final decision being made by the Superintendent. Nothing shall prohibit a member of the bargaining unit from discussing a desired change in assignment with the Superintendent. 4. If secondary scheduling and Chief Alliance Xxxxxxx at elementary attendance patterns are under study, then the time they are posted on the University's electronic Notices GVSU Business board, and assignment letter will be simultaneously posted at the University’s electronic employment websitesent out as soon as possible, if not by June 15. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule The bargaining unit member(s) and the position description. The search committee will include a PSS member. Typically, vacancies Association will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets notified in advance if the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position June 15 date cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsmet.

VACANCIES AND TRANSFERS. A A. When the Board creates a new position or fills a vacancy in an existing position, the position shall be defined, posted on the district’s website for not less than five (5) workdays before being filled (for purpose of this article the end of the day (11:59 p.m. EST) on the 5th day shall end the posting period.) B. Any Employee who wishes to apply for a transfer may do so in writing within the five (5) day posting period (for purposes of this article the end of the day (11:59 p.m. EST) on the 5th day shall end the posting period.) C. Employees within the same job classification (as listed in the recognition article of this Agreement, ) as a the vacancy shall have priority for the vacancy over all applicants. The Superintendent or designee shall interview all candidates within the classification who are interested in transferring. The most senior (based upon classification seniority) qualified1 shall be awarded the position. D. If the position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be is not filled by organizational advancement or transfer from an Employee within the hiring department and same job classification, the Superintendent or designee shall not require postinginterview Employees from other classifications. All vacancies will The most senior, (based upon District seniority) 1 Qualifications shall be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted based on the University's electronic Notices GVSU Business boardjob description, job posting, testing, and will interview results. qualified2 employee shall be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of awarded the position. When two applicants are equally qualified In the event of a tie in seniority, the tie will be resolved by coin flip. Once the tie in seniority is broken by coin flip, the seniority order for those employees involved is resolved for all time. E. If no Employee is selected to fill the vacant position, based the Board may hire an outside applicant. F. An Employee who transfers into a position with a higher rate of pay shall be placed on the step that is closest to their current rate of pay that will result in the employee receiving an increase of at least $.25 per hour. An Employee who bids on a position description with a lower rate of pay and satisfactory thereby transfers into such position he/she shall be placed on the salary schedule step that is commensurate with the Employee’s step he/she is transferring from. X. Xx Employee who transfers to a new or vacant position shall have ten (10) work and attendancedays to determine whether he/she would like to return to his/her previously held position. If he/she decides to return to the previously held position, the more senior qualified staff member will receive the assignment. At the time of job offer, the University he/she shall notify the selected staff member Executive Director of any known or impending changes in Human/Material Resources of such decision and shall be returned within thirty (30) workdays. The Board also shall have the right to return an Employee to his/her previously held position. The Human Executive Director of Human/Material Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must shall notify the employer Employee within three ten (310) working days that workdays and shall return the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required Employee within thirty (30) workdays to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionshis/her previously held position.

VACANCIES AND TRANSFERS. A. A vacancy shall be defineddefined as a newly created position within a classification represented by the Association or a present position within a classification that is represented by the Association that becomes vacant by reason of the permanent separation (by resignation, death, discharge, et cetera, of the employee formerly in said position). No "vacancy" shall exist for purposes of the Article unless and until the Board shall determine to fill any such position, which determination shall be the sole discretionary authority of the Board. Both parties agree to allow for the holding open of bargaining unit positions for up to thirty (30) working days before filling such position. B. Vacancies shall be posted no less than six work days in a conspicuous place in each school building prior to filling the vacancy, except in such cases as the Board shall deem it necessary to dispense with this procedure in order to expeditiously fill a vacancy which the Board in its sole discretion determines must be filled on a more immediate basis. The posted notice will set forth any written requirements for the position and will be accompanied by a job description. The notice shall also identify the classification of the position, projected starting date (if a newly created position), and the initial assigned hours of duty. During the summer, Association President shall be notified of vacancy posting. 1. Employees may apply for a position by filing a written application with the Superintendent of Schools or his designee within the applicable posting period. All employees so applying will be given reasonable consideration for the vacant position. C. The most seniored employee applicant within the same classification as the existing vacancy, and being deemed qualified for such vacancy, shall be awarded the vacancy. D. The Board shall fill vacancies according to the Board's determination of which of the applicants for the position is best "qualified," as that term is defined in this Agreement, as a position previously held by a bargaining unit member to perform the duties and responsibilities of the vacant position. 1. In the event the Board shall determine that needs to be filled, two or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from more applicant employees within the hiring department and shall not require posting. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants same classification are equally qualified for the vacant position, based on current the Board shall award the position description and satisfactory work and attendanceto the applicant employee (if any) with the most seniority. E. The Board, or its designated representative, shall upon making its decision with regard to filling a vacancy with a particular applicant, notify the President of the Association of the applicant selected. F. In the event of promotion within classification, the more senior qualified staff member will receive employee shall be given a 30 day work trial in which to show his/her ability to perform on the new job. If the employee is unable to demonstrate the ability to perform the work required during thistrial period, the employee shall be returned to his/her previous assignment. At The promoted employee's former position will be filled with a substitute until promotion of employee is finalized. G. An employee involved in a voluntary transfer out of classification, shall be treated as a new employee except for seniority and other provisions which are awarded to members on a unit basis as opposed to classifications. H. The unilateral right to impose involuntary transfers, either temporarily or permanently is expressly reserved to the time Board of Education, or its designated representative. An employee, except for custodians, temporarily transferred shall be paid his or her regular rate in hours or the rate and hours for the job offerto which he or she is transferred whichever is greater, while performing such work. An employee permanently transferred shall be paid the rate for the job to which he or she is transferred to. I. A transfer shall be defined as a movement from one classification to another classification. A transfer shall not be deemed a demotion unless it causes the employee to experience a reduction in pay. A change in assignment, location of assignment or hours of work shall not be deemed a transfer. J. An employee may request a transfer to a different position by submitting a written request to the Superintendent of Schools and filing a copy of said request with the President of the Association. The request shall set forth the position sought, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected individual's qualifications for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representativesought, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that request. K. An aide substituting in classification will be offered extra hours on a rotating basis to the meeting has been employee qualified to do the step 1 meeting of the grievance processwork. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternativemonetary gain for a second aide employee, it may a substitute will be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred called in to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionstake that aides place.

VACANCIES AND TRANSFERS. A A. When the Board creates a new position or fills a vacancy in an existing position, the position shall be defined, posted on the district’s website for not less than five (5) workdays before being filled (for purpose of this article the end of the day (11:59 p.m. EST) on the 5th day shall end the posting period.) B. Any Employee who wishes to apply for a transfer may do so in writing within the five (5) day posting period (for purposes of this article the end of the day (11:59 p.m. EST) on the 5th day shall end the posting period.) C. Employees within the same job classification (as listed in the recognition article of this Agreement, ) as a the vacancy shall have priority for the vacancy over all applicants. The Superintendent or designee shall interview all candidates within the classification who are interested in transferring. The most senior (based upon classification seniority) qualified1 shall be awarded the position. D. If the position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be is not filled by organizational advancement or transfer from an Employee within the hiring department and same job classification, the Superintendent or designee shall not require postinginterview Employees from other classifications. All vacancies will The most senior, (based upon District seniority) 1 Qualifications shall be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted based on the University's electronic Notices GVSU Business boardjob description, job posting, testing, and will interview results. qualified2 employee shall be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of awarded the position. When two applicants are equally qualified In the event of a tie in seniority, the tie will be resolved by coin flip. Once the tie in seniority is broken by coin flip, the seniority order for those employees involved is resolved for all time. E. If no Employee is selected to fill the vacant position, based the Board may hire an outside applicant. F. An Employee who transfers into a position with a higher rate of pay shall be placed on the step that is closest to their current rate of pay that will result in the employee receiving an increase of at least $.25 per hour. An Employee who bids on a position description with a lower rate of pay and satisfactory thereby transfers into such position he/she shall be placed on the salary schedule step that is commensurate with the Employee’s step he/she is transferring from. G. An Employee who transfers to a new or vacant position shall have ten (10) work and attendancedays to determine whether he/she would like to return to his/her previously held position. If he/she decides to return to the previously held position, the more senior qualified staff member will receive the assignment. At the time of job offer, the University he/she shall notify the selected staff member Executive Director of any known or impending changes in Human/Material Resources of such decision and shall be returned within thirty (30) workdays. The Board also shall have the right to return an Employee to his/her previously held position. The Human Executive Director of Human/Material Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must shall notify the employer Employee within three ten (310) working days that workdays and shall return the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required Employee within thirty (30) workdays to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionshis/her previously held position.

VACANCIES AND TRANSFERS. A (A) An unfilled position becomes a vacancy shall be defined, for purposes of this Agreement, as a position previously held by a bargaining unit member that needs only when the Appointing Authority or designee determines to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in post the position. The Human Resources OfficeCity will make a good faith effort to adjust the schedule of an employee who applies for a promotion, transfer, orvoluntary demotion in another department of the City, in order to permit the employee to interview and/or test for that position. Vacancies in positions above a lower rank or their designee, will provide internal applicants grade of any category in the bargaining unit shall be filled insofar as practical by promotion of eligible and qualified employees. All employees who fill these vacancies shall have gone through the initial screening process for that rank or grade. All classifications in Appendix A shall not selected for be filled by unqualifiedpersons. (B) Vacancies within the position with rationale for CODE bargaining unit may be filled by the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with following methods: (1) May be filled by Intradepartmental Posting / Determination of Interest; (2) May be filled by Interdepartmental Transfer from within the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three CODE Bargaining Unit (same classification transfers or classifications listed in Appendix A-1); (3) working days that May be filled by voluntary demotion; (4) If not filled by the meeting has been routes outlined above in 1-3, positions shall be filled by the step 1 meeting of route(s) outlined below. (C) If the grievance process. If a meeting is requested below listed classifications are not filled by transfer or a grievance is fileddemotion, the position canshall be filled using a competitive examination process if there are fifteen (15) or more qualified applicants. These positions shall be posted as open competitive, and the City shall create a single eligible list containing qualified promotional and open candidates. The City may select candidates from the combined list without regard to whether the candidate is Open or Promotional. Assistant Supervisor of Customer Service (including parentheticals) Building and Grounds Maintenance Crew Leader (including parentheticals) Emergency Services Dispatch Supervisor (including parentheticals) Plant Maintenance Supervisor Service Area Coordinator (including parentheticals) Parks/Recreation Maintenance Crew Leader (including parentheticals) Parks/Recreation Programming Coordinator Supervisor of Maintenance Sewer Maintenance Crew Leader (D) All classifications not listed in Section C above that are not filled through transfer or demotion shall be filled using a non-competitive process, unless the City in its exclusive election, decides to administer a competitive examination. Noncompetitive process is defined as a review of the applicants to determine if the applicants meet the minimum qualifications for the position. This section shall also apply to all classifications listed above in Section C if there are fewer than fifteen (15) qualified applicants. (E) CODE employees shall not be filled until this process is completedprohibited from laterally transferring into non-CODE positions (and vice versa) solely due to a difference in the salary ranges of the two positions, if the two positions had identical salary ranges as of the date of creation of the bargaining unit. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changesHowever, transfer no employee shall be with paid a salary greater than the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only range established by this Agreement for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionshis/her position.

VACANCIES AND TRANSFERS. The Board will provide notice of all vacancies occurring within the District to CHESS. A vacancy is defined as any position within this bargaining unit which is unfilled for any reason. A job description may be obtained from the building principal’s secretary or the District office. Decisions of whether and with whom to fill a vacancy shall be definedsolely at the discretion of the Board. Employees interested in a transfer may apply in writing to the Superintendent or designee within the posting period. If no vacancy exists but an employee seeks a future voluntary transfer, for purposes of this Agreement, as the employee may submit a written request to the Superintendent or designee at any time which requests a transfer to a position previously held for which the employee is qualified. The Superintendent or designee shall keep such requests on file for one year, and are renewable after one year upon written notice to the Superintendent or designee. The parties understand that by filing a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies will be posted request for a minimum of seven (7) working days unless filled by voluntary transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternativeguarantee that the employee will receive a transfer. If the Board determines that an involuntary transfer of duties and/or classifications is appropriate, it may be involuntaryshall notify CHESS in writing and, upon request from CHESS and the affected employee, discuss the effect of the decision upon the bargaining unit. When involuntary a transfer is requiredoccurs moving between a 9, 10, and 12 month basis, that employee will receive a salary equal to the lowest salary earned by an employee with comparable years of experience. When a transfer occurs to 9 month from somewhere else (cooks, custodians, maintenance), the least senior qualified staff member shall be employee’s wage or salary will equal the entry level for that classification, as provided in Appendix A to this contract, unless past similar experience, as determined by the Director of Human Resources, allow for credit on the salary schedule. When a less then twelve (12) month employee is transferred to a similar position twelve (e.g.12) month employee position, classification, full or part-timethe employee will start at year one (1) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsvacation days.

VACANCIES AND TRANSFERS. A. A vacancy shall be defined, for purposes of this Agreement, defined as a any new or existing position previously held by a within the bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require postingis currently unfilled. 1. All vacancies will and new positions shall be posted. Positions opening during the school year shall be posted for a minimum of seven five (75) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure Positions open during the summer shall be posted for fourteen (14) days. Notification of all vacancies and new positions that occur between school years shall be mailed to qualify the President of the Association and to all bargaining unit members including any members on layoff. 2. All Bargaining Unit employees and all members currently on layoff are eligible for voluntary transfer into open positions by seniority for which they are qualified under Article IX. 3. Vacancies resulting from voluntary transfers shall result be posted and filled as in returning A(l) and A(2). 4. After all voluntary transfers are made, the selected staff member Board may recall to their open positions or hire from outside the bargaining unit. B. If there is more than one (1) opening, the employee will indicate a priority of choices if applying for more than one (1) position. C. Applicants for vacant positions must make written application not later than the specified closing date. D. The President of the Association and all Bargaining Unit Members who have applied for a vacancy shall be notified when the positions have been filled. E. Involuntary transfers shall only be made to avoid the layoff of a Bargaining Unit Member or as necessary to meet the educational needs of students. Such transfers shall be made by moving the least senior Bargaining Unit Member whenever possible. This language is not intended to reduce the hours or compensation of any Bargaining Unit Member. X. Xxxxxxxxxx unit members who are solely employed as latch key workers will be granted a thirty (30) working day trial period when he/she transfers to another position. During that trial period, the employee shall have the opportunity to revert back to hislher former position and a letter of explanation shall be submitted to the Deputy Superintendent. If at any time during the trial period the Board objectively believes the employee is not subject able to satisfactorily perform the job, such employee shall be returned to hislher former position and notice of such action including rationale shall be submitted to the grievance procedure. The staff member shall also have employee in writing with a copy to the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions.association president.‌

VACANCIES AND TRANSFERS. A When the District determines that a vacancy shall be definedexists, for purposes of this Agreement, as a position previously held by a bargaining unit member that needs members will be given an opportunity to apply for said vacancies. Members may be fillednotified of vacancies by the HR Department through TalentEd Recruit & Hire (staff will receive training and support as needed) and a district-wide email for posting within the buildings. 19.1 Transfers within Custodial and Food Service Departments Employees within the department of the opening, interested in open positions, will attend a bid fair where the available position(s) are posted. An employee must be present or have submitted a newly created PSS bid in writing for the open position. When all necessary parties agree, vacancies can The most senior employee will be filled by organizational advancement or transfer from given the open position. This process will continue until a single vacancy exists that no employee within the hiring department and shall not require bids. This position will be left open internally for forty-eight (48) hours so that any employee within said department may still bid on that position during that time prior to external posting. All vacancies will be posted for a minimum of seven (7) working days unless filled by transferShould multiple employees bid during this time, reassignment, or recall of a laid off staff member. Notice of vacancies it will be given to the Alliance President most senior employee, and Chief Alliance Xxxxxxx said employee may forego their ten (10) working day trial period (see below). The newly vacant position will be immediately posted to IUOE membership and externally. The District will make an attempt to fill the vacant position with the senior qualified employee within thirty (30) calendar days following the vacancy. 19.2 Each employee may submit a bid or letter of request or transfer from one department to another, or one shift to another. 19.3 Employees will have up to ten (10) working days following assignment to a new position or school to determine whether or not to return to their original position. Sub-personnel may fill transferred employee's position during the probation period. 19.4 Vacant positions during the summer months may be filled with a 210 position. If no one volunteers to work during the summer then the position can be filled by a substitute, the open position will be held in abeyance until the start of the new school year at such time the time District will post said position in accordance with District policy. Departmental seniority rather than District seniority will apply when a person is bidding a position within the Department in which they are posted working. Personnel transferring from one department to another will retain District seniority. However, seniority within the new department will only begins to accrue after successful completion of the trial/ probationary period. Departments are defined as: Maintenance - Mechanic - Grounds - Custodial - Transportation - Food Service Delivery- Information Services Any job description created or modified in the future will be negotiated by the Union and the District. 19.5 An employee on probation or disciplinary suspension is not entitled to bid on any vacancy, which exists during this period except with the approval of the Supervisor. 19.6 The School District will provide the Union annually, by February with a seniority list of employees. 19.7 Monthly the District will provide a listing of new employees, including address, terminated employees, and notices of employees on leaves of absence. Any time there is a change in an employee's rate of pay, the District will notify the Union. 19.8 Regular employees that bid on and are assigned to a higher classification will serve a probationary period of up to thirty (30) calendar days. The District may extend the probationary period up to ninety (90) days if warranted. Employees should possess the skills and qualifications prior to bidding on the University's electronic Notices GVSU Business boardfollowing positions: HVAC Technician. Information Services Engineer, and will be simultaneously posted at the University’s electronic employment websiteMechanic. A vacancy will not CDL is required for all bus drivers before they begin their probationary period. Employees applying for a new position must be filled until after able to reasonably obtain the posting period has expired. Job postings shall include the classification, department, location(s), work schedule skills and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for new position during the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance processprobationary period. If both the District and employee mutually agree the probationary period may be shortened. 19.9 A regular employee serving a meeting is requested or probationary period in a grievance is filed, the position cannot higher classification may be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member reassigned to their former position and is not subject to the grievance procedureduties. The staff member shall also have the option to elect An employee may voluntarily request to return to their former position within eight (8) working daysduring the probation period. When making departmental changes, transfer shall be with If the consent of District determines that the staff member whenever possible but when there employee's performance is no reasonable alternative, it unsatisfactory they may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred also return said employee to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsformer position.

VACANCIES AND TRANSFERS. A vacancy shall be defined, for purposes of this Agreement, as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from position within the hiring department and shall not require postingbargaining unit. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, reassignment or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx Grievance Chairperson at the time they are posted on the University's electronic Notices GVSU Business board, bulletin board and will be simultaneously posted at the University’s electronic employment websiteHuman Resources Office. A vacancy will not be filled until seven (7) working days after it is posted on the posting period has expiredUniversity’s electronic bulletin board or other communication method with similar distribution. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications ) of the position. Upon filling the position, the University shall notify the staff member of any changes in the job location(s) from the job posting. The position may be filled temporarily pending a permanent assignment. A review of all internal candidate applications will be conducted in the Human Resources Office. In the event that it is determined that an internal candidate does not meet the minimum qualifications for the posted position, such candidate shall be notified by the Human Resources Office and will be given the opportunity to elaborate on his or her qualifications. Candidates will be allowed two (2) business days to update their application packets, which will then be forwarded on the same basis as other qualified applicants to the selecting Officer for review. All applications shall be sent to the selecting official(s). Internal candidates who meet the minimum qualifications as listed on the position posting shall be given an interview by the selecting official(s). The selecting official will determine which candidates meet the minimum requirements consistent with the job posting. In the event that the selecting official does not select to interview an internal candidate, the Human Resources Office will provide such individual(s) with the reasons for the non-selection. When two applicants people are equally qualified for the vacant position, based on a current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At Persons assigned will be required to establish that they can do the time of job offer, within eight (8) working days. Failure to qualify shall result in returning the University shall notify person to the selected former position and is not subject to the grievance procedure. The staff member of any known shall also have the option to elect to return to his or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the her former position with rationale for the decisionwithin eight (8) working days. Candidates who were interviewed but not selected may contact notify Human Resources to schedule a meeting with the Search Committee Chairpersonselecting official, a Human Resource representative, representative and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting Nothing contained in this Section is requested intended to prevent the University from making necessary changes in positions, eliminating positions or a grievance is filed, the position cannot be filled until this process is completedcreating new positions. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer Transfer shall be with the consent of the staff member whenever possible but when there is no other reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g.i.e., classificationtitle, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualifiedtitle. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions.

VACANCIES AND TRANSFERS. A Section 9.1. When the Employer determines that a permanent vacancy shall be defined, for purposes of this Agreement, as a position previously held by exists in a bargaining unit member that needs position which the Employer intends to be filledfill, or other than original appointments from an eligible list, and such vacancy is not filled through recall from a newly created PSS position. When all necessary parties agreelayoff list, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies Employer will be posted post a vacancy notice in each facility where bargaining unit employees are assigned for a minimum of seven (7) working days unless filled calendar days. The posting will include the following information concerning the vacant position: classification title, rate of pay, and minimum qualifications, including required skills, abilities, and licenses. When the specific work hours (start and ending times) of the position have been determined by transferthe Employer, reassignmentand the vacancy is still posted, the Employer shall make this information available to all bargaining unit employees subject to this contract. Information shall be shared via electronic mail, inter-office memorandum, or recall of any other means determined appropriate by management. During the posting period, any bargaining unit employee wishing to apply for the vacancy shall do so by submitting a laid off staff member. Notice of vacancies will be given written application to the Alliance President and Chief Alliance Xxxxxxx at Employer. The Employer may also post the time they are posted on vacancy externally during the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment websiteseven (7) calendar day period. A vacancy will The Employer shall not be filled until obligated to consider any applications submitted after the posting date and shall not consider any applications that do not meet the minimum qualifications for the job. Section 9.2. All timely filed applications shall be reviewed considering the following criteria: seniority, qualifications, experience, education, work record, previous job performance, disciplinary record, physical and mental capability. The Employer shall select the employee(s) to fill the vacancy based on the following: A. Possession of any required license(s) B. Ability to perform the work C. Satisfactory records of attendance and discipline D. Seniority The senior qualified employee requesting transfer shall be awarded the vacancy providing he or she meets qualifications A through C above. Those employees who are currently assigned to the facility where the vacancy exists shall be given first opportunity to any vacancy provided for in this Article. If no employee in the same facility provides written notice to the Employer of his or her desire to be considered for such vacancy, then the Employer may offer the opportunity to bargaining unit employees in other facilities of the Employer. Section 9.3. If there are no qualified applicants for a vacancy, the position may be filled by a new hire. The Employer reserves the right to make temporary assignments pending the posting process and to make temporary reassignments due to staffing needs as provided for in Article 15 of this Agreement. Section 9.4. Nothing in this Article shall be construed to limit or prevent the Employer from temporarily filling a vacancy for one (1) period has expirednot to exceed one hundred twenty (120) calendar days, pending the Employer’s determination as to whether or not the vacancy should be filled on a permanent basis. Section 9.5. Job postings While unfilled vacancies occurring in facilities, other than those facilities presently manned by this bargaining unit, shall be filled according to this Article, an employee transferring to such new facility shall serve a transfer probationary period according to the provisions in Article 33 (Probationary Period). Current facilities manned by the bargaining unit shall include the classificationHamilton County Courthouse, departmentHamilton County Justice Center, location(s)000 Xxxx 0xx, work schedule and the position description. The search committee will include a PSS member. Typically000 Xxxxxxxx, vacancies will be posted as an open search available Xxxx X. Xxxxxxx Center for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instanceCounty Government, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance250 Xxxxxxx Xxxxxx Xxxx, the more senior qualified staff member will receive the assignment. At the time of job offerCrime Lab at 0000 Xxxxxx Xxxxx Road, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office2020 Auburn Avenue, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative111 Tri-County Parkway, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions.000 X.

VACANCIES AND TRANSFERS. A. A vacancy shall be defined, for purposes of this Agreement, defined as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS positionposition which increases the number of positions within a classification or an unfilled position which the Board decides will be filled. When all necessary parties agree, The District shall post vacancies can be filled by organizational advancement or transfer from within the hiring department and bargaining unit at all work sites. Interested personnel shall not require posting. All vacancies apply in writing within ten (10) work days from the published date of the vacancy notice. B. The most highly qualified applicant for a particular vacancy will be posted for a minimum selected by the District. However, when qualifications of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instanceare equal, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an the internal applicant who meets with the minimum qualifications of most seniority will be granted the position. When two applicants are equally qualified A successful internal applicant will be placed on a sixty (60) calendar day trial period in the new position. During the trial period, the employee may elect to return to his/her former position or the employer may place the employee in their former position. During the trial period, the employee's former position may at the District's option be filled with substitutes, temporary employees or students. Any individual granted a position under this Article or electing to return to his/her former position under the terms of Section B shall be prohibited from applying for another position for a period of twelve (12) months from the effective date of assignment in the posted position. This prohibition shall not apply in instances where the position would constitute an increase in compensation for the vacant positionaffected employee. C. The reassignment of bargaining unit personnel granted a position may be postponed at the District's option. In such instances, based on current substitutes will be utilized to temporarily fill the position description and satisfactory work and attendancethe reason for the delay shall be communicated to the Union. However, the more senior qualified staff bargaining unit member will receive the assignment. At wage for the time of job offer, new position from the University date the Board appoints the employee to the position. D. The District shall notify the selected staff member of any known or impending changes send to employees not actively employed in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting summer notice of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsvacancies.

VACANCIES AND TRANSFERS. A vacancy shall be defined, for purposes of this Agreement, as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies Staff Vacancy Notices will be posted published at all locations for a minimum period of seven (7) working calendar days unless filled for all vacancies covered by transferthis Agreement, reassignmentin order that employees may have the opportunity to apply for such positions. Qualified applicants at the location where the vacancy has arisen Xxxxxxx Xxxxxxx, or recall of a laid off staff member. Notice of vacancies Xxxxxxx; Metropolitan Toronto; Montreal, Quebec; Airport, Quebec; Ottawa, Ontario) will be given preference. Applications must be submitted in writing via the Section Head to Human Resources with a copy to the Alliance President and Chief Alliance Xxxxxxx Union Chairman. It is understood that if there are no qualified applicants in the bargaining unit, then British Airways at its option may fill the vacancy. 1) Staff Vacancy Notices for vacancies occurring at locations in Canada other than those covered by this Agreement, which British Airways is unable to fill fi-om the staff already at the time they are posted on location where the University's electronic Notices GVSU Business boardvacancy arises, and will be simultaneously posted at published for a period of seven (7) calendar days. Applications must be submitted in writing to the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed Assistant but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days it is understood that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot there shall be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject no recourse to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be procedure in connection with the consent filling of any such vacancy. An employee appointed to fill such a vacancy will be regarded as being transferred at his own request for the staff member whenever possible but purposes of Article below. 2) Employees may only bid for positions in another classificationor in another location when there they have completed nine (9) months of service in their present classification. This requirement will be waived for changing employment status within their classification between full-time, reduced work week and part-time. Notwithstanding the above, no external candidate will be hired before internal candidates are given the opportunity to apply. Employees may be transferred from time to time to sales offices and stations within Canada. If the transfer is no reasonable alternativeat the employees' request, all moving and transportation costs will be borne by him and if transportation is available over British Airways' routes, it may be involuntaryprovided at the discretion of British Airways. When involuntary However, if the transfer is requiredat the request of British Airways, moving expenses will be paid for the least senior qualified staff member shall be transferred employee and his family and all allowable items of Employees, who are the successful applicants to a similar position (e.g.Staff Vacancy Notice which involves transfer between base areas, classification, full or part-time) or may claim disturbance allowance as designated by Staff Regulations. Employee transfers to points outside Canada will not be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration made except when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsspecifically requested by British Airways.

VACANCIES AND TRANSFERS. A. A vacancy shall be defined, for purposes of this Agreement, defined as a any new or existing position previously held by a within the bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require postingis currently unfilled. 1. All vacancies will and new positions shall be posted. Positions opening during the school year shall be posted for a minimum of seven five (75) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure Positions open during the summer shall be posted for fourteen (14) days. Notification of all vacancies and new positions that occur between school years shall be mailed to qualify the President of the Association and to all bargaining unit members including any members on layoff. 2. All bargaining unit employees and all members currently on layoff are eligible for voluntary transfer into open positions by seniority for which they are qualified under Article IX. 3. Vacancies resulting from voluntary transfers shall result be posted and filled as in returning A(1) and A(2). 4. After all voluntary transfers are made, the selected staff member Board may recall to their open positions or hire from outside the bargaining unit. B. If there is more than one (1) opening, the employee will indicate a priority of choices if applying for more than one (1) position. C. Applicants for vacant positions must make written application not later than the specified closing date. D. The president of the Association and all bargaining unit members who have applied for a vacancy shall be notified when the positions have been filled. E. Involuntary transfers shall only be made to avoid the layoff of a Bargaining Unit Member or as necessary to meet the educational needs of students. Such transfers shall be made by moving the least senior Bargaining Unit Member whenever possible. This language is not intended to reduce the hours or compensation of any bargaining unit member. F. Bargaining unit members who are solely employed as latch key workers will be granted a thirty (30) working day trial period when he/she transfers to another position. During that trial period, the employee shall have the opportunity to revert back to his/her former position and a letter of explanation shall be submitted to the deputy superintendent. If at any time during the trial period the Board objectively believes the employee is not subject able to satisfactorily perform the job, such employee shall be returned to his/her former position and notice of such action including rationale shall be submitted to the grievance procedure. The staff member shall also have employee in writing with a copy to the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsassociation president.

VACANCIES AND TRANSFERS. A. A vacancy shall be defineddefined as a newly created bargaining unit position or a present bargaining unit position that is not filled that the Board intends on filling. B. All job vacancies shall be posted for a period of five (5) working days. The posting shall include the qualifications and background needed. C. During the summer months, the Employer will post in the personnel office and on the District’s website all vacancies as above described and shall forward copies of vacancies to bargaining unit members who have provided self-addressed stamped envelopes to the Employer. D. Any employee may apply for purposes the vacancy by signing the posting or submitting a written application to the supervisor for an interview. The local president or chief xxxxxxx may sign on behalf of any employee on vacation or paid sick leave; the officer must also inform the supervisor in writing that he/she has signed on behalf of any employee. E. Vacancies in any classification shall be filled by the most qualified applicant from within the District as determined by the Employer, or if someone from within the District is not considered to be the most qualified as determined by the Employer, then from outside the District as determined by the Employer. If qualifications are determined by the Employer to be equal, the applicant with the most seniority shall be given the position. F. The successful applicant shall generally be notified within ten (10) working days following the end of the posting period. At the Employer's discretion, a new assignment may not begin until all vacancies created by the original vacancy have been filled. G. An employee who is a successful bidder may not bid on any job for twelve (12) months from the date of the successful bid. For the purpose of this Agreement, the date of the notification of success would be sufficient. The twelve (12) month eligibility clause may be waived by mutual consent of the Association and the Employer. H. An employee who has been granted a transfer to a vacancy shall have a trial period in the new position not to exceed thirty (30) work days. If, for any reason, the employee cannot meet the requirements of the new position as determined by the Employer, he/she may return to his/her former position during that period. Trial periods shall not take place during June, July and August. During the trial period, a position previously held substitute employee may be hired for vacated positions, or if feasible, the Board may by way of temporary transfer within the department move people up, by mutual agreement, so that a substitute is hired for the lowest classification. I. In making temporary assignments in the maintenance/groundskeeper department for the purpose of filling vacancies of employees who are absent more than five (5) consecutive days on vacation, absent because of illness, etc., the Employer will offer the temporary vacancy to the full-time bargaining unit member employee who meets the requirements before putting part-time employees in that needs position. J. Vacancies due to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can absences shall be filled by organizational advancement or transfer from within building seniority first; unless the hiring department and shall not require posting. All vacancies will vacancy is going to be posted for longer than a minimum of seven two (72) working days unless filled by transferweek time period, reassignment, or recall of a laid off staff member. Notice of vacancies will at which time the vacancy would be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted offered on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited seniority rotation in order to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of temporarily fill the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions.

VACANCIES AND TRANSFERS. A vacancy shall be defined, for purposes exist when a member of this Agreement, as a position previously held by a the bargaining unit member that needs to be filled, leaves his/her position or the employer creates a newly created PSS positionnew position covered by this agreement. When all necessary parties agreea vacancy occurs, vacancies can be filled by organizational advancement or transfer from within the hiring department and it shall not require posting. All vacancies will be posted in each school for five (5) work days. The notice will identify the vacancy and the location(s). The employer shall notify the Association President of vacancies occurring during the months of June, July, and August by sending notice of same by U. S. Mail. This section does not apply to involuntary transfers. An employee may request consideration for a minimum of seven posted vacancy by submitting a "Request for Transfer" to the School Administrative Unit Office within five (75) working days unless filled by of the final posting date. The request(s) will be considered in the selection process. The selection process will include a review and assessment of the qualifications, experience and work performance of all applicants and their ability to meet the requirements of the job description. a. The term transfer means the moving of an employee from one assignment to another. b. All "requests for transfer, reassignment, or recall of a laid off staff member" shall be reviewed first before reviewing applicants from outside the unit. c. An employee shall be notified when their request for transfer has been denied. There shall be no involuntary transfers between classifications. Notice of vacancies transfers will be given provided as soon as practical, and except in emergencies, not later than 15 work days prior to transfer date. A transfer is non-grievable. When a school year administrative assistant becomes a full year administrative assistant he/she shall be entitled to all the benefits accumulated in the previous classification. When a full year administrative assistant becomes a school year administrative assistant, he/she shall be entitled to all benefits accumulated as long as they do not exceed the benefits of a school year administrative assistant (excess benefits will be forfeited). Longevity for the purposes of vacation days and salary shall be calculated as of hire date as an administrative assistant. The position of Administrative Assistant II shall be considered a promotional position, and the procedures for filling this position, should a vacancy occur, or when a transfer is being considered, will be governed by Section 6.2 of this article. The actual selection for promotional positions is non-grievable. 1 ARTICLE 7 2 Insurance 3 4 7.1 Employees working 20 or more hours per week shall be eligible to enroll in the 5 health and dental insurance plans currently available to the Alliance President and Chief Alliance Xxxxxxx at Salem School District 6 through the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for nonNew Hampshire Municipal Association-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsHealth Insurance Trust.

VACANCIES AND TRANSFERS. A vacancy shall be definedA. During the school year, for purposes notice of this Agreement, as a position previously held by a bargaining unit member that needs to be filled, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All posted vacancies will be provided to the SSP president, SSP vice-president, SSP secretary and one representative from each building as designated by the Association, within seven days of the known vacancy. Notices will be posted in the principals’ offices and staff workrooms for a minimum of seven five (75) working days unless without mutual agreement between Association and Superintendent. Any SSP may apply in writing for the vacancy within five (5) working days of the posting date. Posted vacancies may not be filled by transferduring the five days of posting. During summer months, reassignment, or recall notice of a laid off staff member. Notice of posted vacancies will be given provided to the Alliance President SSP President, SSP vice-president, SSP secretary and Chief Alliance Xxxxxxx at each building representative. At the time they are posted on the University's electronic Notices GVSU Business boardbeginning of each school year, and it will be simultaneously posted at the University’s electronic employment websiteresponsibility of the SSP President to provide the District Office with a list of names and addresses of the SSP President, SSP Vice President, SSP Secretary and each building representative. A vacancy will not Applications must be made within fourteen (14) calendar days. All applicants shall receive written notification of the disposition of their application as soon as the decision is made. B. Vacancies shall be filled until after by the posting period has expiredmost qualified applicant. Job postings shall include the classificationGiven equal qualifications, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies internal candidates will be posted as an open search available given first consideration. Seniority will take precedent if all other factors are equal for both internal and external applicantscandidates. A job posting limited Internal candidates, whose applications are denied, shall be verbally informed of the reason for denial prior to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications filling of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendanceUpon request, the more senior qualified staff member district shall provide the student support personnel with reasons for denial in writing. C. The SSP and the building principal will receive the assignmentwork together to address permanent reassignment of duties. At the time of job offer, the University Any unrequested permanent transfer or reassignment shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting be discussed with the Search Committee Chairperson, employee prior to permanent reassignment. Discussion will be held in a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working timely manner with 30 days that the meeting has been the step 1 meeting notice when possible. D. Upon approval of the grievance process. If a meeting is requested or a grievance is filedbuilding principals involved, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it work schedules may be involuntaryadjusted for up to one (1) day to allow SSP to participate in a job shadow program involving other SSP positions. When involuntary transfer is required, Job shadowing must be performed within the least senior qualified staff member district and not exceed one experience per year. Compensation for SSP job shadow shall be transferred to a similar position (e.g., classification, full or part-time) or be given not exceed the option hours of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsdaily work schedule.

VACANCIES AND TRANSFERS. Section 1. All applications of seniority provided for in the Article shall be strictly limited to positions within the bargaining unit. A vacancy shall be defined, for purposes of this Agreement, as is a position previously held which is unoccupied and is to be filled by the Board when all other Employees have been assigned positions for which there is no Employee having a claim to return to the position from a leave of absence or layoff. Section 2. If the Employer decides to fill a permanent vacancy in a bargaining unit member that needs to be filledjob, or a newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies vacancy will be posted for five (5) business working days. If the Employer eliminates a minimum position, the Superintendent shall discuss the decision with the Association. Qualifications for the job will be as determined by the Employer and will be included in the job posting. Generally, such qualifications will include any written job description and any other qualifications which are reasonably related to the job and may include work record and attendance. Section 3. Copies of seven all job postings will be emailed to all Employees. Job postings will include the following: classification; location(s); starting date; hours of work; qualifications. Section 4. Any seniority Employees who are qualified to perform the job, and who have not successfully bid on a vacancy within the previous six (76) months, will be eligible to bid on the job. Section 5. Applications must be submitted in writing, to the person indicated on the posting, prior to the end of the last day of the posting. Section 6. If two or more eligible Employees are qualified to perform the job and file timely bids, a junior Employee will not be awarded the job in favor of a senior Employee unless the junior Employee's qualifications are superior to those of the senior Employee. If a qualified seniority Employee has applied for the posting, the vacancy will be filled within ten (10) working days unless filled by transferafter the end of the posting period, reassignment, or recall of a laid off staff member. Notice of vacancies will be given subject to the Alliance President and Chief Alliance Xxxxxxx at provisions of this Article. If no qualified seniority Employee filed a timely application, the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and Employer may fill the position descriptionat its discretion. Section 7. The search committee An Employee who successfully bids on a job will include have a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications trial period of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three ten (310) working days that days, after which the meeting has been Employee may be disqualified by the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completedEmployer. An internal staff member selected for the position will be required to establish that they can do the job within eight Employee may disqualify himself/herself after ten (8) 10) working days. Failure If the Employee disqualifies him/herself, the Employee will be ineligible to qualify shall result bid again for six (6) months as provided in returning the selected staff member to their former position and is not subject to the grievance procedureSection 3, above. The staff member ineligibility provision, however, shall also have not apply if the option Employee is disqualified by the Employer. Section 8. An Employee who is moved to elect another classification within the unit and fully performs the duties of that position for that time period, will be paid the rate for that classification or the Employee's regular rate, whichever is higher, for hours worked in that classification. This only applies to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full half day or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsgreater increments.

VACANCIES AND TRANSFERS. ‌ A. A vacancy shall be defineddefined as any new or existing position within the bargaining unit that is currently unfilled. 1. All vacancies and new positions shall be posted. Positions opening during the school year shall be posted for five (5) working days. Positions open during the summer shall be posted for seven (7) days. Notification of all vacancies and new positions that occur between school years shall be mailed to the President of the Association and to all bargaining unit members including any members on layoff. 2. All bargaining unit employees are eligible for voluntary transfer into open positions by seniority for which they are qualified under ARTICLE V. 3. Vacancies resulting from voluntary transfers shall be posted and filled as in Paragraph A (1) and Paragraph A (2). 4. After all voluntary transfers are made, the Board shall recall qualified laid off members by seniority to open positions. B. If there is more than one (1) opening, the employee will indicate a priority of choices if applying for purposes more than one (1) position. C. The president of this Agreement, as the Association and all bargaining unit members who have applied for a position previously held by vacancy shall be notified when the positions have been filled. D. Involuntary transfers shall only be made to avoid the layoff of a bargaining unit member that or as necessary to meet the educational needs of students. Such transfers shall be made by moving the least senior bargaining unit member whenever possible. This language is not intended to reduce the hours or compensation of any bargaining unit member. E. A bargaining unit member will be filled, or granted a newly created PSS thirty (30) working day trial period when transferring to another position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendanceDuring that trial period, the more senior qualified staff member will receive employee shall have the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources opportunity to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative revert back to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their his/her former position and a letter of explanation shall be submitted to the Superintendent/Designee. If at any time during the trial period the Board objectively believes the employee is not subject able to satisfactorily perform the job, such employee shall be returned to his/her former position and notice of such action including rationale shall be submitted to the grievance procedure. The staff member shall also have employee in writing with a copy to the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsAssociation president.

VACANCIES AND TRANSFERS. A vacancy A. When new programs are established which require the services of vocational technicians, the job description listing the requirements will be publicized as described in provision C of this Article. Applications shall be defined, for purposes made in accord with the procedures outlined in provision D of this Agreement, as a position previously held by a bargaining unit member that needs Article. The employee's right to be filledconsidered for such a vacancy will terminate upon the opening of school in the succeeding school year. B. Transfers and changes of assignment shall be on a voluntary basis whenever possible. Requests for transfers and changes of assignments shall be made in writing. However, the Board and the Union realize that some transfers will be necessary for administrative purposes. Such transfers shall be made upon the recommendation of the Executive Director of Human Resources/Legal Affairs or his designee, after discussion of the transfer with the Union. Employees will be given two (2) weeks notice of involuntary transfer and the reasons for the transfer, if the employee so requests, except that in those cases in which a newly created PSS positiontransfer must be made in less than two (2) weeks, such notice will be given as time will allow. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within Employees shall have the hiring department and right to file a grievance protesting an involuntary transfer. Such transfers shall not require posting. remain in effect during the pendency of the grievance. C. All vacancies will in the bargain unit, except temporary vacancies, shall be posted for a minimum on the employee bulletin board in each building (other than in the summer months), and in the Office of seven Human Resources/Legal Affairs at least five (75) working days unless before the vacancies are filled; provided any vacancy may be filled by transfer, reassignment, or recall of on a laid off staff member. Notice of vacancies will be given temporary basis with written notice to the Alliance President and Chief Alliance Xxxxxxx at association for a period not to exceed twenty-three (23) working days; further provided that posting may be waived by agreement between the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule Union and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited Board. D. Applications to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications of the position. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time of job offer, the University shall notify the selected staff member of fill any known vacancy or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be made in the following manner, and no application will be considered which does not meet the following requirements: 1. Each applicant shall fully complete a vacancy, transfer or promotion form provided by the Board; 2. The employee shall submit the vacancy, transfer or promotion form, along with a current resume including references, to the consent Office of Human Resources/Legal Affairs prior to the deadline fixed for submitting applications. E. Any employee may apply for a vacancy. The Board agrees to consider job-related education, related job experience, skills, performance evaluations, length of time in the school system, attendance record, interview results, and other relevant factors. An employee must have the ability to perform all the duties and meet all the requirements of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, position as set forth in the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsjob description.

VACANCIES AND TRANSFERS. A See Memorandum of Agreement Section A—Posting Whenever a vacancy shall occur in an instructional paraprofessional position in the school district, the Board will post the opening internally for three (3) days. Copies of the posting shall be definedplaced in all school buildings and a copy sent to the president of the Association. A WIPA member has three (3) days to submit a written bid for the position to the Personnel Department. The written bid must be received by the Personnel Department by the date and time posted on the notice of vacancy. The written bid must include the applicant’s name, for purposes current building, daytime telephone number, district seniority date, current position, and number of this Agreementhours currently working. Written bids will be accepted by email, as a fax, interoffice mail, U.S. mail, and in person. The position previously held by a bargaining unit member that needs to will be filled, or a newly created PSS positionawarded based on qualifications and seniority. When all necessary parties agree, vacancies can Should no internal candidate bid on and/or be filled by organizational advancement or transfer from awarded the position within the hiring department and three (3) day internal posting period, the Board shall not require posting. All vacancies will be posted publicize the same by posting the vacancy for a minimum of seven (7) working days unless calendar days. No vacancy shall be filled by transferexcept on a temporary basis until the end of the posting period. The official posting bulletin board shall be at the Administration Building. The Board will continue to provide Association representatives copies of the vacancy postings to be posted in their respective locations. Although the Administration will make every effort to maintain the integrity of the delivery of postings, reassignmentthe validity of the original postings shall remain in tact should any building copy arrive late or fail to arrive at all. During the summer months, or recall the president of the Association shall be mailed copies of any postings. Any dissemination during the summer shall be the responsibility of the Association. All vacancies occurring after the last work day of the school year to be assumed in the fall of the next school year shall be filled at a laid off staff membergeneral meeting of paraprofessionals. Notice of vacancies This meeting will be given called at a time agreeable to both Administration and the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business bargaining unit executive board, and will be simultaneously posted at in any case no later than the University’s electronic employment website. A vacancy will not be filled until after day before the posting period has expired. Job postings shall include the classification, department, location(s), first work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications day of the positionnew school year. When two applicants are equally qualified for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member Members will receive the assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources have access to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative vacancies according to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsseniority.

VACANCIES AND TRANSFERS. A When a vacancy exists, either promotional or otherwise, the employee with the highest seniority who is qualified shall be given the first opportunity to fill such vacancy. Notice of a promotional vacancy shall be definedposted for fourteen (14) days before being filled. A probationary period of sixty 60 calendar days shall be served in filling any vacancy, for purposes upon the successful completion of this Agreement, as which the vacancy shall be deemed to have been filled. Whenever a position previously held by a vacancy occurs in the bargaining unit member that needs to the City will notify the Union within thirty (30) days of the position becoming vacant whether or not the vacancy will be filled. Section 9.2 Temporary transfers may be made under the following conditions provided that: a. Such transfers shall not exceed sixty (60) working days. b. Such transfers shall not be compulsory except as provided in 9.3 and 9.4 hereof, or and c. In the case of a newly created PSS positionpermanent vacancy, the City has notified the Union that it plans to fill the vacancy. When all necessary parties agree, Such vacancies can shall be posted within thirty (30) days of the beginning of the first temporary transfer and shall be filled by organizational advancement or transfer as soon as possible. Section 9.3 An employee transferred to a lower classification shall receive his/her own rate of pay. An employee transferred to a higher classification shall be paid at the same step in the higher classification as that which she/he held in the classification from within which she/he was transferred. Section 9.4 Temporary transfers shall be compulsory on any of the hiring department least senior five (5) bargaining unit employees. These assignments shall be rotated among them as equitably as possible and shall not require posting. All vacancies will be posted for exceed a minimum total of seven sixty (760) working days unless filled by transferfor any one vacancy. However, reassignmentthe City may assign volunteers prior to effecting compulsory transfers. Section 9.5 An employee who is temporarily assigned, or recall of a laid off staff member. Notice of vacancies will be given in writing, to perform supervisory duties as the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment website. A vacancy will not be filled until after the posting period has expired. Job postings shall include the classification, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies will be posted as an open search available for both internal and external applicants. A job posting limited to internal applicants may occur upon approval. In each instance, all qualified internal applicants will receive an interview. The search committee must present strong justification for not selecting an internal applicant who meets the minimum qualifications result of the position. When two applicants are equally qualified absence, termination or death of the supervisor, whose position is outside of the bargaining unit, shall receive ten percent (10%) above his regular rate of pay for the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the duration of such assignment. At the time of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positions.

VACANCIES AND TRANSFERS. Section 11.1 A vacancy "vacancy" shall be defined, for purposes of this Agreement, defined as a position previously held by a bargaining unit member assignment that needs to be filled, or a is either newly created PSS position. When all necessary parties agree, vacancies can be filled by organizational advancement or transfer from within the hiring department and shall not require posting. All vacancies will be posted for a minimum of seven (7) working days unless filled by transfer, reassignment, or recall of a laid off staff member. Notice of vacancies will be given to the Alliance President and Chief Alliance Xxxxxxx at the time they are posted on the University's electronic Notices GVSU Business board, and will be simultaneously posted at the University’s electronic employment websiteis permanently open because it has no incumbent. A vacancy will be posted (or notification to the Association that the position will not be filled until will occur) not more than fifteen (15) days after the posting period has expiredvacancy occurs. Job postings shall include the classificationIf a vacancy occurs after August 15, department, location(s), work schedule and the position description. The search committee will include a PSS member. Typically, vacancies it will be posted as an open search available a temporary position for both internal the current year and external applicantsthen it will be reposted as a permanent position at the conclusion of that school year if the position still exists. Section 11.2 A written list of teaching vacancies for the school system will be provided the OEA Building Representatives at such time the position(s) are open. A job Such positions shall be posted in building faculty lounges for at least six (6) working days during the regular school year. During the summer break the Association President shall be notified of all openings as soon as practicable. During the summer months (until August 15) postings will not expire until fifteen (15) days after such notification has been sent. Teachers who wish such notice shall register with the Superintendent's office prior to leaving school for the summer to receive such notice. Notice of administrative positions for which a teacher may wish to apply shall be posted in like manner. Teachers desiring to apply for vacant teaching assignments must do so prior to the posting limited deadline. The Board is not obligated to internal post a vacancy where a teacher on recall status who is certified and qualified for that vacancy has been recalled or where a position is to be eliminated through attrition. Section 11.3 The filling of vacancies and action for transfers affecting employees will be with full regard and consideration for applications from bargaining unit members first and then other applications received. Section 11.4 The Board has the right to evaluate qualifications of all candidates for positions and select the one it considers best qualified, utilizing the following criteria: certification (or approval, as applicable); satisfaction of applicable standards for a "highly qualified" teacher under the No Child Left Behind Act (and its implementing regulations); academic preparation and attainment; teaching experience and other relevant vocational experience; evaluations; disciplinary record; length of service in the District. If qualifications of applicants may occur upon approval. In each instanceare equal, all qualified internal applicants will receive an interviewbe given preference. The search committee must present strong justification for not selecting an internal applicant who meets Section 11.5 Involuntary transfers will only be made as is necessary to meet the minimum qualifications educational needs of the position. When two applicants are equally qualified for District or to improve the vacant position, based on current position description and satisfactory work and attendance, the more senior qualified staff member will receive the assignment. At the time performance of job offer, the University shall notify the selected staff member of any known or impending changes in the position. The Human Resources Office, or their designee, will provide internal applicants not selected for the position with rationale for the decision. Candidates who were interviewed but not selected may contact Human Resources to schedule a meeting with the Search Committee Chairperson, a Human Resource representative, and an Alliance Representative to discuss the reason for non-selection. The Alliance must notify the employer within three (3) working days that the meeting has been the step 1 meeting of the grievance process. If a meeting is requested or a grievance is filed, the position cannot be filled until this process is completed. An internal staff member selected for the position will be required to establish that they can do the job within eight (8) working days. Failure to qualify shall result in returning the selected staff member to their former position and is not subject to the grievance procedure. The staff member shall also have the option to elect to return to their former position within eight (8) working days. When making departmental changes, transfer shall be with the consent of the staff member whenever possible but when there is no reasonable alternative, it may be involuntary. When involuntary transfer is required, the least senior qualified staff member shall be transferred to a similar position (e.g., classification, full or part-time) or be given the option of electing an unpaid leave of absence with eligibility only for the next vacancy in their classification, if qualified. That person shall be disqualified from consideration when the position from which they were transferred is posted. Nothing contained in this Section is intended to prevent the University from making necessary changes in positions, eliminating positions or creating new positionsteacher.