Common use of VACANCIES, TRANSFERS AND PROMOTIONS Clause in Contracts

VACANCIES, TRANSFERS AND PROMOTIONS. 3 A. A vacancy shall be defined, for purposes of this Agreement, as a position previously held by 4 a bargaining unit member, an administrative secretarial position, a newly created position, 5 or changing a part-time position to a full-time position within the bargaining unit. No vacancy 6 shall be filled until it has been posted for at least ten (10) working days. 7 B. Whenever a vacancy occurs or is anticipated, the Office of Personnel shall immediately 8 notify, in writing, the Association. Notice of such vacancy shall be sent to all Association 9 members and shall be mailed to each laid-off bargaining unit member. 10 C. Members of the bargaining unit shall be granted full consideration in the filling of any 11 vacancies. Vacancies shall be filled on the basis of experience, competency, qualifications 12 and seniority of the individual. Currently employed bargaining unit members shall be 13 considered for any vacancies before laid-off bargaining unit members subject to recall, 14 regardless of the seniority of the laid-off bargaining unit member. 15 D. No employee shall suffer a reduction of pay because of an involuntary transfer. 16 E. Current employees moving to another position in a higher classification shall be considered 17 to be in a trial period during their first ninety (90) calendar days in the new position. During 18 this trial period, the employee shall receive training in the duties of the new position. The 19 trial period may be extended to a maximum of 180 calendar days only by mutual 20 agreement. Upon completion of the trial period, the Board shall notify the employee and the 21 Association. 22 F. If before the end of the trial period the employee’s performance is found unsatisfactory by 23 an evaluation procedure, or at the employee’s discretion, the employee shall move back to 24 their previous classification and position. 25 G. When question of performance arise, the supervisor will evaluate the employee and give 26 them specific directions for improvement. Training will then be provided. A lack of 27 communication by the supervisor will result in a satisfactory evaluation. 28 H. In the event of transferring to another position or retirement, the employee training the 29 replacement employee will receive an additional $.40 an hour over the trainer’s current 30 wage during training. Training hours will be verified and agreed upon by the transferring or 31 retiring employee and the direct supervisor of the vacated position.

VACANCIES, TRANSFERS AND PROMOTIONS. 3 A. A vacancy shall be defined, for purposes of this Agreement, defined as a position previously held by 4 a bargaining unit member, an administrative secretarial position, a newly created positionposition or a present position that is not filled (provided the position is not eliminated). Leaves of absence which are for twelve (12) months or more will be considered a temporary vacancy. The procedures set forth in Article 7, 5 or changing a part-time Reduction in Hours, Layoff and Recall, paragraph F, for the recall of employees shall supersede the position to a full-time position within the bargaining unit. No vacancy 6 provisions contained herein. B. All vacancies shall be filled until it has been posted in a conspicuous place in each building of the District for at least a period of ten (10) working business days. Postings shall minimally contain the following information: Work Category Location of work Starting date Rate of pay Schedule of hours Qualifications Interested parties may apply in writing to the Superintendent or his/her designee within the ten (10) day period. The District shall notify bargaining unit members of vacancies occurring during the summer months (June through August) by sending notice to each member by email to their last known email address. Positions will be posted internally and externally at the same time with most senior qualified internal applicants receiving the position. 7 B. Whenever a vacancy occurs or is anticipated, the Office of Personnel shall immediately 8 notify, in writing, the Association. Notice of such vacancy shall be sent to all Association 9 members and shall be mailed to each laid-off bargaining unit member. 10 C. Members of Vacancies within the bargaining unit shall be granted full consideration in the filling of any 11 vacancies. Vacancies shall be filled on a seniority basis starting with the basis of experience, competency, qualifications 12 and seniority most qualified senior applicant. D. Within ten (10) workdays after the expiration of the individual. Currently employed bargaining unit members posting period, the District shall be 13 considered for any vacancies before laid-off bargaining unit members subject make known to recall, 14 regardless of the seniority of the laid-off bargaining unit memberapplicants its decision as to which applicant has been selected to fill a posted position. 15 D. No employee shall suffer a reduction E. In the event of pay because change of an involuntary assignment or transfer. 16 E. Current employees moving to another position in a higher classification shall be considered 17 to be in a trial period during their first ninety (90) calendar days in the new position. During 18 this trial period, the employee shall receive training be given a thirty (30) workday trial in the duties of which to show his ability to perform on the new positionjob. The 19 trial period may be extended District shall give reasonable assistance to a maximum of 180 calendar days only by mutual 20 agreement. Upon completion of the trial period, the Board shall notify enable the employee and to perform up to District standards on the 21 Association. 22 F. new job. If before the end of employee is unable to demonstrate the ability to perform the work required during the trial period the employee’s performance is found unsatisfactory by 23 an evaluation procedure, or at the option of the affected employee’s discretion, the employee shall move back be returned to 24 their previous classification and positionassignment. 25 G. When question F. The parties agree that involuntary transfers of performance arise, the supervisor will evaluate the employee employees are to be minimized and give 26 them specific directions for improvement. Training will then be provided. A lack of 27 communication by the supervisor will result in a satisfactory evaluationavoided whenever possible. 28 H. In G. Any employee asked by a supervisor to temporarily assume the event duties of transferring to another position or retirement, the employee training the 29 replacement employee will receive an additional $.40 an hour over the trainer’s current 30 wage during training. Training hours will be verified paid the regular rate for those duties or the employee's regular pay rate, whichever is higher. An employee's pay, hours or pay rate shall not be involuntarily reduced as the result of any temporary change in duties. H. An employee may be permitted to hold more than one (1) position within the bargaining unit provided: 1. There are no scheduling conflicts. 2. The combined positions will not exceed forty (40) hours per week. 3. The employee must obtain prior administrative approval before accepting additional work (i.e., extra trips, overtime, temporary and agreed upon by casual work etc.) which will conflict with their regular assignment(s). 4. Eight-hour positions shall not be split without mutual agreement between the transferring or 31 retiring employee Board and the direct supervisor of the vacated positionAssociation.

VACANCIES, TRANSFERS AND PROMOTIONS. 3 A. A vacancy shall be defined, for purposes of this Agreement, defined as a position previously held by 4 a bargaining unit member, an administrative secretarial position, a newly created position, 5 or changing a part-time position to a full-time position within a classification represented by the Association in this bargaining unit or a present position within a classification represented by the Association in this bargaining unit which position becomes vacant by reason of the permanent separation (resignation, death, discharge, transfer) of the bargaining unitunit member formerly in said position. No vacancy 6 Under the following circumstances the District may employ a temporary employee: 1. Due to unexpected or unanticipated need (e.g. student who becomes so unstable as to require individual assistance/attention). 2. Due to loss of staff with concurrent immediate need for a temporary replacement until appropriate employment procedures may be followed to find a suitable replacement. 3. Due to the enrollment of a new student for who exact instructional/support needs have not been established. These temporary positions will last no longer than 60 school days with no extensions, at the end of which one of the following shall occur: 1. The position will be terminated. 2. The position will be determined to be necessary on a continuing basis and posted as a vacancy. Vacancy may be posted for a specific time period, at the end of which the position will be terminated and not re-posted, or made permanent. 3. The position will be posted as a normal vacancy. All vacancies covered by this Agreement shall be filled until it has been posted in a conspicuous place in each building and emailed to all current support personnel of the District (via the currently adopted VBISD email system) for at least a period of five (5) working days. Said posting shall contain the following information: 1. Type of work; 2. Location of work; 3. Starting date; 4. Rate of pay; 5. Hours to be worked; 6. Classification; 7. Position requirements; 8. Position qualifications. Interested employees may apply online, within the five (5) day posting period. The Employer shall notify employees of vacancies occurring during the summer months (June, July, August) by sending notice of same to the President of the Union. Within ten (10) working days. 7 B. Whenever a vacancy occurs or is anticipatedwork days after employment of an applicant, the Office of Personnel Employer shall immediately 8 notify, in writing, the Associationmake known its decision as to which applicant has been selected to fill a posted position. Notice of such vacancy Each applicant shall be sent so notified in writing with a copy provided to all Association 9 members and shall be mailed to each laid-off bargaining unit memberthe Union. 10 C. Members of the bargaining unit shall be granted full consideration in the filling of any 11 vacancies. Vacancies shall be filled on the basis of experience, competency, qualifications 12 and seniority of the individual. Currently employed bargaining unit members shall be 13 considered for any vacancies before laid-off bargaining unit members subject to recall, 14 regardless of the seniority of the laid-off bargaining unit member. 15 D. No employee shall suffer a reduction of pay because of an involuntary transfer. 16 E. Current employees moving to another position in a higher classification shall be considered 17 to be in a trial period during their first ninety (90) calendar days in the new position. During 18 this trial period, the employee shall receive training in the duties of the new position. The 19 trial period may be extended to a maximum of 180 calendar days only by mutual 20 agreement. Upon completion of the trial period, the Board shall notify the employee and the 21 Association. 22 F. If before the end of the trial period the employee’s performance is found unsatisfactory by 23 an evaluation procedure, or at the employee’s discretion, the employee shall move back to 24 their previous classification and position. 25 G. When question of performance arise, the supervisor will evaluate the employee and give 26 them specific directions for improvement. Training will then be provided. A lack of 27 communication by the supervisor will result in a satisfactory evaluation. 28 H. In the event of transferring to another position or retirement, the employee training the 29 replacement employee will receive an additional $.40 an hour over the trainer’s current 30 wage during training. Training hours will be verified and agreed upon by the transferring or 31 retiring employee and the direct supervisor of the vacated position.

VACANCIES, TRANSFERS AND PROMOTIONS. 3 A. A vacancy shall will be defined, for purposes the purpose of this Agreement, as a position previously held by 4 a bargaining unit membermember which the district decides to refill, an administrative secretarial position, or a newly created position, 5 or changing a part-time position to a full-time position within the bargaining unit. No vacancy 6 shall will be filled until it has been posted for at least ten five (105) working days. 7 B. Whenever a vacancy occurs or is anticipated, the Office of Personnel shall immediately 8 notify, in writing, the Association. Notice of such vacancy vacancies shall be sent to posted on all bulletin boards used by the Association 9 members and shall state a specific posting period. Written requests for transfer or promotion must be mailed received prior to each laid-off bargaining unit memberthe expiration date of the stated posting period. 10 C. Members Position postings shall contain minimum position qualifications for each position. All employees regularly employed on or before August 1, 1984, shall be exempt from the high school diploma or equivalent requirement. D. Promotions (employees desiring higher rated classification) shall be governed by seniority, unless in the opinion of the bargaining unit Employer there is an employee bidding or applying for the job who has substantially greater ability and capacity. E. Employees may transfer laterally to different positions within the same classification, when there is a vacancy in that classification, by seniority, as long as they meet Minimum Position Qualifications and as long as the transfer would not substantially affect the efficient operation of the School District. Such transfers will be subject to a thirty (30) day trial period. If during said trial period employee's performance is unsatisfactory and/or at the request of employee, she/he will be reinstated to his/her position. F. Should an employee request transfer from one seniority classification to another, consideration shall be granted full consideration in the filling of any 11 vacancies. Vacancies shall be filled on the basis of experience, competency, qualifications 12 and seniority of the individual. Currently employed bargaining unit members shall be 13 considered for any vacancies before laid-off bargaining unit members subject given only to recall, 14 regardless of the seniority of the laid-off bargaining unit member. 15 D. No employee shall suffer a reduction of pay because of an involuntary earned in that classification to which he/she is requesting transfer. 16 E. Current G. When promoted to higher rated classifications, employees moving to another position in will retain their existing wage rate for a higher classification shall be considered 17 to be in a working trial period during their first ninety of not more than thirty (9030) calendar days in days, at the new position. During 18 this trial period, the employee shall receive training in the duties of the new position. The 19 trial period may be extended to a maximum of 180 calendar days only by mutual 20 agreement. Upon completion of which they will receive the appropriate rate for the higher classification, retroactive to the time of such promotion H. If during the trial period, the Board shall notify the employee and the 21 Association. 22 F. If before the end of the trial period the employee’s performance 's work is found unsatisfactory by 23 an evaluation procedureunsatisfactory, or at the request of the employee’s discretion, he/she will be reinstated to his/her previous position, and will not receive the employee additional pay for the advanced position. Seniority will not be affected. In such cases, vacancies created by the promotion shall move back to 24 their previous classification and positionbe filled with substitute personnel during the 30-day trial period. 25 G. When question I. Realizing that the needs and priorities of performance arisethe Employer change with time and except as provided in Article 27, nothing in this article shall be construed as to limit the supervisor will evaluate the employee and give 26 them specific directions for improvement. Training will then be provided. A lack of 27 communication by the supervisor will Employer's rights to reassign personnel to different responsibilities within a job classification, so long as such reassignment does not result in a satisfactory evaluationreduction of work hours. The Employer may temporarily or seasonally move employees (keeping them in the same job classification or department) to accomplish needed work. 28 H. In J. When an employee is going to be absent from work for a period of more than twenty (20) consecutive work days up to and including one-hundred-eighty (180) consecutive work days (for reasons other than illness or FMLA), his/her designated position may be filled by any permanent employee in that classification by seniority. This position will require posting only if a permanent employee in that classification does not show interest in the event of transferring position within five (5) days from the time notification is made to another them that the position or retirementis available. When/if the absent employee returns to work, the employee training the 29 replacement employee will receive an additional $.40 an hour over the trainer’s current 30 wage during training. Training hours she/he will be verified and agreed upon by the transferring or 31 retiring employee and the direct supervisor of the vacated placed in an equivalent position.

VACANCIES, TRANSFERS AND PROMOTIONS. 3 A. Section 1 A permanent vacancy shall be defined, defined for purposes of this Agreement, Agreement as a position position, which the Employer determines requires filling, in any job classification within the bargaining unit previously held by 4 a bargaining unit member, an administrative secretarial position, member or a newly created position, 5 or changing a part-time additional position to a full-time position opening, within the bargaining unit. No vacancy 6 shall Notice of permanent vacancies will be filled until it has been posted for at least ten (10) working calendar days. Copies of such Section 2 The posted notice shall set forth the requirements for the position. Interested individuals may apply in writing within the ten (10) calendar day posting period. 7 B. Whenever (a) The Employer will fill a permanent vacancy occurs or is anticipated, (as determined by the Office of Personnel shall immediately 8 notify, in writing, the Association. Notice of such vacancy shall be sent to all Association 9 members and shall be mailed to each laid-off bargaining unit member. 10 C. Members of the bargaining unit shall be granted full consideration in the filling of any 11 vacancies. Vacancies shall be filled on the basis of experience, competency, qualifications 12 and seniority of the individual. Currently employed bargaining unit members shall be 13 considered for any vacancies before laid-off bargaining unit members subject to recall, 14 regardless of the seniority of the laid-off bargaining unit member. 15 D. No employee shall suffer a reduction of pay because of an involuntary transfer. 16 E. Current employees moving to another position in a higher classification shall be considered 17 to be in a trial period during their first Employer) within ninety (90) calendar school days from the closing date of the posting, from internal and external applicants based upon qualifications as outlined in the new positionposting, skill, ability, work history and seniority. During 18 this trial periodIf two or more qualified individuals have relatively equal skill, ability and experience for the position the bargaining unit member with the most seniority in the same classification or, if none, the employee shall receive training in same seniority grouping, will be given priority. (b) The Employer will notify the duties Union, and all bargaining unit members posting for the vacancy, of award of the new position. The 19 trial period Union will further be advised of the names of all bargaining unit members posting for the vacancy and, if the most senior applicant is not awarded the position, of the reasons for awarding the position to another individual. Section 4 Bargaining unit members may be extended at any time apply for classifications with higher pay grades. Bargaining unit members may also bid on posted permanent vacancies in pay grades equal to or lower than their current pay grade provided they have worked at least twelve (12) calendar months following award to them of any prior posting; bargaining unit members may post within such twelve (12) months only with the consent of the Employer. Section 5 The Employer will consider employees' requests concerning shift preference when a shift vacancy occurs. If the most senior qualified employee in the classification is not assigned to the requested shift the Employer will, upon request, provide the Union with the reasons for such shift assignment. Section 6 (a) Bargaining unit members assigned during their normal scheduled hours to a maximum classification having a lower rate of 180 calendar days only by mutual 20 agreement. Upon completion pay will be paid for all hours actually worked during such normal scheduled hours at their normal classification rate; those assigned during their normal scheduled hours to a classification having a higher rate of the trial period, the Board shall notify the employee and the 21 Association. 22 F. If before the end of the trial period the employee’s performance is found unsatisfactory by 23 an evaluation procedure, or at the employee’s discretion, the employee shall move back to 24 their previous classification and position. 25 G. When question of performance arise, the supervisor will evaluate the employee and give 26 them specific directions for improvement. Training will then be provided. A lack of 27 communication by the supervisor will result in a satisfactory evaluation. 28 H. In the event of transferring to another position or retirement, the employee training the 29 replacement employee pay will receive an additional $.40 an such rate of pay for all hours actually worked in such classification so long as they have worked at least one (1) continuous hour over the trainer’s current 30 wage during training. Training hours will be verified and agreed upon by the transferring or 31 retiring employee and the direct supervisor of the vacated position.in

VACANCIES, TRANSFERS AND PROMOTIONS. 3 A. 12.1 A vacancy shall be defined, for purposes of this Agreement, defined as a position previously held by 4 a bargaining any unit member, an administrative secretarial position, a either newly created or a present position, 5 that is not filled, provided the College retain the right to reorganize or changing a partdiscontinue positions. The following are not vacancies: A. Part-time position positions that are elevated to a full-time position within the bargaining unit. No vacancy 6 time B. Positions to be vacant for six (6) months or less; C. Positions vacant for twelve (12) months or less because of medical disability or illness. 12.2 All ESP vacancies shall be filled until it has been posted on the college’s website, given to the Association President or designee and internal communication systems (currently the Portal). Postings will include type of work, location of work, rate of pay, hours to be worked per week, classification/band, qualifications and duties. Vacancies shall be posted for at least ten a minimum of five (105) working days. 7 B. Whenever a vacancy occurs or is anticipated, the Office of Personnel shall immediately 8 notify, in writing, the Association12.3 All internal applicants will be granted an interview. Notice of such vacancy shall Testing for all applicants will be sent to all Association 9 members and shall be mailed to each laid-off bargaining unit memberequally applied. 10 C. Members of 12.4 The College shall make a decision to fill or not fill a position. Within three (3) workdays after the bargaining unit shall be granted full consideration in decision has been made relative to the filling of any 11 vacanciesthe vacancy, the College will notify, the President of the Association of its decision. 12.5 If the College transfers an employee to a lower classification, other than for the employee’s job performance, the employee shall retain the higher pay rate until the pay rate at the lower classification increases to meet the level of the higher classification. 12.6 Involuntary transfers will be implemented only for reasonable and just cause to include transfers based on college need as determined by the College. The College shall give the employee promoted or transferred reasonable assistance to enable him/her to perform up to College standards on the new job. A. When promoted or transferred employees are required to undertake new duties, the college shall provide training when necessary for the employee to perform the new duties. Training may include, but is not limited to, software, college systems, processes and procedures, daily office operations, etc. B. While an employee is receiving training due to promotion or transfer, the employee and the supervisor will meet periodically to discuss the training. 12.7 Any employee asked by a supervisor to temporarily assume the duties of another employee, will 12.8 Vacancies shall be filled on at the basis of experience, competency, qualifications 12 and seniority discretion of the individual. Currently employed bargaining unit members shall College: A. If the vacancy is expected to be 13 considered for any vacancies before laid-off bargaining unit members subject six (6) months or less, the College may hire a temporary employee or offer the position to recall, 14 regardless of the seniority of the laid-off bargaining unit a regularly assigned ESP member. 15 D. No employee B. If a vacancy which was expected to be for six (6) months or less goes beyond six (6) months, the position shall suffer a reduction of pay because of an involuntary transferbe posted or vacated. 16 E. Current C. Part-time employees moving desiring additional temporary hours shall notify the office of Human Resources. Qualified part-time employees may be selected for extra assignment/ additional hours when doing so will not prevent them from fulfilling their original part- time assignment. The College’s selection from this list may be made without regard to another position seniority. The additional short-term assignment shall not affect benefits status. There will be no change in a higher classification pay as long as the employee’s pay is contained within the pay band of the assignment. 12.9 New employees shall be considered 17 required to be in serve a trial period during their first ninety (90) calendar days in the new positionday probationary period. During 18 this trial period, the employee shall receive training in the duties of the new position. The 19 trial Said probationary period may be extended to a maximum of 180 calendar days only by for Union employees with mutual 20 agreement. Upon completion consent of the trial period, the Board shall notify the employee Union and the 21 AssociationCollege. The termination of newly hired employees during their probationary period is non- grievable. 22 F. 12.10 New hires must remain in their new position(s) a minimum of twelve (12) months before voluntarily changing positions within the College. Employees who voluntarily receive promotions or transfers must remain in their new position(s) a minimum of six (6) months unless another transfer would result in a promotion or increase from part-time to full-time. Involuntary transfers or positions resulting from bumping and layoff shall have the above time requirements waived. The above time requirements may be waived by the College. 12.11 If before an employee voluntarily applies for and is granted a different position within the end of unit the trial period employees pay rate shall be adjusted accordingly if necessary when he/she begins the employee’s performance is found unsatisfactory by 23 an evaluation procedurenew position, or at the employee’s discretion, and the employee shall move back to 24 their previous classification and positionbe placed in the appropriate pay band. 25 G. When question of performance arise, the supervisor will evaluate the employee and give 26 them specific directions for improvement. Training will then be provided. A lack of 27 communication by the supervisor will result in a satisfactory evaluation. 28 H. In the event of transferring to another position or retirement, the employee training the 29 replacement employee will receive an additional $.40 an hour over the trainer’s current 30 wage during training. Training hours will be verified and agreed upon by the transferring or 31 retiring employee and the direct supervisor of the vacated position.

VACANCIES, TRANSFERS AND PROMOTIONS. 3 4 A. A vacancy shall be defined, for purposes of this Agreement, as a position previously held by 4 5 a bargaining unit member, an administrative secretarial position, a newly created position, 5 6 or changing a part-time position to a full-time position within the bargaining unit. No vacancy 6 7 shall be filled until it has been posted for at least ten (10) working days. 7 8 B. Whenever a vacancy occurs or is anticipated, the Office of Personnel shall immediately 8 9 notify, in writing, the Association. Notice of such vacancy shall be sent to all Association 9 10 members and shall be mailed to each laid-off bargaining unit member. 10 11 C. Members of the bargaining unit shall be granted full consideration in the filling of any 11 12 vacancies. Vacancies shall be filled on the basis of experience, competency, qualifications 12 13 and seniority of the individual. Currently employed bargaining unit members shall be 13 14 considered for any vacancies before laid-off bargaining unit members subject to recall, 14 15 regardless of the seniority of the laid-off bargaining unit member. 15 16 D. No employee shall suffer a reduction of pay because of an involuntary transfer. 16 17 E. Current employees moving to another position in a higher classification shall be considered 17 18 to be in a trial period during their first ninety (90) calendar days in the new position. During 18 19 this trial period, the employee shall receive training in the duties of the new position. The 19 20 trial period may be extended to a maximum of 180 calendar days only by mutual 20 21 agreement. Upon completion of the trial period, the Board shall notify the employee and the 21 22 Association. 22 23 F. If before the end of the trial period the employee’s performance is found unsatisfactory by 23 24 an evaluation procedure, or at the employee’s discretion, the employee shall move back to 24 25 their previous classification and position. 25 26 G. When question of performance arise, the supervisor will evaluate the employee and give 26 27 them specific directions for improvement. Training will then be provided. A lack of 27 28 communication by the supervisor will result in a satisfactory evaluation. 28 29 H. In the event of transferring to another position or retirement, the employee training the 29 30 replacement employee will receive an additional $.40 an hour over the trainer’s current 30 31 wage during training. Training hours will be verified and agreed upon by the transferring or 31 32 retiring employee and the direct supervisor of the vacated position.

VACANCIES, TRANSFERS AND PROMOTIONS. 3 A. 6.01 A vacancy shall be definedtransfer is a lateral change within a job classification where there is no additional, for purposes of this Agreement, as a position previously held by 4 a bargaining unit member, an administrative secretarial positionor increase in compensation. For example, a newly created position, 5 movement to another building or changing a part-time position to a full-time position another job within the bargaining unit. No vacancy 6 shall be filled until it has been posted for at least ten (10) working days. 7 B. Whenever salary classification falls into the definition of a vacancy occurs or is anticipated, the Office of Personnel shall immediately 8 notify, in writing, the Association. Notice of such vacancy shall be sent to all Association 9 members and shall be mailed to each laid-off bargaining unit member. 10 C. Members of the bargaining unit shall be granted full consideration in the filling of any 11 vacancies. Vacancies shall be filled on the basis of experience, competency, qualifications 12 and seniority of the individual. Currently employed bargaining unit members shall be 13 considered for any vacancies before laid-off bargaining unit members subject to recall, 14 regardless of the seniority of the laid-off bargaining unit member. 15 D. No employee shall suffer a reduction of pay because of an involuntary transfer. 16 E. Current employees moving 6.02 Seniority members desiring a job transfer to another position building must submit such a request in writing stating the reasons for desiring a higher classification shall change. This request will be considered 17 submitted to the Supervisor of Cafeteria Services. Transfer will be based on ability to perform the job, qualifications, and seniority . 6.03 Seniority members transferred under the above circumstances will retain all rights accrued for the purpose of any benefits provided for in this Agreement. 6.04 In any transfer there will be a thirty (30) day trial period during their first ninety (90) calendar days and the Board will have the right if the member's work is unsatisfactory in the new position. During 18 this trial period, position to revert the employee shall receive training in the duties member back to their previous position without loss of the new positionseniority. The 19 trial period may be extended to a maximum of 180 calendar days only by mutual 20 agreement. Upon completion of the trial periodSupervisor for good cause, if the Supervisor believes, the Board shall notify the employee and the 21 Association. 22 F. If member needs additional time to demonstrate his/her job skills. The Association will be consulted before the end of the trial period. 6.05 Vacancies within the Bargaining Unit, arising during the year will be posted for a period of seven (7) calendar days on the employee’s performance cafeteria bulletin board. Seniority members interested in such vacancies will apply in writing within the posting period to the Supervisor of Cafeteria Services. 6.06 Transfer requests can only be made for posted vacancies. If any member is found unsatisfactory by 23 not selected for the posted vacancy, said individual's transfer request will no longer remain active. A new request must be filed for each posted vacancy if they wish to be considered for said vacancy. 6.07 A promotion is an evaluation procedureupward change in an open classification within the Bargaining Unit which results in the additional rate compensation during the regular work day. Promotions are not meant to include the taking on of additional duties within the same job classification or work involving overtime, shift differential, or at premium pay, etc. Members interested in a promotional position will apply within the employee’s discretionstated posting period to be considered for the promotion. 6.08 Promotions and transfers will be made on the basis of qualifications, skill, experience, education, training, and preparation, and any other relevant factors. When these factors are equal, seniority will be the determining factor. 6.09 Members placed in a new position by promotion, reassignment, or otherwise other than transfer, will be required to satisfactorily complete the trial period of fifty (50) working days to start from the date of employment in the new position. The trial period may be extended by the Supervisor for good cause, if the Supervisor believes the member needs additional time to demonstrate his /her job skills. The Association will be consulted before the end of the trial period. If the member is not the site manager, the employee shall move site manager will also be consulted before the end of the trial period. 6.10 All cafeteria members are encouraged to train and prepare for promotional opportunities. 6.11 If at any time during the trial period for a transfer or promotion, the administration believes the member is not progressing or it appears that the member is not able to satisfactorily perform their assignment, said member may be returned to their previous position or a similar work assignment. The member during their trial period will also have the right to revert back to 24 their previous classification (previous position or similar work assignment) and a letter of explanation will be submitted to the Board by the affected member. 6.12 A vacancy will be defined as any of the following: A. An existing Bargaining Unit position where the member who held the position previously has resigned, retired, died, failed to return from a leave of absence, has been transferred or promoted to another assignment, or for some other reason is no longer permanently assigned to the position. 25 G. When question B. A newly created position which is of performance arise, the supervisor will evaluate the employee and give 26 them specific directions for improvement. Training will then be provided. A lack of 27 communication a permanent nature as defined by the supervisor will result in a satisfactory evaluationthis Agreement. 28 H. In the event of transferring C. A non-Bargaining Unit position which becomes a Bargaining Unit position either by agreement or law. 6.13 Any temporary position that exceeds or is expected to another position or retirement, the employee training the 29 replacement employee will receive an additional $.40 an hour over the trainer’s current 30 wage during training. Training hours exceed fifty (50) work days will be verified considered permanent and agreed upon by the transferring will be posted. Temporary substitutes will be not be used on a long term basis as an option to adding hours to members, or 31 retiring employee and the direct supervisor of the vacated positionadding staff members (over fifty (50) days).

VACANCIES, TRANSFERS AND PROMOTIONS. 3 A. A vacancy shall be defined, for purposes of this Agreement, defined as a position previously held by 4 a bargaining unit member, an administrative secretarial position, a newly created positionposition or a present position that is not filled (provided the position is not eliminated). Leaves of absence which are for twelve (12) months or more will be considered a temporary vacancy. The procedures set forth in Article 7, 5 or changing a part-time Reduction in Hours, Layoff and Recall, paragraph F, for the recall of employees shall supersede the position to a full-time position within the bargaining unit. No vacancy 6 provisions contained herein. B. All vacancies shall be filled until it has been posted in a conspicuous place in each building of the District for at least a period of ten (10) working business days. Postings shall minimally contain the following information: Work Category Location of work Starting date Rate of pay Schedule of hours Qualifications Interested parties may apply in writing to the Superintendent or his/her designee within the ten (10) day period. The District shall notify bargaining unit members of vacancies occurring during the summer months (June through August) by sending notice to each member by mail to their last known address. Positions will be posted internally and externally at the same time with most senior qualified internal applicants receiving the position. 7 B. Whenever a vacancy occurs or is anticipated, the Office of Personnel shall immediately 8 notify, in writing, the Association. Notice of such vacancy shall be sent to all Association 9 members and shall be mailed to each laid-off bargaining unit member. 10 C. Members of Vacancies within the bargaining unit shall be granted full consideration in the filling of any 11 vacancies. Vacancies shall be filled on a seniority basis starting with the basis of experience, competency, qualifications 12 and seniority most qualified senior applicant. D. Within ten (10) workdays after the expiration of the individual. Currently employed bargaining unit members posting period, the District shall be 13 considered for any vacancies before laid-off bargaining unit members subject make known to recall, 14 regardless of the seniority of the laid-off bargaining unit memberapplicants its decision as to which applicant has been selected to fill a posted position. 15 D. No employee shall suffer a reduction E. In the event of pay because change of an involuntary assignment or transfer. 16 E. Current employees moving to another position in a higher classification shall be considered 17 to be in a trial period during their first ninety (90) calendar days in the new position. During 18 this trial period, the employee shall receive training be given a thirty (30) workday trial in the duties of which to show his ability to perform on the new positionjob. The 19 trial period may be extended District shall give reasonable assistance to a maximum of 180 calendar days only by mutual 20 agreement. Upon completion of the trial period, the Board shall notify enable the employee and to perform up to District standards on the 21 Association. 22 F. new job. If before the end of employee is unable to demonstrate the ability to perform the work required during the trial period the employee’s performance is found unsatisfactory by 23 an evaluation procedure, or at the option of the affected employee’s discretion, the employee shall move back be returned to 24 their previous classification and positionassignment. 25 G. When question F. The parties agree that involuntary transfers of performance arise, the supervisor will evaluate the employee employees are to be minimized and give 26 them specific directions for improvement. Training will then be provided. A lack of 27 communication by the supervisor will result in a satisfactory evaluationavoided whenever possible. 28 H. In G. Any employee asked by a supervisor to temporarily assume the event duties of transferring to another position or retirement, the employee training the 29 replacement employee will receive an additional $.40 an hour over the trainer’s current 30 wage during training. Training hours will be verified paid the regular rate for those duties or the employee's regular pay rate, whichever is higher. An employee's pay, hours or pay rate shall not be involuntarily reduced as the result of any temporary change in duties. H. An employee may be permitted to hold more than one (1) position within the bargaining unit provided: 1. There are no scheduling conflicts. 2. The combined positions will not exceed forty (40) hours per week. 3. The employee must obtain prior administrative approval before accepting additional work (i.e., extra trips, overtime, temporary and agreed upon by casual work etc.) which will conflict with their regular assignment(s). 4. Eight-hour positions shall not be split without mutual agreement between the transferring or 31 retiring employee Board and the direct supervisor of the vacated positionAssociation.

VACANCIES, TRANSFERS AND PROMOTIONS. 3 A. 11.1 A vacancy shall be defined, defined as an opening for purposes of this Agreement, as a position period greater than ninety (90) days in a classification previously held by 4 a bargaining unit member, an administrative secretarial position, member or a newly created position, 5 or changing a part-time position to a full-time position within the bargaining unit. No vacancy 6 position shall be filled until it has been posted for at least ten five (105) working days. 7 B. Whenever a vacancy occurs or is anticipated, the Office of Personnel shall immediately 8 notify, in writing, the Association. Notice of such vacancy shall be sent to all Association 9 members and shall be mailed awarded in a timely manner. In filling vacancies that are across classifications: i.e., a bus driver applies for a custodian's position, the administration shall evaluate the credentials of the applicants to each laid-off bargaining unit member. 10 C. Members of determine their ability to do the job. The most qualified applicant shall be awarded the position. If the bargaining unit member is deemed not to be qualified, s/he shall be granted full consideration in given the filling of any 11 vacanciesreasons as to why s/he was not deemed the most qualified. Vacancies shall be filled on the basis of experience, competency, qualifications 12 and seniority of the individual. Currently employed bargaining unit members shall be 13 considered for any vacancies before laid-off bargaining unit members subject to recall, 14 regardless of the seniority of the laid-off bargaining unit member. 15 D. No employee shall suffer a reduction of pay because of an involuntary transfer. 16 E. Current employees moving to another position in a higher classification shall be considered 17 to be in a trial period during their first ninety (90) calendar days in the new position. During 18 this trial period, the employee shall receive training in the duties of the new position. The 19 trial period may be extended to a maximum of 180 calendar days only by mutual 20 agreement. Upon completion of the trial period, the Board shall notify the employee and the 21 Association. 22 F. If before the end of the trial period the employee’s performance is found unsatisfactory by 23 an evaluation procedure, or at the employee’s discretion, the employee shall move back to 24 their previous classification and position. 25 G. When question of performance arise, the supervisor will evaluate the employee and give 26 them specific directions for improvement. Training will then be provided. A lack of 27 communication by the supervisor will result in a satisfactory evaluation. 28 H. In the event of transferring promotion in or transfer from one classification to another position or retirementanother, the employee training bargaining unit member shall be given a twenty (20) workday trial in which to show his/her ability to perform on the 29 replacement employee new job. The Employer shall give the promoted or transferred bargaining unit member reasonable assistance to enable him/her to perform up to the Employer's standards on the new job. If the 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 returned to his/her previous assignment. 11.2 When a vacancy occurs, the Employer will receive an additional $.40 an hour over send a copy of the trainer’s current 30 wage during trainingnotice to the Union and a copy will be posted in each building. Training Such posting shall contain the following information: 1) type of work, 2) location of work, 3) starting date, 4) rate of pay, 5) hours to be worked, 6) classification, 7) minimum requirements. 11.3 The Employer has the right of assignment. The bargaining unit members’ positions and hours will only be verified changed or reduced for good reasons or financial exigencies. The administration will post for new positions, which includes emailing postings and agreed upon give priority to current members based on length of service and ability to perform job duties. If the job is not granted to the person with greatest length of service, objective documentation will be provided. 11.4 An employee's pay rate will not be reduced as a result of a temporary change in duties and may be raised if the temporary duties are in a different classification. 11.5 Any bargaining unit member may request a transfer after satisfactory completion of the probationary period. When a position opens and is posted, those employees who desire to transfer may make written request to the administration. 11.6 Each individual paraprofessional shall be provided with a tentative assignment by the transferring or 31 retiring employee and the direct supervisor last day of the vacated positioneach school year.

VACANCIES, TRANSFERS AND PROMOTIONS. 3 The right of determination of support staff employment and assignments is vested in the Board of Education or its designated representative as outlined below: A. A vacancy shall be defined, for purposes of this Agreement, defined as a position previously held by 4 a bargaining unit member, an administrative secretarial position, a newly created position, 5 position or changing a part-time present position to a full-time position that is not filled within the bargaining unit. No vacancy 6 . B. All vacancies shall be filled until it has been posted for at least no later than ten (10) working days from the time the vacancy occurs in a conspicuous place in each building of the district for a period of ten (10) work days. Said posting shall contain the following information: 1. Type of Work 5. Hours to be worked 2. Location of Work 6. Classification 3. Starting Date 7. Minimum Requirements 4. Rate of Pay 8. Qualifications C. Interested bargaining unit members may apply in writing to the superintendent or designee within the ten (10) day posting period. The employer shall notify bargaining unit members of vacancies occurring during the summer months of June, July and August by sending notice of same to each bargaining unit member by U. S. mail to their last known address. 7 B. Whenever a vacancy occurs or is anticipated, the Office of Personnel shall immediately 8 notify, in writing, the Association. Notice of such vacancy shall D. All vacancies will first be sent to all Association 9 members and shall be mailed to each laid-off bargaining unit member. 10 C. Members of the bargaining unit shall be granted full consideration in the filling of any 11 vacanciesposted internally only. Vacancies shall be filled with the most seniored applicant from within the affected classification provided that the applicant is qualified for the position. Should no bargaining unit member from the affected classification apply or possess the qualifications, the District may post the vacancy externally. The district will give first consideration to employees from other classifications, reserving the right to fill vacancies with the most qualified applicant. E. Within ten (10) work days after the expiration of the posting period the employer shall make known its decision as to which applicant has been selected to fill a posted position. Each applicant shall be so notified in writing with a copy provided to the union. F. In the event of promotion in or transfer from one classification to another, the bargaining unit member shall be given up to thirty (30) work day trial in which to show his/her ability to perform on the basis of experience, competency, qualifications 12 and seniority new job. The employer shall give the promoted or transferred bargaining unit member reasonable assistance to enable him/her to perform up to the employer's standards on the new job. If the bargaining unit member is unable to demonstrate ability to perform the work required during the trial period or at the option of the individualaffected bargaining unit member, the bargaining unit member shall be returned to his/her previous assignment. Currently employed The bargaining unit member has up to twenty-one (21) work days in which to exercise the option to return to his/her previous assignment. G. The parties agree involuntary transfers of bargaining unit members shall are to be 13 considered effected only for any vacancies before laid-off reasonable and just cause. H. Any bargaining unit members subject to recall, 14 regardless of the seniority of the laid-off bargaining unit member. 15 D. No employee shall suffer a reduction of pay because of an involuntary transfer. 16 E. Current employees moving to another position in a higher classification shall be considered 17 to be in a trial period during their first ninety (90) calendar days in the new position. During 18 this trial period, the employee shall receive training in member who temporarily assumes the duties of another bargaining unit member will be paid the new position. The 19 trial regular rate for those duties. I. Temporary Vacancies - In the event of a temporary vacancy for a specified period may be extended to a maximum of 180 calendar days only by mutual 20 agreement. Upon completion of the trial periodtime, the Board shall notify have the right to hire a temporary employee during the duration of the vacancy provided that the Board first offers the temporary vacancy to (1) existing qualified employees who are working fewer hours within that same classification or (2) persons on layoff. In the event that an existing employee accepts the temporarily vacated position, the newly hired employee may then fill any remaining vacancy. Temporary vacancies are deemed to be temporary and will be posted as soon as it is known that the regular employee will be off the job for more than twenty (20) consecutive days but is due or scheduled to report back to his/her regular work assignment. In the event that the employee returns to his/her former position from the absence, then the affected subsequent employees will revert to their former positions, and the 21 Association. 22 F. If before temporary employee shall be laid off. In the end event that the regular employee does not return to his/her former position from the absence, then as of the trial period the employee’s performance date that such determination is found unsatisfactory by 23 an evaluation procedure, or at the employee’s discretionmade, the employee shall move back to 24 their previous classification and position. 25 G. When question of performance arise, the supervisor will evaluate the employee and give 26 them specific directions for improvement. Training position will then be provided. A lack of 27 communication by the supervisor will result in a satisfactory evaluation. 28 H. In the event of transferring considered to another position or retirement, the employee training the 29 replacement employee will receive an additional $.40 an hour over the trainer’s current 30 wage during training. Training hours be vacant and will be verified and agreed upon by filled as specified under the transferring or 31 retiring employee and the direct supervisor terms of the vacated positionthis article.

VACANCIES, TRANSFERS AND PROMOTIONS. 3 A. A vacancy shall be defined, for purposes of this Agreement, defined as a position previously held by 4 a bargaining unit member, an administrative secretarial position, a newly created position, 5 or changing a part-time position to a full-time position within a classification represented by the Association in this bargaining unit or a present position within a classification represented by the Association in this bargaining unit which position becomes vacant by reason of the permanent separation (resignation, death, discharge, transfer) of the bargaining unitunit member formerly in said position. No vacancy 6 Under the following circumstances the District may employ a temporary employee: 1. Due to unexpected or unanticipated need (e.g. student who becomes so unstable as to require individual assistance/attention). 2. Due to loss of staff with concurrent immediate need for a temporary replacement until appropriate employment procedures may be followed to find a suitable replacement. 3. Due to the enrollment of a new student for who exact instructional/support needs have not been established. These temporary positions will last no longer than 60 school days with no extensions, at the end of which one of the following shall occur: 1. The position will be terminated. 2. The position will be determined to be necessary on a continuing basis and posted as a vacancy. Vacancy may be posted for a specific time period, at the end of which the position will be terminated and not re-posted, or made permanent. 3. The position will be posted as a normal vacancy. All vacancies covered by this Agreement shall be filled until it has been posted in a conspicuous place in each building and emailed to all current support personnel of the District (via the currently adopted VBISD email system) for at least a period of five (5) working days. Said posting shall contain the following information: 1. Type of work; 2. Location of work; 3. Starting date; 4. Rate of pay; 5. Hours to be worked; 6. Classification; 7. Position requirements; 8. Position qualifications. Interested employees may apply online, within the five (5) day posting period. The Employer shall notify employees of vacancies occurring during the summer months (June, July, August) by sending notice of same to the President of the Union. Within ten (10) working days. 7 B. Whenever a vacancy occurs or is anticipatedwork days after employment of an applicant, the Office of Personnel Employer shall immediately 8 notify, in writing, the Association. Notice of such vacancy shall be sent make known its decision as to all Association 9 members and shall be mailed which applicant has been selected to each laid-off bargaining unit member. 10 C. Members of the bargaining unit shall be granted full consideration in the filling of any 11 vacancies. Vacancies shall be filled on the basis of experience, competency, qualifications 12 and seniority of the individual. Currently employed bargaining unit members shall be 13 considered for any vacancies before laid-off bargaining unit members subject to recall, 14 regardless of the seniority of the laid-off bargaining unit member. 15 D. No employee shall suffer fill a reduction of pay because of an involuntary transfer. 16 E. Current employees moving to another position in a higher classification shall be considered 17 to be in a trial period during their first ninety (90) calendar days in the new position. During 18 this trial period, the employee shall receive training in the duties of the new posted position. The 19 trial period may selected applicant shall be extended so notified in writing with a copy provided to a maximum of 180 calendar days only by mutual 20 agreement. Upon completion of the trial period, the Board shall notify the employee and the 21 AssociationUnion. 22 F. If before the end of the trial period the employee’s performance is found unsatisfactory by 23 an evaluation procedure, or at the employee’s discretion, the employee shall move back to 24 their previous classification and position. 25 G. When question of performance arise, the supervisor will evaluate the employee and give 26 them specific directions for improvement. Training will then be provided. A lack of 27 communication by the supervisor will result in a satisfactory evaluation. 28 H. In the event of transferring to another position or retirement, the employee training the 29 replacement employee will receive an additional $.40 an hour over the trainer’s current 30 wage during training. Training hours will be verified and agreed upon by the transferring or 31 retiring employee and the direct supervisor of the vacated position.

VACANCIES, TRANSFERS AND PROMOTIONS. 3 A. 17.1 A vacancy shall be defined, for purposes of this Agreement, defined as a position previously held by 4 a bargaining unit member, an administrative secretarial position, a newly created positionposition or a present position that is not filled, 5 or changing a part-time position which the Board does intend to a full-time position within the bargaining unit. No vacancy 6 shall be filled until it has been posted for at least ten (10) working daysfill. 7 B. Whenever a vacancy occurs or is anticipated, the Office of Personnel shall immediately 8 notify, in writing, the Association. 17.2 Notice of such vacancy shall be sent to all Association 9 members and shall be mailed to each laid-off bargaining unit member. 10 C. Members of vacancies in the bargaining unit shall be granted full consideration posted internally in each work location for at least five (5) working days. The most qualified applicant will be selected by the Board; however,when in the filling of any 11 vacancies. Vacancies shall be filled on the basis of experience, competency, qualifications 12 and seniority determination of the individualBoard the qualifications of both internal and external applicants are equal, the internal applicant with the most seniority will be granted the position. Currently In the case of district employed bargaining unit members shall be 13 considered for any vacancies before laid-off bargaining unit members subject bus drivers, the transportation director, after posting the run(s), may speak to recall, 14 regardless drivers in order of seniority and have them sign their rejection of the seniority of posting. If all district employed drivers sign off the laid-off bargaining unit memberdirector may immediately take the posting down and fill it with a driver who wishes the run. 15 D. No 17.3 A newly promoted or transferred employee shall suffer serve a reduction probationary period of pay because of an involuntary transfer. 16 E. Current employees moving to another position in a higher classification shall be considered 17 to be in a trial period during their first ninety sixty (9060) calendar days in the new open position. Whenever an employee is promoted or is reclassified upward, he/she shall be placed on the first step that is closest to his/her previous rate of pay without a loss of pay per hour. During 18 this trial the time period that the employee is serving the probationary period, the Board shallprovide the employee with periodic evaluations as to the employee's work performance. During the probationary period, the employee shall receive training return to his/her former position at the request of the Boardor the employee. This shall not affect the employee's seniority date. Any individual granted a position under this Article or electing to return to his/her former position under this Article or electing to return to his/her former position under the terms of this section shall be prohibited from applying for another position for a period of twelve (12) months from the effective date of assignment in the duties of the new position. The 19 trial period may be extended to a maximum of 180 calendar days only by mutual 20 agreement. Upon completion of the trial period, the Board shall notify the employee and the 21 Association. 22 F. If before the end of the trial period the employee’s performance is found unsatisfactory by 23 an evaluation procedure, or at the employee’s discretion, the employee shall move back to 24 their previous classification and posted position. 25 G. When question 17.4 The Board shall have the right to hire a temporary employee during the time that an employee who is covered by this Agreement is not on the job due to a paid or unpaid leave not subject to the provisions of performance arise, Article IV. The Board shall also have the supervisor will evaluate right to hire temporary employees to temporarily supplement the employee and give 26 them specific directions for improvement. Training will then be provided. A lack of 27 communication by the supervisor will result in a satisfactory evaluationwork force. 28 H. In 17.5 The parties agree that involuntary transfer of employees shall not be capricious and shall be minimized to the event of transferring extent the Board deems necessary. 17.6 All after school and summer school program bus driver (including field trips and extra runs), foodservice, secretarial, and custodial positions shall be posted and filled per the contract as they become vacant. These positions are not subject to another position or retirementseniority; however, the employee training the 29 replacement employee will receive an additional $.40 an hour over the trainer’s current 30 wage during training. Training hours first consideration will be verified and agreed upon by given to those bargaining unit members who filled these position the transferring or 31 retiring employee and the direct supervisor of the vacated positionprior year.

VACANCIES, TRANSFERS AND PROMOTIONS. 3 A. “A vacancy shall be defined, for purposes of this Agreement, defined as a any position previously held by 4 a bargaining unit member, an administrative secretarial position, a newly created position, 5 or changing a part-time position to a full-time position within in the bargaining unit. No vacancy 6 shall , either newly created or a present position resulting in an increase in more than 1 (one) hour per day, that is not filled.” B. All job vacancies will be filled until it has been posted for at least a period of six (6) working days setting forth the minimum requirements for such vacancies in a conspicuous place in each building or bus garages. All interested employees must apply in writing within the six- (6) working day period with the Superintendent of Schools. During the summer vacation period, all job vacancies will be posted for a period of ten (10) working daysworkdays. 7 B. C. Whenever a vacancy occurs or is anticipatedvacancies occur during the summer months when some employees do not work, the Office Board will send notices of Personnel shall immediately 8 notify, vacancies to the executive team through email. D. In the event of promotion in writingthe classification or transfer from one classification to another, the Association. Notice of such vacancy employee shall be sent given a thirty (30) work day trial in which to all Association 9 members and show their ability to perform on the new job. The Board shall be mailed give the employee promoted or transferred, reasonable assistance to each laid-off bargaining unit memberenable them to perform up to Board standards on the new job. 10 C. Members of E. If the bargaining unit shall be granted full consideration in employee is unable to demonstrate ability to perform the filling of any 11 vacancies. Vacancies shall be filled on work required during the basis of experience, competency, qualifications 12 and seniority of the individual. Currently employed bargaining unit members shall be 13 considered for any vacancies before laid-off bargaining unit members subject to recall, 14 regardless of the seniority of the laid-off bargaining unit member. 15 D. No employee shall suffer a reduction of pay because of an involuntary transfer. 16 E. Current employees moving to another position in a higher classification shall be considered 17 to be in a trial period during their first ninety (90) calendar days in the new position. During 18 this trial period, the employee shall receive training be returned to the previous assignment or to one as near to the former status and pay rate as can be arranged at the same time. The employee shall not, for a period of one year, be permitted to apply for a vacancy in the duties same or higher classification of work in which they were unable to demonstrate ability. F. Employees voluntarily transferring classifications shall be placed on the same step of the new wage schedule, regardless of the increase or decrease in hourly rate. Employees asked to temporarily assume the responsibilities of another classification or transferred through administrative prerogative shall be paid at the closest rate of pay providing an increase or on the same step of the wage schedule, whichever is greater. G. All applicants for a position will be informed in writing by letter or Employee Newsletter, which of them has been selected for the position. The 19 trial period may association president will also be extended informed. H. Any employee asked by a supervisor to temporarily assume the full responsibility and duties of another employee in a maximum higher classification shall receive the rate of 180 calendar days only by mutual 20 agreement. Upon completion pay of the trial periodhigher classification after the fifth day of work in that classification. The employee's rate shall not be reduced by a temporary change in duties. I. Any employee, providing they meet the qualification necessary, may apply for posted vacancies. All classroom aides (para-pros, special ed aides, etc.) media coordinators, and any other position/s determined to include direct assistance with students will require that applicants meet the criteria consistent with the No Child Left Behind (NCLB) Act of 2001. J. Instructional Aides must be qualified to be appointed to or retain an assignment. For the purposes of this agreement, the Board shall notify term qualified will include all applicable standards for being highly qualified under the NCLB Act of 2001. K. Some positions within the District require a close interpersonal relationship between an employee and the 21 Associationfaculty, students and the public, which the district serves. Considering this important aspect of district relations, from time to time it may be necessary to use the "whole person" approach to awarding a job. The district reserves the right to award a job using the superlative "best qualified" in those cases where a less senior applicant is best qualified as compared to a more senior better qualified applicant. Employees denied a position given to an employee with less seniority will be given a written statement explaining the reasons for rejection, when requested. 22 F. If before the end of the trial period the employee’s performance is found unsatisfactory by 23 an evaluation procedureL. Summer, seasonal, or temporary jobs need not be posted. M. Individuals who have filled a temporary position for a minimum of three (3) continuous years will be granted regular unit membership at step 1, provided they pass appropriate testing. Seniority for the employee’s discretion, the employee shall move back to 24 their previous classification and assignnent begins at time regular membership is granted for this position. 25 G. When question of performance arise, the supervisor will evaluate the employee and give 26 them specific directions for improvement. Training will then be provided. A lack of 27 communication by the supervisor will result in a satisfactory evaluation. 28 H. In the event of transferring to another position or retirement, the employee training the 29 replacement employee will receive an additional $.40 an hour over the trainer’s current 30 wage during training. Training hours will be verified and agreed upon by the transferring or 31 retiring employee and the direct supervisor of the vacated position.

VACANCIES, TRANSFERS AND PROMOTIONS. 3 A. A vacancy shall be defined, for purposes of this Agreement, defined as a position previously held by 4 a bargaining unit member, an administrative secretarial position, a newly created position within a classification represented by the Association in this bargaining unit or a present position within a classification represented by the Association in this bargaining unit which position becomes vacant by reason of the permanent separation (resignation, death, discharge, transfer) of the bargaining unit member formerly in said position. Under the following circumstances the District may employ a temporary employee: 1. Due to unexpected or unanticipated need (e.g. student who becomes so unstable as to require individual assistance/attention). 2. Due to loss of staff with concurrent immediate need for a temporary replacement until appropriate employment procedures may be followed to find a suitable replacement. 3. Due to the enrollment of a new student for who exact instructional/support needs have not been established. These temporary positions will last no longer than 60 school days with no extensions, 5 at the end of which one of the following shall occur: 1. The position will be terminated. 2. The position will be determined to be necessary on a continuing basis and posted as a vacancy. Vacancy may be posted for a specific time period, at the end of which the position will be terminated and not re-posted, or changing made permanent. 3. The position will be posted as a part-time normal vacancy. All vacancies covered by this Agreement shall be posted in a conspicuous place in each building and emailed to all current support personnel of the District (via the currently adopted VBISD email system) for a period of five (5) working days. Said posting shall contain the following information: 1. Type of work; 2. Location of work; 3. Starting date; 4. Rate of pay; 5. Hours to be worked; 6. Classification; 7. Position requirements; 8. Position qualifications. Interested employees may apply online, within the five (5) day posting period. The Employer shall notify employees of vacancies occurring during the summer months (June, July, August) by sending notice of same to the President of the Union. Within ten (10) work days after employment of an applicant, the Employer shall make known its decision as to which applicant has been selected to fill a posted position. The selected applicant shall be so notified in writing with a copy provided to the Union. C. After the expiration of the posting period the Employer may fill the position by transfer of an employee within the classification or by awarding the position to a full-time position another applicant from within or outside the bargaining unit. No vacancy 6 In making the decision to award the position to an applicant, the Employer will consider the certification, job application, program of assignment, evaluations, disciplinary record, qualifications, skills, abilities and experience of the applicants, including the length of service with the Employer (if any) and other relevant factors. Seniority will be a tie breaker if all relevant information is the same. The applicant selected shall be filled until it has been posted for at least ten (10) working daysnotified of his/her selection and the time and place to report to work. The decision of the Employer in filling the position shall be final. 7 B. Whenever D. If the individual awarded the vacancy is not a vacancy occurs or is anticipated, the Office of Personnel shall immediately 8 notify, in writing, the Association. Notice of such vacancy shall be sent to all Association 9 members and shall be mailed to each laid-off bargaining unit member. 10 C. Members member of the bargaining unit at the time of application, he/she shall be granted full consideration serve the probationary period under the conditions set forth in Article X, Paragraph E of this agreement. If the filling of any 11 vacancies. Vacancies shall be filled on individual awarded the basis of experience, competency, qualifications 12 and seniority vacancy is a member of the individual. Currently employed bargaining unit members at the time of application, the following conditions shall be 13 considered for any vacancies before laid-off bargaining unit members subject apply to recall, 14 regardless of the seniority of the laid-off bargaining unit member. 15 D. No employee shall suffer a reduction of pay because of an involuntary transfer. 16 E. Current employees moving to another position in a higher classification shall be considered 17 to be in a twenty (20) work day trial period during their first ninety (90) calendar days in the new positionassignment: 1. During 18 this Substitutes may be used to fill positions(s) previously occupied by the bargaining unit member on twenty (20) work day trial. 2. Employee may be removed at any time during the twenty (20) work day period for reasons specified by the Employer. This removal will be subject to the grievance procedure, with the exception of arbitration, Step 6. 3. Anytime during the twenty (20) work day trial period, the employee shall receive training will be transferred back to his/her previous position at the employee’s request, upon at least five (5) work days prior notice to the Employer. The twenty (20) day trial period would not apply if positions were to open at end of regular school year or if partial trial days take place at the end of year and the beginning of school in the duties fall. 4. The employee eligible for the twenty (20) work day trial period and the Employer may mutually agree, in writing, to waive all or any portion of the new positiontwenty (20) work day trial period. The 19 trial period may be extended to a maximum of 180 calendar days only by mutual 20 agreement. Upon completion At the end of the twenty (20) work day trial period, the Board shall notify employee may be returned to previous position for reasons sufficient to the Employer, and: a. The employee and the 21 Associationor UNION may not grieve. 22 F. If before the end of the trial period the employee’s b. The employee will be given an interview where reasons for unsatisfactory performance is found unsatisfactory by 23 an evaluation procedure, will be identified. An employee once rejected during or at the employee’s discretionconclusion of a trial period, from a position by the Employer in another classification or program within the same classification may apply for subsequent transfer(s) and may be granted the transfer on a trial basis. The administration will give additional consideration to allow the employee to be placed in a trial position when the employee will be assigned to a different supervisor than under the position for which he/she was rejected. E. For purposes of this Article, the employee Program Assistant classification is further broken down by “program” as follows (or it will correspond to the State Board of Education’s classifications): F. Bargaining unit members will be considered qualified in all classifications in which they have been assigned for regular employment and successfully served for the Employer. Also, employees in the School Facilities and Maintenance and Grounds Maintenance Classification shall move back be considered qualified to 24 their previous classification and positionserve in the Custodian classification. Bus Drivers shall be considered qualified to be Bus Attendants. 25 G. When question of performance arise, Employees shall not be placed on a lower step on the supervisor will evaluate the employee and give 26 them specific directions for improvement. Training will then be provided. A lack of 27 communication by the supervisor will result salary schedule or wage scale due to a change in a satisfactory evaluationassignment within related job classifications. 28 H. In the event For purposes of transferring to another position or retirementthis section, the employee training the 29 replacement employee will receive an additional $.40 an hour over the trainer’s current 30 wage during training. Training hours will be verified and agreed upon by the transferring or 31 retiring employee and the direct supervisor of the vacated position.related job classifications are: a. Bus Driver - Bus Attendants b. Program Assistants - All

VACANCIES, TRANSFERS AND PROMOTIONS. 3 A. Section 1 A permanent vacancy shall be defined, defined for purposes of this Agreement, Agreement as a position position, which the Employer determines requires filling, in any job classification within the bargaining unit previously held by 4 a bargaining unit member, an administrative secretarial position, member or a newly created position, 5 or changing a part-time additional position to a full-time position opening, within the bargaining unit. No vacancy 6 shall Notice of permanent vacancies will be filled until it has been posted for at least ten (10) working calendar days. Copies of such postings will be provided to the Union for posting in each Section 2 The posted notice shall set forth the requirements for the position. Interested individuals may apply in writing within the ten (10) calendar day posting period. 7 B. Whenever (a) The Employer will fill a permanent vacancy occurs or is anticipated, (as determined by the Office of Personnel shall immediately 8 notify, in writing, the Association. Notice of such vacancy shall be sent to all Association 9 members and shall be mailed to each laid-off bargaining unit member. 10 C. Members of the bargaining unit shall be granted full consideration in the filling of any 11 vacancies. Vacancies shall be filled on the basis of experience, competency, qualifications 12 and seniority of the individual. Currently employed bargaining unit members shall be 13 considered for any vacancies before laid-off bargaining unit members subject to recall, 14 regardless of the seniority of the laid-off bargaining unit member. 15 D. No employee shall suffer a reduction of pay because of an involuntary transfer. 16 E. Current employees moving to another position in a higher classification shall be considered 17 to be in a trial period during their first Employer) within ninety (90) calendar school days from the closing date of the posting, from internal and external applicants based upon qualifications as outlined in the new positionposting, skill, ability, work history and seniority. During 18 this trial periodIf two or more qualified individuals have relatively equal skill, ability and experience for the position the bargaining unit member with the most seniority in the same classification or, if none, the employee shall receive training in same seniority grouping, will be given priority. (b) The Employer will notify the duties Union, and all bargaining unit members posting for the vacancy, of award of the new position. The 19 trial period Union will further be advised of the names of all bargaining unit members posting for the vacancy and, if the most senior applicant is not awarded the position, of the reasons for awarding the position to another individual. Section 4 Bargaining unit members may be extended at any time apply for classifications with higher pay grades. Bargaining unit members may also bid on posted permanent vacancies in pay grades equal to or lower than their current pay grade provided they have worked at least twelve (12) calendar months following award to them of any prior posting; bargaining unit members may post within such twelve (12) months only with the consent of the Employer. Section 5 The Employer will consider employees' requests concerning shift preference when a shift vacancy occurs. If the most senior qualified employee in the classification is not assigned to the requested shift the Employer will, upon request, provide the Union with the reasons for such shift assignment. Section 6 (a) Bargaining unit members assigned during their normal scheduled hours to a maximum classification having a lower rate of 180 calendar days only by mutual 20 agreement. Upon completion pay will be paid for all hours actually worked during such normal scheduled hours at their normal classification rate; those assigned during their normal scheduled hours to a classification having a higher rate of the trial period, the Board shall notify the employee and the 21 Association. 22 F. If before the end of the trial period the employee’s performance is found unsatisfactory by 23 an evaluation procedure, or at the employee’s discretion, the employee shall move back to 24 their previous classification and position. 25 G. When question of performance arise, the supervisor will evaluate the employee and give 26 them specific directions for improvement. Training will then be provided. A lack of 27 communication by the supervisor will result in a satisfactory evaluation. 28 H. In the event of transferring to another position or retirement, the employee training the 29 replacement employee pay will receive an additional $.40 an such rate of pay for all hours actually worked in such classification so long as they have worked at least one (1) continuous hour over insuch higher classification. Employees assigned work during the trainer’s current 30 wage during training. Training school year outside of their normal scheduled hours will be verified and agreed upon by the transferring or 31 retiring employee and the direct supervisor of the vacated position.be