Common use of VACANCIES & TRANSFERS Clause in Contracts

VACANCIES & TRANSFERS. A. For purposes of this Agreement, a “vacancy” shall be defined as a Board-authorized position which is unfilled and to which no bargaining unit member has a right to return to (i.e., from leave of absence or recall), or when the authorized hours for a position increase five (5) or more hours per week. B. When the Board determines to fill a vacancy or create a new position, notice of such vacancy or newly-created position shall be publicized by giving written notice to the Association President, and the Superintendent or designee will provide an appropriate positing in every school building. 1. No vacancy shall be filled on a permanent basis until ten (10) work days after such notice has been given. 2. When school is not in session, all vacancies shall be posted in the Central Administration Office as described above for at least ten (10) work days before being filled. 3. If a vacancy is to be filled through recall of an employee on layoff in the same category, Section B of this Article does not apply. 4. The ten (10) work day period in Section 1 above, will be reduced to five (5) work days for Special Education paraprofessional postings during the period of August 1 to November 1. 5. The ten (10) day period will begin from the date a posting is placed on the District’s website. The paper copy of the job posting will indicate the date the posting was placed on the District’s website and the date the posting is closed. Copies of the posting(s) will be provided to the Association President and the secretaries in each building at the time of the posting. C. Any employee may apply for a vacancy or new position by submitting a letter of application to the Central Administration office. In the recruitment, selection, and appointment to vacant positions within the District, the Board shall recruit, select, and appoint from within the ranks of its employees whenever practicable. In the selection and appointment process, the finalists among the internal and external candidates shall be chosen as follows: The position will be awarded to the most qualified individual taking into account his/her knowledge, skills, ability, and experience. If the candidates are equally qualified and one is internal, the internal candidate shall be offered the position. If more than one of the equally-qualified candidates is internal, the employee with the most seniority shall be offered the position. The Board will not bypass current employees in the bargaining unit who apply except to hire a more qualified applicant. The most qualified applicant will be offered the position. D. When an internal employee is selected for a new/vacant position, s/he will be granted a three (3) week (15 working days when students are in the building) trial period [which includes ten (10) working days when the employee’s immediate supervisor is present and when students are in school, for those employees working in buildings with students] to determine: (1) the ability to perform on the job and (2) the desire to remain on the job. The trial period shall be extended for ten (10) additional working days upon mutual written agreement of the Board and the Association. During the above trial period, the employee shall have the opportunity to revert to the employee’s former position. If the employee’s job performance in the new position is determined to be unsatisfactory by the Board, notice of such a finding and reasons shall be given to the employee in writing before the employee is returned to their former position, with the employee having the right to grieve the Board’s decision, through Step Three of the Grievance Procedure only. No action to remove said employee from the position will take place until such time that the grievance process has been completed through Step 3 or should the employee fail to file the grievance on time. E. Within ten (10) work days after the expiration of the posting period, the Board 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 Association President. Any reasonable request for extension of this time line shall be mutually agreed to by the Association President and the Superintendent or designee. F. The Board recognizes that the involuntary transfer of employees should be kept to a minimum and agrees that, if the employee requests, its representative will meet with the employee to explain the reasons for the transfer. The Association recognizes that overload teacher paraprofessionals who are assigned to classrooms may be transferred due to overload changes and that this provision shall not apply. G. When a vacancy is intended to be filled on a permanent basis, the District shall have the right to place a substitute in the position. However, the District will NOT continue the use of a substitute beyond sixty (60) work days.

VACANCIES & TRANSFERS. A. For purposes of this Agreement, a “vacancy” Vacancies shall be defined considered as a Board-authorized bargaining unit position which is unfilled and the Board intends to which no bargaining unit member has a right to return to (i.e., from leave of absence or recall), or when the authorized hours for a position increase five (5) or more hours per weekfill. B. When the Board determines to fill Whenever a vacancy or create a new positionposition occurs within the bargaining unit, the Board shall publicize the same by placing written notice of such the vacancy in the main office of each building in the school district and mailing a copy to any employee on layoff. The vacancy shall not be filled for a period of five work days except on a temporary basis. A vacancy notice shall also be mailed to any employee not scheduled to work during the posting period for the vacancy provided that the employee furnishes the stamped self- addressed envelopes. All vacancies shall first be posted for application within the bargaining unit. If there are no qualified applicants within the bargaining unit, the Board may then post the position for applicants outside of the bargaining unit. C. Any member of the bargaining unit may apply for any posted vacancy. Employees who are on layoff or newly-created notified that their position is being eliminated or reduced in scheduled hours/days/weeks shall be publicized by giving written notice to the Association President, and the Superintendent or designee will provide an appropriate positing in every school building. 1. No vacancy shall be filled on a permanent basis until ten (10) work days after such notice has been given. 2. When school is not in session, all vacancies shall be posted given priority in the Central Administration Office as described above for at least ten (10) work days before being filled. 3order of most seniority over applications from non-bargaining unit members provided they are qualified. If In the event a vacancy is to be filled through recall of an employee on layoff in the same category, Section B of this Article does not apply. 4. The ten (10) work day period in Section 1 above, will be reduced to five (5) work days for Special Education paraprofessional postings during the period of August 1 to November 1. 5. The ten (10) day period will begin from the date occurs as a posting is placed on the District’s website. The paper copy result of the job posting will indicate Board reinstating a position that was previously eliminated, the date employee that held the posting was placed on the District’s website and the date the posting is closed. Copies of the posting(s) will be provided to the Association President and the secretaries in each building position at the time of the posting. C. elimination shall have the right to return to the position. Unless provided otherwise in this Agreement (such as immediately above) the Board shall grant first consideration to the most senior applicant within the bargaining unit. Any employee may apply who applies for a vacancy or new position by submitting a letter of application shall have the right to the Central Administration office. In the recruitment, selection, an interview and appointment to vacant positions within the District, the Board shall recruit, select, and appoint from within the ranks of its employees whenever practicable. In the selection and appointment process, the finalists among the internal and external candidates shall be chosen as follows: The position will be awarded to the most qualified individual taking into account his/her knowledge, skills, ability, and experience. If the candidates are equally qualified and one is internal, the internal candidate shall be offered the position. If more than one notified of the equally-qualified candidates is internal, outcome of the employee with filling of the most seniority shall be offered the position. The Board will not bypass current employees in the bargaining unit who apply except to hire a more qualified applicant. The most qualified applicant will be offered the positionvacancy. D. When an internal employee is selected Any successful applicant for a new/vacant position, s/he will be granted vacancy shall have a three (3) week (15 working days when students are in the building) trial period [which includes ten (10) of a minimum of 30 working days when days. The Employer shall give the employeesuccessful applicant reasonable assistance to enable him/her to meet the Employer’s immediate supervisor is present and when students are in school, for those employees working in buildings with students] to determine: (1) standards of the ability to perform on the job and (2) the desire to remain on the new job. The trial period shall be extended for ten (10) additional working days upon mutual written agreement of If during the Board and the Association. During the above trial period, the Board determines that the employee is not performing satisfactory service, or at the option of the affected employee, the employee shall have the opportunity be returned to revert to the employee’s his/her former position. If This re-assignment is not subject to the employee’s job performance grievance procedure. E. An employee who transfers to a position with the Board that is outside the bargaining unit shall retain seniority but shall not accumulate seniority for a period of one (1) year, at which time the employee must return to the bargaining unit or lose his/her seniority. The employee shall not cause the layoff of any bargaining unit member in the new position is determined to be unsatisfactory by the Board, notice of such a finding and reasons shall be given to the employee in writing before event the employee is returned to their former position, with transferred back into the employee having the right to grieve the Board’s decision, through Step Three of the Grievance Procedure only. No action to remove said employee from the position will take place until such time that the grievance process has been completed through Step 3 or should the employee fail to file the grievance on time. E. Within ten (10) work days after the expiration of the posting period, the Board 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 Association President. Any reasonable request for extension of this time line shall be mutually agreed to by the Association President and the Superintendent or designeebargaining unit. F. The Board recognizes that the will make every attempt to keep involuntary transfer of employees should be kept transfers to a minimum and agrees that, if the employee requests, its representative will meet with the employee to explain the reasons for the transfer. The Association recognizes that overload teacher paraprofessionals who are assigned to classrooms may be transferred due to overload changes and that this provision shall not applyminimum. G. When a vacancy is intended to be filled on a permanent basis, the District shall have the right to place a substitute in the position. However, the District will NOT continue the use of a substitute beyond sixty (60) work days.

VACANCIES & TRANSFERS. A. For purposes of this Agreement, a “vacancy” Vacancies shall be defined considered as a Board-authorized bargaining unit position which is unfilled and the Board intends to which no bargaining unit member has a right to return to (i.e., from leave of absence or recall), or when the authorized hours for a position increase five (5) or more hours per weekfill. B. When the Board determines to fill Whenever a vacancy or create a new positionposition occurs within the bargaining unit, the Board shall publicize the same by placing written notice of such the vacancy or newly-created position shall be publicized by giving written notice in the main office of each building in the school district and mailing a copy to the Association President, and the Superintendent or designee will provide an appropriate positing in every school building. 1any employee on layoff. No The vacancy shall not be filled on for a permanent basis until ten (10) work days after such notice has been given. 2. When school is not in session, all vacancies shall be posted in the Central Administration Office as described above for at least ten (10) work days before being filled. 3. If a vacancy is to be filled through recall period of an employee on layoff in the same category, Section B of this Article does not apply. 4. The ten (10) work day period in Section 1 above, will be reduced to five (5) work days except on a temporary basis. A vacancy notice shall also be mailed to any employee upon request provided the employee provides a stamped, self-addressed envelope. C. Any member of the bargaining unit may apply for Special Education paraprofessional postings any posted vacancy. In the event a vacancy occurs as a result of the Board reinstating a position that was eliminated during the period of August 1 to November 1. 5. The ten (10) day period will begin from previous calendar year, the date a posting is placed on employee that held the District’s website. The paper copy of the job posting will indicate the date the posting was placed on the District’s website and the date the posting is closed. Copies of the posting(s) will be provided to the Association President and the secretaries in each building position at the time of the posting. C. Any employee may apply for a vacancy or new position by submitting a letter of application to the Central Administration office. In the recruitment, selection, and appointment to vacant positions within the District, the Board shall recruit, select, and appoint from within the ranks of its employees whenever practicable. In the selection and appointment process, the finalists among the internal and external candidates shall be chosen as follows: The position will be awarded to the most qualified individual taking into account his/her knowledge, skills, ability, and experience. If the candidates are equally qualified and one is internal, the internal candidate shall be offered the position. If more than one of the equally-qualified candidates is internal, the employee with the most seniority shall be offered the position. The Board will not bypass current employees in the bargaining unit who apply except to hire a more qualified applicant. The most qualified applicant will be offered the position. D. When an internal employee is selected for a new/vacant position, s/he will be granted a three (3) week (15 working days when students are in the building) trial period [which includes ten (10) working days when the employee’s immediate supervisor is present and when students are in school, for those employees working in buildings with students] to determine: (1) the ability to perform on the job and (2) the desire to remain on the job. The trial period shall be extended for ten (10) additional working days upon mutual written agreement of the Board and the Association. During the above trial period, the employee shall have the opportunity to revert to the employee’s former position. If the employee’s job performance in the new position is determined to be unsatisfactory by the Board, notice of such a finding and reasons shall be given to the employee in writing before the employee is returned to their former position, with the employee having the right to grieve the Board’s decision, through Step Three of the Grievance Procedure only. No action to remove said employee from the position will take place until such time that the grievance process has been completed through Step 3 or should the employee fail to file the grievance on time. E. Within ten (10) work days after the expiration of the posting period, the Board 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 Association President. Any reasonable request for extension of this time line shall be mutually agreed to by the Association President and the Superintendent or designee. F. The Board recognizes that the involuntary transfer of employees should be kept to a minimum and agrees that, if the employee requests, its representative will meet with the employee to explain the reasons for the transfer. The Association recognizes that overload teacher paraprofessionals who are assigned to classrooms may be transferred due to overload changes and that this provision shall not apply. G. When a vacancy is intended to be filled on a permanent basis, the District elimination shall have the right to place a substitute in return to the position. HoweverUnless provided otherwise (as immediately above) in the agreement, the District will NOT continue most senior qualified applicant shall be granted the use vacancy. D. Any successful applicant for a vacancy shall have a trial period of a substitute beyond sixty thirty (6030) work working days on the job. If the employee is not performing satisfactory service, the Board has the right to re- assign the employee back to his/her former position at any time during the trial period. The employee shall also have the right to return to his/her former position at any time during the trial period. Any employee electing to return to his/her former position shall be prohibited from signing any other posting for the next ninety (90) calendar days. E. An employee who is transferred to a position with the Board that is outside the bargaining unit shall retain seniority but shall not accumulate seniority for a period of one year, at which time the employee must return to the bargaining unit or lose his/her seniority.. The employee shall not cause the layoff of any bargaining unit member in the event the employee is transferred back into the bargaining unit. F. The layoff and recall provisions of this Agreement shall prevail over the provisions of this Article.

VACANCIES & TRANSFERS. A. For purposes of this Agreement, a “vacancy” Vacancies shall be defined considered as a Board-authorized bargaining unit position which is unfilled and the Board intends to which no bargaining unit member has a right to return to (i.e., from leave of absence or recall), or when the authorized hours for a position increase five (5) or more hours per weekfill. B. When the Board determines to fill Whenever a vacancy or create a new positionposition occurs within the bargaining unit, the Board shall publicize the same by placing written notice of such the vacancy in the main office of each building in the school district and mailing a copy to any employee on layoff. The vacancy shall not be filled for a period of five work days except on a temporary basis. A vacancy notice shall also be mailed to any employee not scheduled to work during the posting period for the vacancy provided that the employee furnishes the stamped self- addressed envelopes. All vacancies shall first be posted for application within the bargaining unit. If there are no qualified applicants within the bargaining unit, the Board may then post the position for applicants outside of the bargaining unit. C. Any member of the bargaining unit may apply for any posted vacancy. Employees who are on layoff or newly-created notified that their position is being eliminated or reduced in scheduled hours/days/weeks shall be publicized by giving written notice to the Association President, and the Superintendent or designee will provide an appropriate positing in every school building. 1. No vacancy shall be filled on a permanent basis until ten (10) work days after such notice has been given. 2. When school is not in session, all vacancies shall be posted given priority in the Central Administration Office as described above for at least ten (10) work days before being filled. 3order of most seniority over applications from non-bargaining unit members provided they are qualified. If In the event a vacancy is to be filled through recall of an employee on layoff in the same category, Section B of this Article does not apply. 4. The ten (10) work day period in Section 1 above, will be reduced to five (5) work days for Special Education paraprofessional postings during the period of August 1 to November 1. 5. The ten (10) day period will begin from the date occurs as a posting is placed on the District’s website. The paper copy result of the job posting will indicate Board reinstating a position that was previously eliminated, the date employee that held the posting was placed on the District’s website and the date the posting is closed. Copies of the posting(s) will be provided to the Association President and the secretaries in each building position at the time of the postingelimination shall have the right to return to the position. Unless provided otherwise in this Agreement (such as immediately above) the Board shall grant first consideration to the most senior applicant within the bargaining unit. C. D. Any employee may apply successful applicant for a vacancy or new position by submitting shall have a letter trial period of application a minimum of 30 working days. The Employer shall give the successful applicant reasonable assistance to the Central Administration office. In the recruitment, selection, and appointment to vacant positions within the District, the Board shall recruit, select, and appoint from within the ranks of its employees whenever practicable. In the selection and appointment process, the finalists among the internal and external candidates shall be chosen as follows: The position will be awarded to the most qualified individual taking into account hisenable him/her knowledge, skills, ability, and experienceto meet the Employer’s standards of the new job. If during the candidates are equally qualified and one is internal, the internal candidate shall be offered the position. If more than one of the equally-qualified candidates is internal, the employee with the most seniority shall be offered the position. The Board will not bypass current employees in the bargaining unit who apply except to hire a more qualified applicant. The most qualified applicant will be offered the position. D. When an internal employee is selected for a new/vacant position, s/he will be granted a three (3) week (15 working days when students are in the building) trial period [which includes ten (10) working days when the employee’s immediate supervisor is present and when students are in school, for those employees working in buildings with students] to determine: (1) the ability to perform on the job and (2) the desire to remain on the job. The trial period shall be extended for ten (10) additional working days upon mutual written agreement of the Board and the Association. During the above trial period, the Board determines that the employee is not performing satisfactory service, or at the option of the affected employee, the employee shall have the opportunity be returned to revert to the employee’s his/her former position. If This re-assignment is not subject to the employee’s job performance grievance procedure. E. An employee who transfers to a position with the Board that is outside the bargaining unit shall retain seniority but shall not accumulate seniority for a period of one (1) year, at which time the employee must return to the bargaining unit or lose his/her seniority. The employee shall not cause the layoff of any bargaining unit member in the new position is determined to be unsatisfactory by the Board, notice of such a finding and reasons shall be given to the employee in writing before event the employee is returned to their former position, with transferred back into the employee having the right to grieve the Board’s decision, through Step Three of the Grievance Procedure only. No action to remove said employee from the position will take place until such time that the grievance process has been completed through Step 3 or should the employee fail to file the grievance on time. E. Within ten (10) work days after the expiration of the posting period, the Board 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 Association President. Any reasonable request for extension of this time line shall be mutually agreed to by the Association President and the Superintendent or designeebargaining unit. F. The Board recognizes that the will make every attempt to keep involuntary transfer of employees should be kept transfers to a minimum and agrees that, if the employee requests, its representative will meet with the employee to explain the reasons for the transfer. The Association recognizes that overload teacher paraprofessionals who are assigned to classrooms may be transferred due to overload changes and that this provision shall not applyminimum. G. When a vacancy is intended to be filled on a permanent basis, the District shall have the right to place a substitute in the position. However, the District will NOT continue the use of a substitute beyond sixty (60) work days.

VACANCIES & TRANSFERS. A. For purposes of this Agreement, a “vacancy” shall be defined as a Board-authorized position which is unfilled and to which no bargaining unit member has a right to return to (i.e., from leave of absence or recall), or when the authorized hours for a position increase five (5) or more hours per week. B. When the Board determines to fill a vacancy occurs during the school year or create a new positionposition is created, notice of such the vacancy or newly-created position shall be publicized by giving written notice to the Association President, and the Superintendent or designee will provide an appropriate positing in every school building. 1. No vacancy shall be filled on a permanent basis until ten (10) work days after such notice has been given. 2. When school is not in session, all vacancies shall be posted in the Central Administration Office as described above for at least ten (10) work days before being filled. 3staff room, by e-mail and a copy sent to the Association president. If a The vacancy is to notice will be filled through recall of an employee on layoff posted in the same category, Section B of this Article does not apply. 4. The ten (10) work day period in Section 1 above, will be reduced to staff room for five (5) work days for Special Education paraprofessional postings during working days. In the period event that a position needs to be increased by up to 30 minutes, it will not result in a vacancy posting. This may happen one time per year per position. During the summer, the District shall mail notice of August 1 vacancy or new position to November 1. 5. The ten (10) day period will begin from all employees who have indicated, in writing, an interest with the date a posting is placed on District and who have left their mailing address with the District’s website. The paper copy If a position is "temporary," it shall be posted as such. Temporary will be defined as 30 consecutive workdays. At the end of the job posting will indicate 30 days, the date the posting was placed on the District’s website and the date the posting is closed. Copies of the posting(s) will position may be provided to extended one time by mutual agreement between the Association President and the secretaries Superintendent. This would not apply to July/August positions. Employees shall have five (5) working days or ten days from the date of mailing in each building at the summer months from the time of the posting. C. Any employee may apply posting of notice to make application for a vacancy or new position by submitting a letter of application to the Central Administration officeposition. In the recruitment, selection, and appointment to vacant positions within the District, the Board shall recruit, select, and appoint from within the ranks of its employees whenever practicable. In the selection and appointment process, the finalists among the internal and external candidates Applicants shall be chosen as follows: The considered according to ability to do the work. All employees who are qualified for the position will shall be awarded to the most qualified individual taking into account his/her knowledge, skills, ability, and experienceassured of an interview. If the candidates are equally qualified and one is internalqualified, then the internal candidate shall person with the highest seniority will be offered granted the position. If more than one internal applicants do not receive the position, a written rationale will be provided to them upon written request. In situations where a special needs students IEP changes as a result of an IEP team decision, employee hours may be impacted (either adding or taking away hours). IEP team decisions with the approval of the equallyschool district that create new positions or eliminate existing ones would fall under the existing provisions for posting or reduction in force as defined in the negotiated agreement. Example No. 1 - A one-qualified candidates on-one paraeducator has a student who has been attending 1st grade part time. The IEP team has determined that the student is internal, now ready to attend school full time. The IEP is changed as a result if the employee with the most seniority shall be offered IEP team’s decision and the position’s hours increase as a result. Therefore, a member with greater seniority and less hours could “bump” into this position. Example No. 2 – A one-on-one paraeducator has a student who is attending 1st grade full time. The Board will not bypass current employees in IEP team has determined that the bargaining unit who apply except student needs to hire move to a more qualified applicantpartial day to be successful. The most qualified applicant will be offered IEP is changed as a result and the p o s i t i o n ’ s hours decrease as a result. In this case seniority would determine bumping into a position with similar hours as the eliminated position. D. When an internal employee is selected for a new/vacant position. At all times, s/he will be granted a three (3) week (15 working days when students are in the building) trial period [which includes ten (10) working days when the employee’s immediate supervisor seniority rights would determine employment within the same job classification. It is present and when students are in school, for those employees working in buildings with students] recognized that transportation hours may also be added to determine: (1) the ability to perform on the job and (2) the desire to remain on the job. The trial period shall be extended for ten (10) additional working days upon mutual written agreement an existing student's situation or reduced as a result of the Board and the Association. During the above trial period, the employee shall have the opportunity to revert to the employee’s former position. If the employee’s job performance in the new position is determined to be unsatisfactory by the Board, notice of such a finding and reasons shall be given to the employee in writing before the employee is returned to their former position, with the employee having the right to grieve the Board’s decision, through Step Three of the Grievance Procedure only. No action to remove said employee from the position will take place until such time that the grievance process has been completed through Step 3 or should the employee fail to file the grievance on timeIEP team decisions. E. Within ten (10) work days after the expiration of the posting period, the Board 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 Association President. Any reasonable request for extension of this time line shall be mutually agreed to by the Association President and the Superintendent or designee. F. The Board recognizes that the involuntary transfer of employees should be kept to a minimum and agrees that, if the employee requests, its representative will meet with the employee to explain the reasons for the transfer. The Association recognizes that overload teacher paraprofessionals who are assigned to classrooms may be transferred due to overload changes and that this provision shall not apply. G. When a vacancy is intended to be filled on a permanent basis, the District shall have the right to place a substitute in the position. However, the District will NOT continue the use of a substitute beyond sixty (60) work days.

VACANCIES & TRANSFERS. A. For purposes All vacancies in the Bargaining Unit and in promotional positions caused by death, retirement, discharge, resignation, or by the creation of this Agreement, a “vacancy” new promotional position shall be defined as a Boardfilled pursuant to the following procedure: A. An electronic (website and e-authorized position which is unfilled mail) notice of vacancies shall be forwarded to all Bargaining Unit Members and to which no bargaining unit member has a right to return to (i.e., from leave of absence or recall), or when the authorized hours for a position increase President. The Association may post vacancies on bulletin boards in each office. The President shall be notified by e-mail within five (5) working days upon receipt of Unit Member’s submission of a resignation letter or more hours per weekdischarge due to layoffs or other reason. B. When Qualifications for the Board determines to fill a vacancy or create a new position, notice of such vacancy or newly-created position shall be publicized by giving written notice to the Association Presidentits duties, and the Superintendent or designee will provide an appropriate positing in every school building. 1. No vacancy shall be filled on a permanent basis until ten (10) work days after such notice has been given. 2. When school is not in session, all vacancies shall be posted in the Central Administration Office as described above for at least ten (10) work days before being filled. 3. If a vacancy is to be filled through recall rate of an employee on layoff in the same category, Section B of this Article does not apply. 4. The ten (10) work day period in Section 1 above, compensation will be reduced to five (5) work days for Special Education paraprofessional postings during the period of August 1 to November 1. 5. The ten (10) day period will begin from the date a posting is placed on the District’s website. The paper copy of the job posting will indicate the date the posting was placed on the District’s website and the date the posting is closed. Copies of the posting(s) will be provided to the Association President and the secretaries in each building at the time of the postingclearly set forth. C. Any employee may Bargaining Unit Members who desire to apply for a vacancy or new position such vacancies shall file their applications in writing with the office of the designated administrator identified in the posting within the time limit specified by submitting a letter the notice. D. Candidates from both, within and out of application the school district, shall be eligible to fill the vacancies. E. Appointments to such positions shall be on the basis of ability and classification seniority and shall be made at the sole discretion of the designated administrator with the review and approval of the Superintendent. The designated administrator, with the review and approval of the Superintendent, agrees to give due weight to the Central Administration office. In the recruitment, selection, professional background and appointment to vacant positions within the Districtattainments of all applicants, the Board shall recruit, select, length of time each has worked in the school district and appoint from within the ranks of its employees whenever practicableany other relevant factors. In the selection and appointment process, the finalists among the internal and external candidates shall be chosen as follows: The position Appointments will be awarded made without regard to the most qualified individual taking into account his/her knowledgerace, skillscolor, abilitysex, and experience. If the candidates are equally qualified and one is internalreligion, the internal candidate shall be offered the position. If more than one age, sexual preference, sexual identity, homelessness, disability, special needs, or national origin as required by Title IX of the equally-qualified candidates Educational Amendments of 1972. F. Before an employee is internaltransferred to a new school where the hours of the work day shift differ, the employee with the most seniority shall be offered the position. The Board will not bypass current employees in the bargaining unit who apply except to hire a more qualified applicant. The most qualified applicant will be offered the position. D. When an internal employee is selected for a new/vacant position, s/he will be granted a three (3) week (15 working days when students are in the building) trial period [which includes ten (10) working days when the employee’s immediate supervisor is present and when students are in school, for those employees working in buildings with students] to determine: (1) the ability to perform on the job and (2) the desire to remain on the job. The trial period shall be extended for ten (10) additional working days upon mutual written agreement of the Board and the Association. During the above trial period, the employee shall have the opportunity to revert meet and discuss the change with administration. Every effort will be made to the employee’s former position. If the employee’s job performance in the new position is determined to accommodate an employee who would be unsatisfactory negatively impacted by the Board, notice of such a finding and reasons shall be given to the employee in writing before the employee is returned to their former position, with the employee having the right to grieve the Board’s decision, through Step Three of the Grievance Procedure only. No action to remove said employee from the position will take place until such time that the grievance process has been completed through Step 3 or should the employee fail to file the grievance on time. E. Within ten (10) work days after the expiration of the posting period, the Board 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 Association President. Any reasonable request for extension of this time line shall be mutually agreed to by the Association President and the Superintendent or designee. F. The Board recognizes that the involuntary transfer of employees should be kept to a minimum and agrees that, if the employee requests, its representative will meet with the employee to explain the reasons for the transfer. The Association recognizes that overload teacher paraprofessionals who are assigned to classrooms may be transferred due to overload changes and that this provision shall not apply. G. When If a vacancy is intended non-probationary member moves to a different unit, he/she will be filled brought in at a comparable rate based on a permanent basis, the District shall have the right to place a substitute in the position. However, the District will NOT continue the use of a substitute beyond sixty (60) work dayshis/her experience.

VACANCIES & TRANSFERS. A. For purposes 33.01 Any non-probationary employee of this Agreementthe Fire Department can at any time request a transfer. Request for transfers must be submitted to the Fire Chief’s office in writing. In the event there is no opening the request will be held in the Fire Chief’s office for consideration for the next opening. 33.02 All positions that become available due to promotion, a “vacancy” transfer, retirement, resignation, death or other separation, the Employer shall first grant non-probationary employees the opportunity to bid on filling the position by lateral transfer. Notice of the position to be filled by lateral transfer shall be defined as a Board-authorized position which is unfilled and posted via email to which no bargaining unit member has a right to return to (i.e.all Employees, from leave of absence or recall), or when the authorized hours for a position increase five period of at least twelve (512) or more hours per weekdays. Such positions shall be considered open for written bid during this twelve (12) day period. B. When 33.03 In the Board determines event more than one (1) employee submits a written bid to fill a vacancy the Employer for the positions of Fire Fighter or create a new positionLieutenant, notice of such vacancy or newly-created the position shall be publicized filled by giving written notice the bidding employee with the greatest seniority unless the employee’s work record renders him substantially unqualified to fill the Association President, and the Superintendent or designee will provide an appropriate positing in every school building. 1. No vacancy shall be filled on a permanent basis until ten (10) work days after such notice has been given. 2. When school is not in session, all vacancies shall be posted in the Central Administration Office as described above for at least ten (10) work days before being filled. 3. If a vacancy is to be filled through recall of an employee on layoff in the same category, Section B of this Article does not apply. 4. The ten (10) work day period in Section 1 above, will be reduced to five (5) work days for Special Education paraprofessional postings during the period of August 1 to November 1. 5. The ten (10) day period will begin from the date a posting is placed on the District’s website. The paper copy of the job posting will indicate the date the posting was placed on the District’s website and the date the posting is closed. Copies of the posting(s) will be provided to the Association President and the secretaries in each building at the time of the posting. C. Any employee may apply for a vacancy or new position by submitting a letter of application to the Central Administration officeposition. In the recruitmentevent that more than one (1) employee submits a written bid to the employer for the position of Captain, selectionthe Fire Chief shall select the employee that most satisfies the objective criteria set forth in Appendix D of the CBA. 33.04 In the event no bid is received for the posted Fire Fighter or Lieutenant position, and appointment to vacant positions the Fire Chief may assign any employee within the District, respective rank to the Board shall recruit, select, and appoint from within the ranks of its employees whenever practicableopen position. In the event no bid is received for the posted Captain position the Fire Chief may assign the least senior Captain to the open position. 33.05 All newly promoted Officers and probationary employees shall be assigned to a company at the discretion of the Chief and they shall be ineligible to submit a transfer request for a period of one (1) year from date of promotion or completion of probationary period without permission of the Fire Chief. However, a newly promoted Officer’s assignment to a company may not supersede a more senior Officer’s rights to bid on filling an open position by lateral transfer. 33.06 The annual re-assignment of shifts must be completed prior to the selection and appointment processof vacations. 33.07 The Fire Chief may transfer up to twenty-five percent (25%) of members assigned to twenty-four (24) hour shifts over a calendar year including the annual shift reassignment. Prior to implementing such transfers, the finalists among Fire Chief will consult with the internal Union. In the event employees elect and external candidates shall are permitted to “swap” assignments, this will not count as one of the Fire Chief’s transfers. Employees may not be chosen as follows: The position will be awarded to the most qualified individual taking into account transferred more than once per calendar year without his/her knowledge, skills, ability, approval and experiencethe approval of the Fire Chief. If Transfers conducted under the candidates are equally qualified and one terms of this Section (33.07) shall not be utilized to fill open positions as described in Section 33.02. 33.08 In the event a specialized unit is internalimplemented within the Department, the internal candidate Chief must post a listing detailing the qualifications required for the unit, employees shall be offered selected by the positionFire Chief on the basis of qualifications with consideration given to past performance. If more than one Employees not continuing to meet the requirements of the equally-qualified candidates is internal, the employee with the most seniority shall be offered the position. The Board will not bypass current employees in the bargaining unit who apply except to hire a more qualified applicant. The most qualified applicant assigned team will be offered the position. D. When an internal employee is selected reevaluated for a new/vacant position, s/he will be granted a three (3) week (15 working days when students are in the building) trial period [which includes ten (10) working days when the employee’s immediate supervisor is present and when students are in school, for those employees working in buildings with students] to determine: (1) the ability to perform on the job and (2) the desire to remain on the job. The trial period shall be extended for ten (10) additional working days upon mutual written agreement of the Board and the Association. During the above trial period, the employee shall have the opportunity to revert assignment to the employee’s former position. If the employee’s job performance in the new position is determined to be unsatisfactory team by the Board, notice of such a finding and reasons shall be given to the employee in writing before the employee is returned to their former position, with the employee having the right to grieve the Board’s decision, through Step Three of the Grievance Procedure only. No action to remove said employee from the position will take place until such time that the grievance process has been completed through Step 3 or should the employee fail to file the grievance on timeFire Chief. E. Within ten (10) work days after the expiration of the posting period, the Board 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 Association President. Any reasonable request for extension of this time line shall be mutually agreed to by the Association President and the Superintendent or designee. F. The Board recognizes that the involuntary transfer of employees should be kept to a minimum and agrees that, if the employee requests, its representative will meet with the employee to explain the reasons for the transfer. The Association recognizes that overload teacher paraprofessionals who are assigned to classrooms may be transferred due to overload changes and that this provision shall not apply. G. When a vacancy is intended to be filled on a permanent basis, the District shall have the right to place a substitute in the position. However, the District will NOT continue the use of a substitute beyond sixty (60) work days.

VACANCIES & TRANSFERS. A. For purposes of this Agreement, a “vacancy” shall be defined as a Board-authorized position which is unfilled and to which no bargaining unit member has a right to return to (i.e., from leave of absence or recall), or when the authorized hours for a position increase five (5) or more hours per week. B. When the Board determines to fill a vacancy or create a new position, notice of such vacancy or newly-created position shall be publicized by giving written notice to the Association President, and the Superintendent or designee will provide an appropriate positing in every school building. 1. No vacancy shall be filled on a permanent basis until ten (10) work days after such notice has been given. 2. When school is not in session, all vacancies shall be posted in the Central Administration Office as described above for at least ten (10) work days before being filled. 3. If a vacancy is to be filled through recall of an employee on layoff in the same category, Section B of this Article does not apply. 4. The ten (10) work day period in Section 1 above, will be reduced to five (5) work days for Special Education paraprofessional postings during the period of August 1 to November 1. 5. The ten (10) day period will begin from the date a posting is placed on the District’s website. The paper copy of the job posting will indicate the date the posting was placed on the District’s website and the date the posting is closed. Copies of the posting(s) will be provided to the Association President and the secretaries in each building at the time of the posting. C. Any employee may apply for a vacancy or new position by submitting a letter of application to the Central Administration office. In the recruitment, selection, and appointment to vacant positions within the District, the Board shall recruit, select, and appoint from within the ranks of its employees whenever practicable. In the selection and appointment process, the finalists among the internal and external candidates shall be chosen as follows: The position will be awarded to the most qualified individual taking into account his/her knowledge, skills, ability, and experience. If the candidates are equally qualified and one is internal, the internal candidate shall be offered the position. If more than one of the equally-qualified candidates is internal, the employee with the most seniority shall be offered the position. The Board will not bypass current employees in the bargaining unit who apply except to hire a more qualified applicant. The most qualified applicant will be offered the position. D. When an internal employee is selected for a new/vacant position, s/he will be granted a three (3) week (15 working days when students are in the building) trial period [which includes ten (10) working days when the employee’s immediate supervisor is present and when students are in school, for those employees working in buildings with students] to determine: (1) the ability to perform on the job and (2) the desire to remain on the job. The trial period shall be extended for ten (10) additional working days upon mutual written agreement of the Board and the Association. During the above trial period, the employee shall have the opportunity to revert to the employee’s former position. If the employee’s job performance in the new position is determined to be unsatisfactory by the Board, notice of such a finding and reasons shall be given to the employee in writing before the employee is returned to their former position, with the employee having the right to grieve the Board’s decision, through Step Three of the Grievance Procedure only. No action to remove said employee from the position will take place until such time that the grievance process has been completed through Step 3 or should the employee fail to file the grievance on time. E. Within ten (10) work days after the expiration of the posting period, the Board 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 Association President. Any reasonable request for extension of this time line shall be mutually agreed to by the Association President and the Superintendent or designee. F. The Board recognizes that the involuntary transfer of employees should be kept to a minimum and agrees that, if the employee requests, its representative will meet with the employee to explain the reasons for the transfer. The Association recognizes that overload teacher paraprofessionals who are assigned to classrooms may be transferred due to overload changes and that this provision shall not apply.be G. When a vacancy is intended to be filled on a permanent basis, the District shall have the right to place a substitute in the position. However, the District will NOT continue the use of a substitute beyond sixty (60) work days.

VACANCIES & TRANSFERS. A. For purposes of this Agreement, a “vacancy” Vacancies shall be defined considered as a Board-authorized bargaining unit position which is unfilled and the Board intends to which no bargaining unit member has a right to return to (i.e., from leave of absence or recall), or when the authorized hours for a position increase five (5) or more hours per weekfill. B. When the Board determines to fill Whenever a vacancy or create a new positionposition occurs within the bargaining unit, the Board shall publicize the same by placing written notice of such the vacancy or newly-created position shall be publicized by giving written notice in the main office of each building in the school district and mailing a copy to the Association President, and the Superintendent or designee will provide an appropriate positing in every school building. 1any employee on layoff. No The vacancy shall not be filled on for a permanent basis until ten (10) work days after such notice has been given. 2. When school is not in session, all vacancies shall be posted in the Central Administration Office as described above for at least ten (10) work days before being filled. 3. If a vacancy is to be filled through recall period of an employee on layoff in the same category, Section B of this Article does not apply. 4. The ten (10) work day period in Section 1 above, will be reduced to five (5) work days except on a temporary basis. A vacancy notice shall also be mailed to any employee upon request provided the employee provides a stamped, self-addressed envelope. C. Any member of the bargaining unit may apply for Special Education paraprofessional postings any posted vacancy. In the event a vacancy occurs as a result of the Board reinstating a position that was eliminated during the period of August 1 to November 1. 5. The ten (10) day period will begin from previous calendar year, the date a posting is placed on employee that held the District’s website. The paper copy of the job posting will indicate the date the posting was placed on the District’s website and the date the posting is closed. Copies of the posting(s) will be provided to the Association President and the secretaries in each building position at the time of the posting. C. Any employee may apply for a vacancy or new position by submitting a letter of application to the Central Administration office. In the recruitment, selection, and appointment to vacant positions within the District, the Board shall recruit, select, and appoint from within the ranks of its employees whenever practicable. In the selection and appointment process, the finalists among the internal and external candidates shall be chosen as follows: The position will be awarded to the most qualified individual taking into account his/her knowledge, skills, ability, and experience. If the candidates are equally qualified and one is internal, the internal candidate shall be offered the position. If more than one of the equally-qualified candidates is internal, the employee with the most seniority shall be offered the position. The Board will not bypass current employees in the bargaining unit who apply except to hire a more qualified applicant. The most qualified applicant will be offered the position. D. When an internal employee is selected for a new/vacant position, s/he will be granted a three (3) week (15 working days when students are in the building) trial period [which includes ten (10) working days when the employee’s immediate supervisor is present and when students are in school, for those employees working in buildings with students] to determine: (1) the ability to perform on the job and (2) the desire to remain on the job. The trial period shall be extended for ten (10) additional working days upon mutual written agreement of the Board and the Association. During the above trial period, the employee shall have the opportunity to revert to the employee’s former position. If the employee’s job performance in the new position is determined to be unsatisfactory by the Board, notice of such a finding and reasons shall be given to the employee in writing before the employee is returned to their former position, with the employee having the right to grieve the Board’s decision, through Step Three of the Grievance Procedure only. No action to remove said employee from the position will take place until such time that the grievance process has been completed through Step 3 or should the employee fail to file the grievance on time. E. Within ten (10) work days after the expiration of the posting period, the Board 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 Association President. Any reasonable request for extension of this time line shall be mutually agreed to by the Association President and the Superintendent or designee. F. The Board recognizes that the involuntary transfer of employees should be kept to a minimum and agrees that, if the employee requests, its representative will meet with the employee to explain the reasons for the transfer. The Association recognizes that overload teacher paraprofessionals who are assigned to classrooms may be transferred due to overload changes and that this provision shall not apply. G. When a vacancy is intended to be filled on a permanent basis, the District elimination shall have the right to place a substitute in return to the position. HoweverUnless provided otherwise (as immediately above) in the agreement, the District will NOT continue most senior qualified applicant shall be granted the use vacancy. D. Any successful applicant for a vacancy shall have a trial period of a substitute beyond sixty thirty (6030) work working days on the job. If the employee is not performing satisfactory service, the Board has the right to re-assign the employee back to his/her former position at any time during the trial period. The employee shall also have the right to return to his/her former position at any time during the trial period. Any employee electing to return to his/her former position shall be prohibited from signing any other posting for the next ninety (90) calendar days. E. An employee who is transferred to a position with the Board that is outside the bargaining unit shall retain seniority but shall not accumulate seniority for a period of one year, at which time the employee must return to the bargaining unit or lose his/her seniority.. The employee shall not cause the layoff of any bargaining unit member in the event the employee is transferred back into the bargaining unit. F. The layoff and recall provisions of this Agreement shall prevail over the provisions of this Article.

VACANCIES & TRANSFERS. A. For purposes of this Agreement, a “vacancy” 1. The Board shall fill vacancies with current bargaining unit members who meet qualifications for such vacancies when they are determined to be the best candidate for the position through an interview process. All vacancies shall be defined filled on the basis of qualifications as a Board-authorized position which is unfilled and derived from written job postings. If more than one internal applicant meets the qualifications as demonstrated during the interview process, or documented past employee performance, the most seniored applicant will receive the position. The Board agrees to which no hire outside of the bargaining unit member has a right only if no internal candidates are determined to return to (i.e., from leave of absence or recall), or when the authorized hours be qualified. Rationale for a position increase five (5) bypassing internal or more hours per weeksenior candidates must be shared with the Association President. B. When the Board determines 2. Prior to fill posting a newly created vacancy or create a new position, notice of such vacancy or newly-created the job description for that position shall will be publicized by giving written notice to jointly reviewed and updated between the Association President, District and the Superintendent or designee will provide an appropriate positing in every school building. 1. No vacancy shall be filled on a permanent basis until ten (10) work days after such notice has been given. 2. When school is not in session, all vacancies shall be posted in the Central Administration Office as described above for at least ten (10) work days before being filled. 3. If a vacancy is to be filled through recall of an employee on layoff in the same category, Section B of this Article does not apply. 4Association. The ten (10) work day period in Section 1 above, posting shall include that the position is an Association position. The association will be reduced to have five (5) work days to respond to a proposed posting with agreement or recommended changes. In the absence of a response within five (5) days, the position will be posted as proposed by the Assistant Superintendent . It is understood that as new needs and shifting of program needs occurs, subsequent postings may need to contain modifications from previous ones. This understanding in no way will be used to disqualify an existing bargaining unit member from his/her existing position. A vacancy shall be declared when there exists a bargaining unit position to which no employee has been assigned. Whenever a vacancy exists, the vacancy will not be filled except on a temporary basis until the position has been posted for Special Education paraprofessional postings during five (5) non-weekend days that the District office is open. The position will be filled within ninety (90) days of expiration of the job posting. At the conclusion of the school year, the individual awarded the position will be placed in the position for the ensuing school year. The vacant position with accompanying qualifications based on the specific job posting shall be emailed to bargaining unit members. 3. An employee who is selected to fill an existing vacancy will serve a ninety (90) school day probationary period in that position. If the immediate supervisor determines that the employee is unable to satisfactorily perform the duties of August 1 the new position, they must notify the building administration of the concerns. If the concerns are deemed valid within the probationary period, the employee will be moved to November 1a vacant position within his/her capabilities and previous wage classification or, if no vacancy exists, the Assistant Superintendent and the Association will meet to consider options including layoff and consideration for the next vacant position the employee is deemed qualified for. 4. An employee who is transferred to a different classification shall be moved to their current step on the appropriate/new scale. 5. The ten (10) day period will begin from the date a posting is placed on the District’s website. The paper copy of the job posting will indicate the date the posting was placed on the District’s website and the date the posting is closed. Copies of the posting(s) will be provided to the Association President and the secretaries in each building at the time of the posting. C. Any employee may apply for a vacancy or new position by submitting a letter of application to the Central Administration office. In the recruitment, selection, and appointment to vacant positions within the District, the Board shall recruit, select, and appoint from within the ranks of its employees whenever practicable. In the selection and appointment process, the finalists among the internal and external candidates shall be chosen as follows: The position will be awarded to the most qualified individual taking into account his/her knowledge, skills, ability, and experience. If the candidates are equally qualified and one is internal, the internal candidate shall be offered the position. If more than one of the equally-qualified candidates is internal, the employee with the most seniority shall be offered the position. The Board will not bypass current employees in the bargaining unit who apply except to hire a more qualified applicant. The most qualified applicant will be offered the position. D. When an internal employee is selected for a new/vacant position, s/he will be granted a three (3) week (15 working days when students are in the building) trial period [which includes ten (10) working days when the employee’s immediate supervisor is present and when students are in school, for those employees working in buildings with students] to determine: (1) the ability to perform on the job and two (2) the desire bargaining unit members mutually wish to remain on the jobvoluntarily transfer into each other’s positions, a request for such transfer can be made in writing to theAssistant Superintendent . The trial period If deemed desirable by all, this voluntary transfer request shall be extended for ten (10) additional working days upon mutual written agreement of the Board and the Association. During the above trial period, the employee shall have the opportunity to revert to the employee’s former position. If the employee’s job performance in the new position is determined to be unsatisfactory by the Board, notice of such a finding and reasons shall be given to the employee in writing before the employee is returned to their former position, with the employee having the right to grieve the Board’s decision, through Step Three of the Grievance Procedure only. No action to remove said employee from the position will take place until such time that the grievance process has been completed through Step 3 or should the employee fail to file the grievance on timegranted. E. Within ten (10) work days after the expiration of the posting period, the Board 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 Association President. Any reasonable request for extension of this time line shall be mutually agreed to by the Association President and the Superintendent or designee. F. The Board recognizes that the involuntary transfer of employees should be kept to a minimum and agrees that, if the employee requests, its representative will meet with the employee to explain the reasons for the transfer. The Association recognizes that overload teacher paraprofessionals who are assigned to classrooms may be transferred due to overload changes and that this provision shall not apply. G. When a vacancy is intended to be filled on a permanent basis, the District shall have the right to place a substitute in the position. However, the District will NOT continue the use of a substitute beyond sixty (60) work days.

VACANCIES & TRANSFERS. A. For purposes of this Agreement, a “vacancy” A vacancy shall be defined as an unfilled position previously held by a Board-authorized position which is unfilled and to which no bargaining unit member has a right to return to (i.e., from leave of absence or recall), teacher or when the authorized hours for a new position increase five (5) or more hours per weekis created. B. When the Board determines to fill that a vacancy in the bargaining unit or create a new positionsupervisory position in the special education program (excluding the Superintendent) exists, notice of such vacancy or newly-created position shall will be publicized by giving written notice posted on the designated staff bulletin board(s), and a copy will be sent to the Association President, and the Superintendent or designee will provide an appropriate positing in every school building. 1president. No A vacancy shall not be permanently filled on a permanent basis until ten (10) work days after such notice position has been given. 2. When school is not in session, all vacancies shall be posted in the Central Administration Office as described above for at least ten (10) work days before being filled. 3. If a vacancy is to be filled through recall of an employee on layoff in the same category, Section B of this Article does not apply. 4. The ten (10) work day period in Section 1 above, will be reduced to five (5) work days for Special Education paraprofessional postings during the period of August 1 to November 1. 5. The ten (10) day period will begin from the date a posting is placed on the District’s website. The paper copy of the job posting will indicate the date the posting was placed on the District’s website and the date the posting is closed. Copies of the posting(s) will be provided to the Association President and the secretaries in each building at the time of the posting. C. Any employee may apply for a vacancy or new position by submitting a letter of application to the Central Administration office. In the recruitment, selection, and appointment to vacant positions within the District, the Board shall recruit, select, and appoint from within the ranks of its employees whenever practicable. In the selection and appointment process, the finalists among the internal and external candidates shall be chosen as follows: The position will be awarded to the most qualified individual taking into account his/her knowledge, skills, ability, and experience. If the candidates are equally qualified and one is internal, the internal candidate shall be offered the position. If more than one of the equally-qualified candidates is internal, the employee with the most seniority shall be offered the position. The Board will not bypass current employees in the bargaining unit who apply except to hire a more qualified applicant. The most qualified applicant will be offered the position. D. When an internal employee is selected for a new/vacant position, s/he will be granted a three (3) week (15 working days when students are in the building) trial period [which includes ten (10) working days when the employee’s immediate supervisor is present and when students are in school, days. Teachers wishing to apply for those employees working in buildings with students] to determine: (1) the ability to perform on the job and (2) the desire to remain on the job. The trial period a vacancy shall be extended submit a written application for ten (10) additional working days upon mutual written agreement of the Board and the Association. During the above trial period, the employee shall have the opportunity to revert said position to the employee’s former position. If the employee’s job performance in the new position is determined to be unsatisfactory Superintendent by the Board, notice of such a finding and reasons shall be given to the employee in writing before the employee is returned to their former position, with the employee having the right to grieve the Board’s decision, through Step Three of the Grievance Procedure only. No action to remove said employee from the position will take place until such time that the grievance process has been completed through Step 3 or should the employee fail to file the grievance on time. E. Within ten (10) work days after the expiration end of the posting period. Postings will include the title of the position, the certification required and any other information deemed necessary by the District. C. Application by teachers for transfers (as provided by Section D below) shall be considered along with other applicants. In filling a vacancy, the Board shall make known its strive to place the applicant with the highest qualifications. A teacher's length of service within the District shall also be considered. In any event, however, the Board's decision as to which applicant has been selected to fill in filling a posted position. Each applicant vacancy shall be so notified in writing with final. D. Request by a copy provided teacher for a transfer to the Association President. Any reasonable request for extension of this time line a different position shall be mutually agreed to by the Association President made in writing, and filed with the Superintendent or his designee. The application shall set forth the reasons for transfer, the school, level, or position sought and the applicant's academic qualifications. Such request shall be reviewed periodically as positions within the district become available and shall expire June 30 of the school year in which it is submitted. F. The Board recognizes that E. An involuntary transfer shall entail the involuntary transfer of employees should a teacher from a program site or from a program. An involuntary transfer will be kept made in case of emergency (i.e., death or serious injury of a teacher) or to a minimum prevent disruption of the instructional program. The procedures outlined above shall not apply to positions being filled as described herein. The Superintendent or his designee shall, however, notify the respective teacher and agrees that, if the employee requests, its representative will meet with the employee to explain the Association President of reasons for such transfer prior to the making of the transfer. The Association recognizes that overload . F. A teacher paraprofessionals who are assigned to classrooms may be is involuntarily transferred due to overload changes and that this provision a layoff situation shall not applybe given consideration to return to the program or site from which he/she was transferred prior to the recall of laid-off teacher to said program or site. G. When A teacher who is involuntarily transferred after June 30, 1986 due to a layoff situation, where the involuntary transfer results in a reduction in the number of days worked per year, will be given first consideration to return to his/her former status in the event a vacancy exists for which he/she is intended to be filled on a permanent basis, the District shall have the right to place a substitute in the positioncertified and qualified. However, the District A teacher refusing an opportunity will NOT continue the use of a substitute beyond sixty (60) work days.not receive further consideration under Section G.

VACANCIES & TRANSFERS. A. For purposes of this Agreement, a “vacancy” Vacancies shall be defined considered as a Board-authorized bargaining unit position which is unfilled the Board intends to fill. B. Whenever a vacancy or new position occurs within the bargaining unit, the Board shall publicize the same by placing written notice of the vacancy in the main office of each building in the school district and mailing a copy to which no any employee on layoff The vacancy shall not be filled for a period of five work days except on a temporary basis. A vacancy notice shall also be mailed to any employee not scheduled to work during the posting period for the vacancy provided that the employee furnishes the stamped self- addressed envelopes. C. Any member of the bargaining unit member has may apply for any posted vacancy. Employees who are on layoff or notified that their position is being eliminated or reduced in scheduled hours/days/weeks shall be given priority in the order of most seniority over new applications and other employees provided they are qualified. In the event a vacancy occurs as a result of the Board reinstating a position that was previously eliminated, the employee that held the position at the time of the elimination shall have the right to return to (i.e., from leave of absence or recall), or when the authorized hours for a position increase five (5) or more hours per week. B. When provided that the Board determines to fill a vacancy or create a new position, notice of such vacancy or newly-created position shall be publicized by giving written notice to the Association President, and the Superintendent or designee will provide an appropriate positing in every school building. 1. No vacancy shall be filled on a permanent basis until ten (10) work days after such notice has been given. 2. When school is not in session, all vacancies shall be posted in filled by the Central Administration Office as described above for at least ten (10) work days before being filled. 3. If a vacancy is to be filled through recall of an employee on layoff layoff. Unless provided otherwise (such as immediately above) in this Agreement the same category, Section B of this Article does not apply. 4Board shall retain the right to fill vacancies at its sole discretion. The ten (10) work day period in Section 1 above, will be reduced to five (5) work days for Special Education paraprofessional postings during the period of August 1 to November 1. 5. The ten (10) day period will begin from the date a posting is placed on the District’s website. The paper copy of the job posting will indicate the date the posting was placed on the District’s website and the date the posting is closed. Copies of the posting(s) will be provided to the Association President and the secretaries in each building at the time of the posting. C. Any employee may apply who applies for a vacancy or new position by submitting a letter of application shall have the right to the Central Administration office. In the recruitment, selection, an interview and appointment to vacant positions within the District, the Board shall recruit, select, and appoint from within the ranks of its employees whenever practicable. In the selection and appointment process, the finalists among the internal and external candidates shall be chosen as follows: The position will be awarded to the most qualified individual taking into account his/her knowledge, skills, ability, and experience. If the candidates are equally qualified and one is internal, the internal candidate shall be offered the position. If more than one notified of the equally-qualified candidates is internal, outcome of the employee with filling of the most seniority shall be offered the position. The Board will not bypass current employees in the bargaining unit who apply except to hire a more qualified applicant. The most qualified applicant will be offered the positionvacancy. D. When an internal employee is selected Any successful applicant for a new/vacant position, s/he will be granted vacancy shall have a three (3) week (15 trial period of a minimum of 30 working days of which a minimum of 20 working days must be during a time when students are in the building) trial period [which includes ten (10) working days when the employee’s immediate supervisor is present and when students are in school, for those employees working in buildings with students] to determine: (1) the ability to perform on the job and (2) the desire to remain on the job. The trial period shall be extended for ten (10) additional working days upon mutual written agreement of the Board and the Association. During the above trial period, the employee shall have the opportunity to revert to the employee’s former positionsession. If the employee’s job performance in employee is not performing satisfactory service the new position is determined Board has the right to be unsatisfactory by the Board, notice of such a finding and reasons shall be given to reassign the employee in writing before the employee is returned back to their former position, with the employee having the right . This re-assignment is not subject to grieve the Board’s decision, through Step Three of the Grievance Procedure only. No action to remove said employee from the position will take place until such time that the grievance process has been completed through Step 3 or should the employee fail to file the grievance on timeprocedure. E. Within ten (10) work days after the expiration of the posting period, An employee who is transferred to a position with the Board that is outside the bargaining unit shall make known its decision as to which applicant has been selected to fill a posted position. Each applicant shall be so notified not cause the layoff of any bargaining unit member in writing with a copy provided to the Association President. Any reasonable request for extension of this time line shall be mutually agreed to by event the Association President and employee is transferred back into the Superintendent or designeebargaining unit. F. The Board recognizes that the will make every attempt to keep involuntary transfer of employees should be kept transfers to a minimum and agrees that, if the employee requests, its representative will meet with the employee to explain the reasons for the transfer. The Association recognizes that overload teacher paraprofessionals who are assigned to classrooms may be transferred due to overload changes and that this provision shall not applyminimum. G. When a vacancy is intended to be filled on a permanent basis, The layoff and recall provisions of this Agreement shall prevail over the District shall have the right to place a substitute in the position. However, the District will NOT continue the use provisions of a substitute beyond sixty (60) work daysthis Article.

VACANCIES & TRANSFERS. A. For purposes of this Agreement, a “vacancy” shall be defined as a Board-Board authorized position which is unfilled and to which no bargaining unit member has a right to return to (i.e., i.e. from leave of absence or recall), or when the authorized hours for a position increase five (5) or more hours per week. B. When the Board determines to fill a vacancy or create a new position, notice of such vacancy or newly-created position shall be publicized by giving written notice to the Association President, and the Superintendent or designee Human Resources Office will provide an appropriate positing in every school building. 1. No vacancy shall be filled on a permanent basis until ten (10) work days after such notice has been given. 2. When school is not in session, all vacancies shall be posted in the Central Administration Office as described above for at least ten (10) work days before prior to being filled. 3. If a vacancy is to be filled through recall of an employee on layoff in the same category, Section B of this Article does not apply. 4. The ten (10) work day period in Section 1 above, will be reduced to five (5) work days for Special Education paraprofessional postings during the period of August 1 to November 1. 5. The ten (10) day period will begin from the date a posting is placed on the District’s websiteHuman Resources Department Hot-Line. The paper copy of the job posting will indicate the date the posting was placed on the District’s website Hot-Line and the date the posting is closed. Copies of the posting(s) will be provided to the Association President and the secretaries in each building at the time of the posting. C. Any employee bargaining unit member may apply for a vacancy or new position by submitting a letter of application to the Central Administration office. In the recruitment, selection, selection and appointment to vacant positions within the District, the Board shall recruit, select, select and appoint from within the ranks of its employees employee whenever practicable. In the selection and appointment process, the finalists among the internal and external candidates shall be chosen as follows: The position will be awarded to the most qualified individual taking into account his/her knowledge, skills, ability, ability and experience. If the candidates are equally qualified and one is internal, the internal candidate shall be offered the position. If more than one of the equally-equally qualified candidates is internal, the employee with the most seniority shall be offered the position. The Board will not bypass current employees in the bargaining unit members who apply except to hire a more qualified applicant. The most qualified applicant will be offered the position. D. When an internal employee is selected for a new/vacant position, s/he will be granted a three (3) week (15 working days when students are in the building) trial period [which includes ten (10) working days when the employeebargaining unit member’s immediate supervisor is present and when students are in school, for those employees working in buildings with students] to determine: (1) the ability to perform on the job and (2) the desire to remain on the job. The trial period shall be extended for ten (10) additional working days upon mutual written agreement of the Board Employer and the AssociationUnion. During the above trial period, the employee shall have the opportunity to revert to the employee’s former position. If the employee’s job performance in the new position is determined to be unsatisfactory by the BoardEmployer, notice of such a finding and reasons shall be given to the employee in writing before the employee is returned to their former position, with the employee having the right to grieve the Board’s decisiondecision of the Employer, through Step Three of the Grievance Procedure only. No action to remove said employee from the position will take place until such time that the grievance process has been completed through Step 3 or should the employee fail to file the grievance on time. E. Within ten (10) work days after the expiration of the posting period, the Board 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 Association President. Any reasonable request for extension of this time line shall be mutually agreed to by the Association President and the Superintendent Director of Human Resources or his/her designee. F. The Board recognizes that the involuntary transfer of employees should be kept to a minimum and agrees that, if the employee requests, its representative will meet with the employee to explain the reasons for the transfer. The Association recognizes that overload teacher paraprofessionals who are assigned to classrooms may be transferred due to overload changes and that this provision shall not apply. G. New language proposed by ELESPA When a vacancy is intended to be filled on a permanent basis, the District shall have the right to place a substitute in the position. However, the District will NOT continue the use of a substitute beyond sixty (60) work days."

VACANCIES & TRANSFERS. A. For purposes of this Agreement, 19.1 The term vacancy as used herein shall mean a “vacancy” shall be defined as a Board-authorized position which is unfilled currently exists and to which no bargaining unit member teacher has a right to return to (i.e., from leave of absence or recall), or when the authorized hours for a position increase five (5) or more hours per weekclaim. B. When the Board determines to fill a vacancy or create a new position, notice of such vacancy or newly-created position 19.2 Vacancies shall be publicized by giving written notice posted for at least seven (7) working days in the faculty workrooms with a copy thereof sent to the Association President, and the Superintendent or designee will provide an appropriate positing in every school buildingPresident before being permanently filled. 1. No vacancy shall be filled on a permanent basis until ten (10) work days after such notice has been given. 2. When 19.3 During the summer months when regular school is not in session, all vacancies shall will be posted in the Central Administration Office as described above office of the superintendent and copies will be mailed to all teachers. It shall be the responsibility of teachers to leave a summer mailing address for this purpose, and the Association will reimburse the Board for the postage involved. The vacancy will remain posted at least ten (10) work days before being filledand the posting will include a date by which applications must be received. 3. If a vacancy is to be filled through recall of an employee on layoff in the same category, Section B of this Article does not apply. 4. The ten (10) work day period in Section 1 above, will be reduced to five (5) work days for Special Education paraprofessional postings during the period of August 1 to November 1. 5. The ten (10) day period will begin from the date a posting is placed on the District’s website. The paper copy of the job posting will indicate the date the posting was placed on the District’s website and the date the posting is closed. Copies of the posting(s) will be provided to the Association President and the secretaries in each building at the time of the posting. C. 19.4 Any employee teacher may apply for a any vacancy provided the teacher has the necessary certification and qualifications therefor. Applicants shall be evaluated on the basis of: a. seniority, b. qualification - major or new position by submitting a letter of application minor in the area to be taught and/or advanced degrees in the Central Administration office. In area to be taught, 00000(000)000000.0 -1- ' c. teaching experience (in the recruitment, selection, particular subject matter or grade level), d. certification - when qualifications and appointment to vacant positions within the Districtteaching experience are relatively equal, the Board shall recruit, select, and appoint from within the ranks of its employees whenever practicable. In the selection and appointment process, the finalists among the internal and external candidates shall be chosen as follows: The position will be awarded to the most qualified individual taking into account his/her knowledge, skills, ability, and experience. If the candidates are equally qualified and one is internal, the internal candidate shall be offered the position. If more than one of the equally-qualified candidates is internal, the employee applicant with the most greater seniority shall be offered the position. The Board will not bypass current employees in the bargaining unit who apply except to hire a more qualified applicant. The most qualified applicant will be offered given first consideration provided he/she has been properly certified for the position. D. 19.5 The Board may fill a vacancy on a temporary basis during the posting period and pending the evaluation of applicants, or, for no more than the completion of the school year when required to maintain efficient operations of the School District. 19.6 A "transfer" shall be defined as either a voluntary or involuntary move from one teaching position to another within the bargaining unit. 19.7 A request by a teacher for voluntary transfer may be made at any time. Such requests shall be made in writing to the Superintendent stating the position sought and the applicant's qualifications. 19.8 When an internal employee is selected transfers are to be made, all voluntary requests for a new/vacant position, s/he transfer from teachers already employed in the system will be granted a three (3) week (15 working days when students are in the building) trial period [which includes ten (10) working days when the employee’s immediate supervisor considered first. 19.9 It is present and when students are in school, for those employees working in buildings with students] to determine: (1) the ability to perform on the job and (2) the desire to remain on the jobhoped that involuntary transfers can be minimized. The trial period shall be extended for ten (10) additional working days upon mutual written agreement of the Board and the Association. During the above trial periodIf an involuntary transfer is necessary, the employee shall have the opportunity to revert to the employee’s former position. If the employee’s job performance in the new position is determined to be unsatisfactory by the Board, notice of such a finding and reasons shall be given to the employee in writing before the employee is returned to their former position, with the employee least senior teacher having the right to grieve applicable certification and qualification will be the Board’s decision, through Step Three of the Grievance Procedure only. No action to remove said employee from the position will take place until such time that the grievance process has been completed through Step 3 or should the employee fail to file the grievance on timefirst teacher transferred. E. Within ten (10) work days after the expiration of the posting period, the Board 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 Association President. Any reasonable request for extension of this time line shall be mutually agreed to by the Association President and the Superintendent or designee. F. The Board recognizes that the involuntary transfer of employees should be kept to a minimum and agrees that, if the employee requests, its representative will meet with the employee to explain the reasons for the transfer. The Association recognizes that overload teacher paraprofessionals who are assigned to classrooms may be transferred due to overload changes and that this provision shall not apply. G. When a vacancy is intended to be filled on a permanent basis, the District shall have the right to place a substitute in the position. However, the District will NOT continue the use of a substitute beyond sixty (60) work days.

VACANCIES & TRANSFERS. A. For purposes of this Agreement, a “vacancy” Vacancies shall be defined considered as a Board-authorized bargaining unit position which is unfilled and the Board intends to which no bargaining unit member has a right to return to (i.e., from leave of absence or recall), or when the authorized hours for a position increase five (5) or more hours per weekfill. B. When the Board determines to fill Whenever a vacancy or create a new positionposition occurs within the bargaining unit, the Board shall publicize the same by placing written notice of such the vacancy in the main office of each building in the school district and mailing a copy to any employee on layoff. The vacancy shall not be filled for a period of five work days except on a temporary basis. A vacancy notice shall also be mailed to any employee not scheduled to work during the posting period for the vacancy provided that the employee furnishes the stamped self-addressed envelopes. All vacancies shall first be posted for application within the bargaining unit. If there are no qualified applicants within the bargaining unit, the Board may then post the position for applicants outside of the bargaining unit. C. Any member of the bargaining unit may apply for any posted vacancy. Employees who are on layoff or newly-created notified that their position is being eliminated or reduced in scheduled hours/days/weeks shall be publicized by giving written notice to the Association President, and the Superintendent or designee will provide an appropriate positing in every school building. 1. No vacancy shall be filled on a permanent basis until ten (10) work days after such notice has been given. 2. When school is not in session, all vacancies shall be posted given priority in the Central Administration Office as described above for at least ten (10) work days before being filled. 3order of most seniority over applications from non-bargaining unit members provided they are qualified. If In the event a vacancy is to be filled through recall of an employee on layoff in the same category, Section B of this Article does not apply. 4. The ten (10) work day period in Section 1 above, will be reduced to five (5) work days for Special Education paraprofessional postings during the period of August 1 to November 1. 5. The ten (10) day period will begin from the date occurs as a posting is placed on the District’s website. The paper copy result of the job posting will indicate Board reinstating a position that was previously eliminated, the date employee that held the posting was placed on the District’s website and the date the posting is closed. Copies of the posting(s) will be provided to the Association President and the secretaries in each building position at the time of the postingelimination shall have the right to return to the position. Unless provided otherwise in this Agreement (such as immediately above) the Board shall grant first consideration to the most senior applicant within the bargaining unit. C. D. Any employee may apply successful applicant for a vacancy or new position by submitting shall have a letter trial period of application a minimum of 30 working days. The Employer shall give the successful applicant reasonable assistance to the Central Administration office. In the recruitment, selection, and appointment to vacant positions within the District, the Board shall recruit, select, and appoint from within the ranks of its employees whenever practicable. In the selection and appointment process, the finalists among the internal and external candidates shall be chosen as follows: The position will be awarded to the most qualified individual taking into account hisenable him/her knowledge, skills, ability, and experienceto meet the Employer’s standards of the new job. If during the candidates are equally qualified and one is internal, the internal candidate shall be offered the position. If more than one of the equally-qualified candidates is internal, the employee with the most seniority shall be offered the position. The Board will not bypass current employees in the bargaining unit who apply except to hire a more qualified applicant. The most qualified applicant will be offered the position. D. When an internal employee is selected for a new/vacant position, s/he will be granted a three (3) week (15 working days when students are in the building) trial period [which includes ten (10) working days when the employee’s immediate supervisor is present and when students are in school, for those employees working in buildings with students] to determine: (1) the ability to perform on the job and (2) the desire to remain on the job. The trial period shall be extended for ten (10) additional working days upon mutual written agreement of the Board and the Association. During the above trial period, the Board determines that the employee is not performing satisfactory service, or at the option of the affected employee, the employee shall have the opportunity be returned to revert to the employee’s his/her former position. If This re-assignment is not subject to the employee’s job performance grievance procedure. E. An employee who transfers to a position with the Board that is outside the bargaining unit shall retain seniority but shall not accumulate seniority for a period of one (1) year, at which time the employee must return to the bargaining unit or lose his/her seniority. The employee shall not cause the layoff of any bargaining unit member in the new position is determined to be unsatisfactory by the Board, notice of such a finding and reasons shall be given to the employee in writing before event the employee is returned to their former position, with transferred back into the employee having the right to grieve the Board’s decision, through Step Three of the Grievance Procedure only. No action to remove said employee from the position will take place until such time that the grievance process has been completed through Step 3 or should the employee fail to file the grievance on time. E. Within ten (10) work days after the expiration of the posting period, the Board 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 Association President. Any reasonable request for extension of this time line shall be mutually agreed to by the Association President and the Superintendent or designeebargaining unit. F. The Board recognizes that the will make every attempt to keep involuntary transfer of employees should be kept transfers to a minimum and agrees that, if the employee requests, its representative will meet with the employee to explain the reasons for the transfer. The Association recognizes that overload teacher paraprofessionals who are assigned to classrooms may be transferred due to overload changes and that this provision shall not applyminimum. G. When a vacancy is intended to be filled on a permanent basis, the District shall have the right to place a substitute in the position. However, the District will NOT continue the use of a substitute beyond sixty (60) work days.

VACANCIES & TRANSFERS. A. For The Board recognizes that it is desirable in making assignments to consider the interests and aspirations of its teachers. Requests by a teacher for transfer to a different class or position shall be made in writing, on forms provided by the Board, one copy of which shall be filed with the principal, one copy with the superintendent and one copy with the Association. The application shall set forth the reasons for the transfer, the grade or position sought, and the applicant's academic qualifications. A vacancy shall be defined for purposes of this Agreement, a “vacancy” shall be defined agreement as a Board-authorized position which is unfilled and to which no bargaining unit member has previously held by a right to return to (i.e., from leave of absence teacher or recall), or when the authorized hours for a position increase five (5) or more hours per week. B. When the Board determines to fill a vacancy or create a new newly created position, notice of such vacancy or newly-created position shall be publicized by giving written notice to the Association President, and the Superintendent or designee will provide an appropriate positing in every school building. 1. No vacancy Vacancies shall be filled on the basis of the best judgment of the Administration with the best individuals available. Internal candidates shall be given first consideration . When a permanent basis until vacancy occurs it will be listed among the Association members ten (10) days prior to its publication. A Late Vacancy will be considered to be any vacancy created after the last teacher work days after such notice has been given. 2day. When school is not in session, all vacancies shall Late Vacancies will be posted in both within and outside the Central Administration Office as described above for at least ten (10) work days before being filled. 3. If a vacancy is to be filled through recall of an employee on layoff in the same category, Section B of this Article does not apply. 4. The ten (10) work day period in Section 1 above, will be reduced to five (5) work days for Special Education paraprofessional postings during the period of August 1 to November 1. 5. The ten (10) day period will begin from the date a posting is placed on the District’s website. The paper copy of the job posting will indicate the date the posting was placed on the District’s website and the date the posting is closed. Copies of the posting(s) will be provided to the Association President and the secretaries in each building at the time of the posting. C. Any employee may apply for a vacancy or new position by submitting a letter of application to the Central Administration office. In the recruitment, selection, and appointment to vacant positions within the District, the Board shall recruit, select, and appoint from within the ranks of its employees whenever practicable. In the selection and appointment process, the finalists among the internal and external candidates shall be chosen as follows: The position will be awarded to the most qualified individual taking into account his/her knowledge, skills, ability, and experience. If the candidates are equally qualified and one is internal, the internal candidate shall be offered the position. If more than one of the equally-qualified candidates is internal, the employee with the most seniority shall be offered the position. The Board will not bypass current employees in the bargaining unit who apply except to hire a more qualified applicant. The most qualified applicant will be offered the position. D. When an internal employee is selected for a new/vacant position, s/he will be granted a three (3) week (15 working days when students are in the building) trial period [which includes ten (10) working days when the employee’s immediate supervisor is present and when students are in school, for those employees working in buildings with students] to determine: (1) the ability to perform on the job and (2) the desire to remain on the job. The trial period shall be extended school district for ten (10) additional working days upon mutual written agreement of days. Building Administrators will make efforts to contact current teachers who are highly qualified for the Board and late vacancy. In all transfers the Associationprincipal will meet with the teacher. During If the above trial period, teacher does not want to make the employee transfer the teacher shall have the opportunity to revert meet with the building principal and present their reasons why they should not be transferred. The principal will then communicate their decision in writing to the employee’s former positionteacher. If the employee’s job performance in the new position teacher is determined to be unsatisfactory by the Board, notice of such a finding and reasons shall be given to the employee in writing before the employee is returned to their former position, not satisfied with the employee having the right to grieve the Boardprincipal’s decision, through Step Three of the Grievance Procedure only. No action to remove said employee from the position will take place until such time that the grievance process has been completed through Step 3 or should the employee fail to file the grievance on time. E. Within ten (10) work days after the expiration of the posting period, the Board 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 Association President. Any reasonable request for extension of this time line shall be mutually agreed to by the Association President and the Superintendent or designee. F. The Board recognizes that the involuntary transfer of employees should be kept to a minimum and agrees that, if the employee requests, its representative will they may meet with the employee to superintendent and explain the their reasons for the transferwhy they think they should not be transferred. The Association recognizes that overload superintendent will provide the teacher paraprofessionals who are assigned with a written response. If the teacher is not satisfied with the superintendent’s decision they may meet with the Board of Directors of the Winlock School District. The Board will present their decision to classrooms may the teacher in writing and their decision will be transferred due final. The district will distribute the dollars generated by the teaching staff on the LEAP schedule. Placement on the salary schedule shall be determined by the state salary schedule language. Substitute teachers shall be placed at Step 00 on the twenty-first consecutive day of teaching. All teachers shall verify their salary placement annually, and shall immediately report any discrepancy to overload changes their building principal and that this provision shall not applythe superintendent. G. When a vacancy is intended to be filled on a permanent basis, the District shall have the right to place a substitute in the position. However, the District will NOT continue the use of a substitute beyond sixty (60) work days.

VACANCIES & TRANSFERS. A. For purposes 7.01 When the Employer determines a position vacancy exists or a new position is created, which falls within the terms of this Agreement, a “vacancy” shall be defined as a Board-authorized the Employer will, subject to Article 8, post the position which is unfilled and to which no bargaining unit member has a right to return to (i.e., from leave of absence or recall), or when the authorized hours on bulletin boards in all work locations for a position increase minimum of five (5) or more hours per week. B. When working days prior to the Board determines to fill a vacancy or create a new position, notice closing date for applications. A copy of such vacancy or newly-created position shall be publicized by giving written notice to the Association President, and the Superintendent or designee will provide an appropriate positing in every school building. 1. No vacancy shall be filled on a permanent basis until ten (10) work days after such notice has been given. 2. When school is not in session, all vacancies shall be posted in the Central Administration Office as described above for at least ten (10) work days before being filled. 3. If a vacancy is to be filled through recall of an employee on layoff in the same category, Section B of this Article does not apply. 4. The ten (10) work day period in Section 1 above, will be reduced to five (5) work days for Special Education paraprofessional postings during the period of August 1 to November 1. 5. The ten (10) day period will begin from the date a posting is placed on the District’s website. The paper copy of the job posting will indicate the date the posting was placed on the District’s website and the date the posting is closed. Copies of the posting(s) will be provided to the Association President and the secretaries in each building at the time of the posting. C. Any employee may apply for a vacancy or new position by submitting a letter of application to the Central Administration office. In the recruitment, selection, and appointment to vacant positions within the District, the Board shall recruit, select, and appoint from within the ranks of its employees whenever practicable. In the selection and appointment process, the finalists among the internal and external candidates shall be chosen as follows: The position will be awarded to the most qualified individual taking into account his/her knowledge, skills, ability, and experience. If the candidates are equally qualified and one is internal, the internal candidate shall be offered the position. If more than one of the equally-qualified candidates is internal, the employee with the most seniority shall be offered the position. The Board will not bypass current employees in the bargaining unit who apply except to hire a more qualified applicant. The most qualified applicant will be offered the position. D. When an internal employee is selected for a new/vacant position, s/he will be granted a three (3) week (15 working days when students are in the building) trial period [which includes ten (10) working days when the employee’s immediate supervisor is present and when students are in school, for those employees working in buildings with students] to determine: (1) the ability to perform on the job and (2) the desire to remain on the job. The trial period shall be extended for ten (10) additional working days upon mutual written agreement of the Board and the Association. During the above trial period, the employee shall have the opportunity to revert to the employee’s former position. If the employee’s job performance in the new position is determined to be unsatisfactory by the Board, notice of such a finding and reasons shall be given to the employee President of CUPE Local 2133. Any Employee interested in writing before the employee position must submit an application on the prescribed form. The Employer may advertise externally for the position and such applicants will be considered if there are no qualified internal applicants. The President of CUPE Local 2133 shall be notified of the name of the successful applicant. 7.02 Internal applicants on job postings will be considered based on the required qualifications and abilities for the position. Where the Employer determines internal applicants to be equally qualified and able, seniority shall be the deciding factor. 7.03 When an Employee is returned required by the Employer to perform the work of a higher classification, the Employee will receive the rate of the higher classified work for each hour worked after five (5) consecutive working days performing such work. 7.04 The Employer agrees to provide specifications related to education and / or experience for each position posted under this Article. 7.05 If an Employee is transferred to a position covered by this Agreement, the transferred Employee shall be considered to be on a trial period for three (3) months worked in their former new position. Should the Employer determine the Employee to be unsatisfactory in their new position, with or if the employee having Employee chooses not to remain within their new position within one (1) month of appointment to the right position, the Employee may revert or be reverted back to grieve the Board’s decision, through Step Three of the Grievance Procedure only. No action to remove said employee from the position will take place until such time that the grievance process has been completed through Step 3 or should the employee fail to file the grievance on timethey were transferred from. E. Within ten (10) work days after 7.06 For the expiration of the posting period, the Board 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 Association President. Any reasonable request for extension purpose of this time line Article, seniority shall apply in accordance with clause 6.05. Employees from other units will be mutually agreed to by the Association President and the Superintendent or designee. F. The Board recognizes that the involuntary transfer of employees should be kept to a minimum and agrees that, if the employee requests, its representative considered but seniority will meet with the employee to explain the reasons for the transfer. The Association recognizes that overload teacher paraprofessionals who are assigned to classrooms may be transferred due to overload changes and that this provision shall not apply. G. When a vacancy is intended to be filled on a permanent basis, the District shall have the right to place a substitute in the position. However, the District will NOT continue the use of a substitute beyond sixty (60) work days.

VACANCIES & TRANSFERS. A. For purposes Vacancies in any position for classified personnel shall be filled in accordance with the provisions of this Agreementarticle. A position is considered vacant when a new position is created or when an employee dies, a “vacancy” shall be defined as a Board-authorized position which resigns, is unfilled and to which no bargaining unit member has a right to return to (i.e.terminated, from leave of absence or recall)promoted, or when transferred. Adding no more than two hours to a current position is not considered a vacancy and will not require the authorized hours for position to be posted, not to include bus drivers. The Board may increase a position increase five (5) or bus driver’s workday up to one hour and will not be required to post the position. However, increases in a bus driver’s workday that result in more hours per week. B. When than one hour will require the Board determines to follow the posting procedures set forth in this Article. Nothing in this article shall require the Board of Education to fill a vacancy or create a new vacant position, notice of such vacancy or newly-created position shall be publicized by giving written notice to the Association President, and the Superintendent or designee will provide an appropriate positing in every school building. 1. No vacancy shall be filled on a permanent basis until ten (10) work days after such notice has been given. 2. When school is not in session, all vacancies shall be posted in the Central Administration Office as described above for at least ten (10) work days before being filled. 3. If a vacancy is to be filled through recall of an employee on layoff in the same category, Section B of this Article does not apply. 4. The ten (10) work day period in Section 1 above, will be reduced to five (5) work days for Special Education paraprofessional postings during the period of August 1 to November 1. 5. The ten (10) day period will begin from the date a posting is placed on the District’s website. The paper copy of the job posting will indicate the date the posting was placed on the District’s website and the date the posting is closed. Copies of the posting(s) will be provided to the Association President and the secretaries in each building at the time of the posting. C. Any employee may apply for a vacancy or new position by submitting a letter of application to the Central Administration office. In the recruitment, selection, and appointment to vacant positions within the DistrictHowever, the Board shall recruitnot fill a position with a substitute employee, selectexcept on a temporary basis. B. The office of the Superintendent or his/her designee will post notification of each vacancy for a period of seven (7) calendar days in locations where such information will be available to all employees. The notice of vacancy shall contain the type of position; qualifications needed, and appoint from within anticipated number of work hours. The job description for the ranks of its employees whenever practicable. In the selection and appointment process, the finalists among the internal and external candidates shall be chosen as follows: The vacant position will be awarded available for review by interested applicants. Any employee who meets qualifications and wishes to be considered for the most qualified individual taking into account position must notify in writing the office of the Superintendent or his/her knowledgedesignee within the time limitation as stated in the posted notice. All candidates who are regular employees within the classification will be interviewed by the administrator in charge. In filling vacancies, skills, ability, and experiencecurrent employees in the same classification shall receive preference. If the candidates When two or more applicants are equally qualified and one is internalto perform the duties of the position, the internal candidate one having the most seniority within the vacant classification, the applicant with the most system seniority shall be offered selected. The Superintendent will then select the position. If more than one of the equally-qualified candidates is internal, the employee with the most seniority shall and award the position within thirty (30) days unless agreed upon by the OAPSE President. C. If an employee in the same classification does not apply for the vacancy, then all present employees in other classifications that applied for the job will be offered considered in accordance with the positionprocedures in paragraph 2 above. The Board will employer may decide within sixty (60) business days that the employee is not bypass current employees in the bargaining unit who apply except qualified and return him/her to hire a more qualified applicant. The most qualified applicant will be offered the positionhis/her previous classification. D. When an internal If no present employees bid the vacant position or if the vacancy is not filled in accordance with B and C above, the Board may then fill the position with a newly hired employee. The vacancy will be filled within thirty (30) days unless agreed upon by the OAPSE President. If a new employee is selected for a newhired after December 1 he/vacant position, s/he will be granted a three (3) week (15 working days when students are in the building) trial period [which includes ten (10) working days when the employee’s immediate supervisor is present and when students are in school, for those employees working in buildings with students] to determine: (1) the ability to perform on the job and (2) the desire to remain on the job. The trial period she shall be extended for ten (10) additional working days upon mutual written agreement a one‐year contract at the conclusion of the Board and initial partial contract, then proceed through the Association. During the above trial period, the employee shall have the opportunity to revert to the employee’s former position. If the employee’s job performance in the new position is determined to be unsatisfactory by the Board, notice of such a finding and reasons shall be given to the employee in writing before the employee is returned to their former position, with the employee having the right to grieve the Board’s decision, through Step Three of the Grievance Procedure only. No action to remove said employee from the position will take place until such time that the grievance process has been completed through Step 3 or should the employee fail to file the grievance on timetypical contract sequence. E. Within ten (10) work days after If the expiration of Board creates a new classification within the posting periodbargaining unit, the Board 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 give the Association President. Any reasonable request for extension Union notice of this time line shall be mutually agreed to by the Association President such fact and the Superintendent or designee. F. The Board recognizes that the involuntary transfer of employees should be kept to a minimum and agrees that, if the employee requests, its representative will meet with the employee to explain the reasons for the transfer. The Association recognizes that overload teacher paraprofessionals who are assigned to classrooms may be transferred due to overload changes and that this provision shall not apply. G. When a vacancy is intended to be filled on a permanent basis, the District Union shall have the right to place a substitute bargain about the wage rate for the new classification in the positionnext round of negotiations. HoweverThe Board would set the initial wage rate for the new classification. F. Necessary involuntary transfers from one building to another or from one position to another within the system shall be made for any purpose which in the judgment of the Superintendent or his/her designee is for the welfare of the school or the employee. Any employee, who is transferred shall be granted the District will NOT continue the use courtesy of a substitute beyond sixty (60) work daysconference with the Superintendent or his/her designee before the transfer is made. These transfers can be made at any time during the year. G. If an employee changes classification, he/she will be placed at Step of the new classification as follows: Step in Old Classification Step in New Classification 11 ‐ 15 5 21 ‐ 25 9 H. New employees may be placed on the salary schedule in the discretion of the Administration/ Board after a full evaluation of the new employee’s experiences, with up to ten years of experience. Experience granted may or may not be year‐for‐year of the experience in a prior job.

VACANCIES & TRANSFERS. A. For purposes of this Agreement, a “vacancy” shall be defined as a Board-Board authorized position which is unfilled and to which no bargaining unit member has a right to return to (i.e., i.e. from leave of absence or recall), or when the authorized hours for a position increase five (5) or more hours per week. B. When the Board determines to fill a vacancy or create a new position, notice of such vacancy or newly-created position shall be publicized by giving written notice to the Association President, and the Superintendent or designee Human Resources Office will provide an appropriate positing in every school building. 1. No vacancy shall be filled on a permanent basis until ten (10) work days after such notice has been given. 2. When school is not in session, all vacancies shall be posted in the Central Administration Office as described above for at least ten (10) work days before prior to being filled. 3. If a vacancy is to be filled through recall of an employee on layoff in the same category, Section B of this Article does not apply. 4. The ten (10) work day period in Section 1 above, will be reduced to five (5) work days for Special Education paraprofessional postings during the period of August 1 to November 1. 5. The ten (10) day period will begin from the date a posting is placed on the District’s websiteHuman Resources Department Hot-Line. The paper copy of the job posting will indicate the date the posting was placed on the District’s website Hot-Line and the date the posting is closed. Copies of the posting(s) will be provided to the Association President and the secretaries in each building at the time of the posting. C. Any employee bargaining unit member may apply for a vacancy or new position by submitting a letter of application to the Central Administration office. In the recruitment, selection, selection and appointment to vacant positions within the District, the Board shall recruit, select, select and appoint from within the ranks of its employees employee whenever practicable. In the selection and appointment process, the finalists among the internal and external candidates shall be chosen as follows: The position will be awarded to the most qualified individual taking into account his/her knowledge, skills, ability, ability and experience. If the candidates are equally qualified and one is internal, the internal candidate shall be offered the position. If more than one of the equally-equally qualified candidates is internal, the employee with the most seniority shall be offered the position. The Board will not bypass current employees in the bargaining unit members who apply except to hire a more qualified applicant. The most qualified applicant will be offered the position. D. When an internal employee is selected for a new/vacant position, s/he will be granted a three (3) week (15 working days when students are in the building) trial period [which includes ten (10) working days when the employeebargaining unit member’s immediate supervisor is present and when students are in school, for those employees working in buildings with students] to determine: (1) the ability to perform on the job and (2) the desire to remain on the job. The trial period shall be extended for ten (10) additional working days upon mutual written agreement of the Board Employer and the AssociationUnion. During the above trial period, the employee shall have the opportunity to revert to the employee’s former position. If the employee’s job performance in the new position is determined to be unsatisfactory by the BoardEmployer, notice of such a finding and reasons shall be given to the employee in writing before the employee is returned to their former position, with the employee having the right to grieve the Board’s decisiondecision of the Employer, through Step Three of the Grievance Procedure only. No action to remove said employee from the position will take place until such time that the grievance process has been completed through Step 3 or should the employee fail to file the grievance on time. E. Within ten (10) work days after the expiration of the posting period, the Board 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 Association President. Any reasonable request for extension of this time line shall be mutually agreed to by the Association President and the Superintendent or designee. F. The Board recognizes that the involuntary transfer of employees should be kept to a minimum and agrees that, if the employee requests, its representative will meet with the employee to explain the reasons for the transfer. The Association recognizes that overload teacher paraprofessionals who are assigned to classrooms may be transferred due to overload changes and that this provision shall not apply. G. When a vacancy is intended to be filled on a permanent basis, the District shall have the right to place a substitute in the position. However, the District will NOT continue the use of a substitute beyond sixty (60) work days.

VACANCIES & TRANSFERS. A. For purposes of this Agreement, a “vacancy” Positions shall be defined as a Board-authorized position which is unfilled and to which no bargaining unit member has a right to return to (i.e., from leave of absence or recall), or when the authorized hours for a position increase five (5) or more hours per week. B. When the Board determines to fill a vacancy or create a new position, notice of such vacancy or newly-created position shall be publicized by giving written notice to the Association President, and the Superintendent or designee will provide an appropriate positing in every school building.shown below: 1. No vacancy In secondary grades (7-12) positions shall be filled on defined as the subject areas to be taught in a permanent basis until ten (10) work days after such notice has been givenbuilding or combination of buildings. 2. In the elementary grades (K-6), a position is the assigned grade level and the two most immediate grade levels in a building or combination of buildings where the teacher performs work. When school the kindergarten and/or 6th grade is not housed in sessiona separate building from the other elementary grades, all vacancies shall be posted in a position is the Central Administration Office as described above for at least ten (10) work days before being filledtwo most immediate elementary grade levels regardless of the building where located. 3. If For teachers teaching split grades, a vacancy is position shall be defined as those split grades taught. No teacher shall be required to be filled through recall of an employee on layoff in the same category, Section B of this Article does not applyaccept a split grade assignment for two (2) consecutive school years. 4. The ten (10) work day period In specialized areas such as, but not limited to, special education, reading support, media support, counseling, vocal music, instrumental music, art, physical education, gifted and talented program assignments, and secondary self-contained general education classrooms, a position shall be defined as within the sphere of the specialization in Section 1 above, will be reduced to five (5) work days for Special Education paraprofessional postings during the period a building or combination of August 1 to November 1buildings. 5. The ten (10) day period will begin B. Vacancies shall exist when new positions are created, when teachers leave the bargaining unit, and when positions are temporarily filled; unless the teacher who had been involuntarily transferred from that position subsequently fills the date a posting is placed on the District’s website. The paper copy of the job posting will indicate the date the posting was placed on the District’s website and the date the posting is closed. Copies of the posting(s) will be provided to the Association President and the secretaries in each building at the time of the postingtemporarily filled position. C. Any employee may apply for a vacancy or new position by submitting a letter of application A posting meeting will be held prior to the Central Administration officelast day of school each year. In The responsibility of convening the recruitment, selection, and appointment to vacant positions within the District, the Board shall recruit, select, and appoint from within the ranks of its employees whenever practicable. In the selection and appointment process, the finalists among the internal and external candidates shall be chosen as follows: The position meeting will be awarded to the most qualified individual taking into account his/her knowledge, skills, ability, and experience. If the candidates are equally qualified and one is internal, the internal candidate shall be offered the position. If more than one of the equally-qualified candidates is internal, the employee rest with the most seniority shall be offered the position. The Board will not bypass current employees in the bargaining unit who apply except to hire a more qualified applicant. The most qualified applicant will be offered the position. D. When an internal employee is selected for a new/vacant position, s/he will be granted a three (3) week (15 working days when students are in the building) trial period [which includes ten (10) working days when the employee’s immediate supervisor is present and when students are in school, for those employees working in buildings Association with students] to determine: (1) the ability to perform on the job and two (2) weeks' prior notification to the desire to remain on Board. At the job. The trial period meeting, all vacancies as defined in Paragraph B and all vacancies that arise during the meeting shall be extended for ten (10) additional working days upon mutual written agreement of posted pursuant to procedures developed jointly by the Board and the Association. During Teachers may participate in this meeting in person or through written proxy. Teachers who participate in this meeting may bid for the above trial periodvarious vacant positions. Vacant positions shall be awarded to the teacher from within the existing teaching staff who is the most senior applicant who is certified and qualified for the position according to state and national mandatory standards if the position requires such status, unless the Board is able to present a candidate who has demonstrably superior qualifications to fill the vacancy. Teachers who are unassigned at the end of the posting meeting shall remain unassigned until after the August 15 summer posting deadline (unless awarded a position during the summer postings). Unassigned teachers shall be assigned positions and involuntary transfers, if necessary, shall be made after the close of the August 15 regularly scheduled business day, but prior to August 20. Once a teacher is awarded a position or accepts in writing an assigned position, the employee teacher retains that position until he bids out of that position or refuses to return to that position following an involuntary transfer. If a teacher's position has been eliminated, the teacher retains the right to that position if and when it is reinstated. Vacancies arising after the posting meeting but prior to August 15 shall be posted for application and awarded on the same basis as those awarded in the posting meeting. Resultant vacancies will likewise be posted and filled in the same manner up to August 15. Vacancies arising on or after August 15 may be filled but will be posted as vacancies at the next posting meeting, unless they have been eliminated as positions for the next school year. Assigned positions will be posted as vacancies at the next posting meeting, unless filled by a voluntary transfer, or if eliminated as a position for the following school year. The Board must post notice of vacancies in all open school buildings, and at Board offices. A listing of current vacancies will be available by phone at the Board office. All vacancies must be posted for no less than five (5) days prior to the summer posting deadlines. The posting deadlines for the summer months shall be: June 30, July 15, July 31, and August 15. D. Teachers shall not be involuntarily transferred from a position, except in case of emergency, for one of the following reasons: (1) to comply with other articles in the Master Agreement, (2) to place the best qualified teacher in a position, (3) to prevent undue disruption to the instructional program, or (4) to prevent layoff or to accommodate recall. The Superintendent shall notify the affected teacher and the Association of the reasons for such transfer. If the teacher objects to such transfer for the reasons given, the dispute may be resolved through the grievance procedure. All transfers shall be assumed to be involuntary unless the teacher provides written voluntary acceptance of the transfer. In cases where more than one teacher has the necessary certifications to fill the position, the teacher with the least seniority shall be the teacher involuntarily transferred, provided the teacher possesses a major or minor or previous teaching experience in the district in the subject matter area to be taught. All positions that are filled through involuntary transfer shall be considered to be temporarily filled as defined by this Article unless later filled by the teacher who had been involuntarily transferred from that position. A teacher who has been involuntarily transferred shall have the first opportunity to revert return to the employee’s former position from which he was transferred when it becomes vacant, notwithstanding the seniority of other teachers, until he is awarded another vacancy for which he applied or refuses the first opportunity to return to the position from which he was involuntarily transferred. If any vacancy arises after the assigning of unassigned teachers and/or involuntary transfers, but before the start of school, the Board shall transfer involuntarily transferred teachers to facilitate the most senior teacher to return to his position. Transfers occurring after assigning of unassigned teachers and/or involuntary transfers, but before the start of school will be handled in the following manner: 1. When an involuntary transferred teacher is returned to his position and this results in other temporarily assigned/involuntarily transferred teachers being reassigned, all affected teachers will be notified, in writing, of such assignment changes. 2. When there is a vacancy and no involuntarily transferred teacher can be returned to his position, opportunities to fill the vacancy will be offered in one of two ways, up to three days before the start of school: a. All involuntarily transferred teachers certified and qualified for the vacancy according to mandatory state and national standards (if required for the vacancy) will be notified in writing by the administration with 72 hours to respond in writing if they want the vacant position. The 72-hour deadline will run from the day/date the notification is mailed until noon of the third business day thereafter. The most senior involuntarily transferred teacher who responds in writing by the deadline will be awarded the position. Subsequent vacancies caused by this process will be offered under the same conditions until no one on the involuntary transfer list applies in writing for the vacant position. When this condition occurs, the Board will fill the final vacancy in the manner described in Article XII, Section D, paragraph 4. b. All involuntary transferred teachers will be invited in writing by the administration to a meeting for the purpose of filling the vacancy (and subsequently-created vacancies) by seniority and certification/qualification. When no one wants such a vacancy, the Board will fill the final vacancy from outside the Association (provided no certified/qualified teacher on layoff is available to accept the position) as per Article XII, Section D, paragraph 4. If a transfer cannot be made to facilitate the most senior teacher to return to his position, then the most senior teacher involuntarily transferred must be offered the vacant position pursuant to procedures developed jointly by the Board and the Association. If he accepts the position, the teacher may be temporarily assigned to the vacancy and remains on the involuntary transferred list. If he does not accept the temporary position, the Board shall offer it to the next most senior person on the involuntarily transferred list until all teachers on the list have been offered the opportunity to fill this temporary position. If the employee’s job performance in most senior teacher does not accept the new position is determined to be unsatisfactory by the Board, notice of such a finding and reasons shall be given to the employee in writing before the employee is returned to their former position, with the employee having the right to grieve the Board’s decision, through Step Three of the Grievance Procedure only. No action to remove said employee from the position will take place until such time that the grievance process has been completed through Step 3 or should the employee fail to file the grievance on time. E. Within ten (10) work days after the expiration of the posting period, the Board shall make known its decision must fill the final vacancy so as to which applicant has been selected facilitate the ability of the involuntarily transferred teacher to fill a posted position. Each applicant shall be so notified in writing with a copy provided returned to the Association President. Any reasonable request for extension of this time line shall be mutually agreed to by the Association President and the Superintendent or designeeposition from which he was involuntarily transferred. F. The Board recognizes that the involuntary transfer of employees should be kept to a minimum and agrees that, if the employee requests, its representative will meet with the employee to explain the reasons for the transfer. The Association recognizes that overload teacher paraprofessionals who are assigned to classrooms may be transferred due to overload changes and that this provision shall not apply. G. When a vacancy is intended to be filled on a permanent basis, the District shall have the right to place a substitute in the position. However, the District will NOT continue the use of a substitute beyond sixty (60) work days.

VACANCIES & TRANSFERS. A. For purposes of this Agreement, a “vacancy” shall be defined as a Board-authorized position which is unfilled and to which no bargaining unit member has a right to return to (i.e., from leave of absence or recall), or when the authorized hours for a position increase five (5) or more hours per week. B. When the Board determines to fill a vacancy or create a new position, notice of such vacancy or newly-created position shall be publicized by giving written notice to the Association President, and the Superintendent or designee will provide an appropriate positing in every school building.I 1. No vacancy shall be filled on a permanent basis until ten (10) work days after such notice has been given. 2. When school is not in sessionThe Board declares its support for the filling of vacancies, all vacancies shall be posted in the Central Administration Office as described above for at least ten (10) work days before being filled. 3. If a vacancy is to be filled through recall of an employee on layoff in the same category, Section B of this Article does not apply. 4. The ten (10) work day period in Section 1 above, will be reduced to five (5) work days for Special Education paraprofessional postings during the period of August 1 to November 1. 5. The ten (10) day period will begin from the date a posting is placed on the District’s website. The paper copy of the job posting will indicate the date the posting was placed on the District’s website and the date the posting is closed. Copies of the posting(s) will be provided to the Association President and the secretaries in each building at the time of the posting. C. Any employee may apply for a vacancy or new position by submitting a letter of application to the Central Administration office. In the recruitment, selection, and appointment to vacant positions within the District, the Board shall recruit, select, and appoint from within the ranks of its employees whenever practicableemployee force. In All vacancies shall be filled on the selection basis of seniority, competency and appointment processqualifications. Qualified shall mean able to meet qualifications as derived from written job descriptions. Testing for posted positions shall follow these guidelines: a. Internal applicants for Clerical (non-secretarial) and Assistant poslt1ons, where I keyboarding skills are necessary, shall keyboard within a five (5) word range below any posting under forty (40) words per minute. I I b. Internal applicants for Secretarial positions shall keyboard within a ten (10) word range below any posting sixty (60) words per minute or under. Keyboarding shall not be the criteria for hiring of instructional assistants. Once an employee has passed the keyboarding test, the finalists among test results shall stand permanently as a favorable result and no further keyboarding tests s~all be required of the internal and employee. Employees hired from outside of the employee bargaining unit shall comply with all I I keyboarding requirements, as posted, before the external candidates candidate is interviewed. I c. The Employer will offer testing opportunities for employees on a monthly basis. A computer lab will be reserved for keyboarding tests. Employees may test on the keyboard as often as they wish within a two (2) hour period. Keyboarding skills will be assessed by a timed test developed by the Employer, which shall be chosen as follows: The position will be awarded similar in nature to the most qualified individual taking into account his/her knowledge, skills, ability, and experience. If the candidates are equally qualified and one is internal, the internal candidate shall subject matter to be offered the position. If more than one of the equally-qualified candidates is internal, the employee with the most seniority shall be offered typed in the position. The Board will not bypass current employees in time requirements shall be determined by the bargaining unit who apply except to hire a more qualified applicant. The most qualified applicant will be offered Employer for the position. D. When an internal d. All test scores shall be valid during the course of the employee's employment with Jenison Public Schools. Should the employee is selected sever employment with Jenison Public Schools and then reapply for employment, he/she must take all tests as posted and meet qualifications established for external candidates. I e. Employees may also take tests as posted when applying for a newparticular position. f. Reading comprehension, language skills, filing, spelling and math tests shall be valid I during the course of the employee's employment with Jenison Public Schools. Should the employee sever employment with Jenison Public Schools and then reapply for employment, he/she must take all tests as posted. These tests may only be taken one time during the open testing period. I I I 2. A vacancy shall be declared when there exists a bargaining unit posltlon to which no employee has been assigned. Whenever a vacancy exists, the position will not be filled, except on a temporary basis, until the position has been posted for five (5) working days. The vacant position, s/he will position with accompanying qualifications based on the specific job description shall be granted a three (3) week (15 working days when students are posted in each building in the building) trial period [which includes ten (10) working days when the employee’s immediate supervisor is present and when students are in school, for those employees working in buildings with students] to determine: (1) the ability to perform on the job and (2) the desire to remain on the jobdistrict. The trial period A copy of each posting shall be extended for ten (10) additional working days upon mutual written agreement sent to the president of the Board and the Association. During the above trial summer vacation months, an attempt shall be made to notify employees who have expressed during the immediately preceding school year, an interest in other positions in the 3. In filling a vacancy in a bargaining unit position the Board agrees to hire outside of its I employee ranks only if no qualified internal candidates apply. I 4. An employee who is selected to fill an existing vacancy will serve a twenty (20) working day probationary period in that position. If the immediate supervisor determines that the employee is unable to satisfactorily perform the duties of the new position within the probationary period, the employee will be returned to a position within his/her capabilities I and previous wage classification. 5. An employee who is transferred to a higher wage classification shall have be placed at the opportunity same I step as his/her current wage classification within the new wage classification. An employee who is transferred to revert a lower wage classification will be placed on the step that most closely maintains his/her previous wages without exceeding them before he/she moved to the employee’s former positionlower classification. If the employee’s job performance I This does not negate longevity assignment based on years of service. I 6. When a secretarial position in the school district, which is not within the bargaining unit covered by this Agreement, becomes available for a new position is determined to be unsatisfactory by the Boardhire, notice of such a finding and reasons it shall be given to the employee in writing advertised for a period of not less than five (5) days before the employee is returned to their former position, with the employee having the right to grieve the Board’s decision, through Step Three of the Grievance Procedure only. No action to remove said employee from awarding the position will take place until such time that the grievance process has been completed through Step 3 or should the employee fail to file the grievance on time. E. Within ten (10) work days after the expiration of the posting period, the Board shall make known its decision as provide an opportunity I for all interested persons 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 Association President. Any reasonable request for extension of this time line shall be mutually agreed to by the Association President and the Superintendent or designee. F. The Board recognizes that the involuntary transfer of employees should be kept to a minimum and agrees that, if the employee requests, its representative will meet with the employee to explain the reasons for the transfer. The Association recognizes that overload teacher paraprofessionals who are assigned to classrooms may be transferred due to overload changes and that this provision shall not apply. G. When a vacancy is intended to be filled on a permanent basis, the District shall have the right to place a substitute in the position. However, the District will NOT continue the use of a substitute beyond sixty (60) work days.

VACANCIES & TRANSFERS. A. For purposes of this Agreement, a “vacancy” 1. The Board shall fill all vacancies with current bargaining unit members who meet qualifications for such vacancies. All vacancies shall be defined filled on the basis of seniority and qualifications as a Board-authorized position which is unfilled derived from written job descriptions. If more than one applicant meets the qualifications as demonstrated in testing, the interview process, and documented past employee performance, the most seniored applicant will receive the position. The qualifications only need to which no be “met” not “exceeded” in order for seniority to determine who shall be placed in the vacancy. The Board agrees to hire outside of the bargaining unit member has only if no qualified internal candidates apply. Testing for posted positions shall follow these guidelines: a. Internal applicants for Clerical (non-secretarial) and Assistant positions, where keyboarding skills are necessary, shall keyboard within a right to return to (i.e., from leave of absence or recall), or when the authorized hours for a position increase five (5) word range below any posting under forty (40) words per minute. Keyboarding shall not be the criteria for hiring of instructional assistants. Assistants who are required to meet the “Highly Qualified” criteria of NCLB may utilize all available state options to do this. For positions that do not fall under the requirements of NCLB, WORKEYS minimum test scores of Level Four (4) on Reading for Information and Applied Mathematics, and Level Three (3) for Writing are required. Employees who passed the previous JPS District skills tests will not be required to additionally pass the WORKKEYS tests in order to keep their current positions or more hours per weekto transfer laterally to a new position. Application for a position that is higher in classification than the current one being held by an employee will require the minimum WORKKEYS scores, however. B. When b. Internal applicants for Secretarial positions shall keyboard within a ten (10) word range below any posting sixty (60) words per minute or under. WORKEYS minimum test scores of Level Four (4) on Reading for Information and Applied Mathematics, and Level Three (3) for Writing are required for all Secretarial positions. Employees who passed the Board determines previous JPS District skills tests will not be required to fill additionally pass the WORKKEYS tests in order to keep their current positions or to transfer laterally to a new position. Application for a position that is higher in classification than the current one being held by an employee will require the minimum WORKKEYS scores, however. Once an employee has passed the keyboarding test, the test results shall stand permanently as a favorable result and no further keyboarding tests shall be required of the employee. Employees hired from outside of the employee bargaining unit shall be required to comply with all keyboarding and testing requirements, as posted and described above, before the external candidate is interviewed. c. The Employer will offer testing opportunities for employees on a monthly basis. The cost of taking the WORKKEYS tests will be paid one time by the Employer for those employees seeking to qualify for a position in a higher wage classification. Any subsequent tests taken shall be paid by employees requesting to retake the test(s). The district will assist employees in scheduling WORKKEYS testing at an approved testing site. A computer station will be reserved for keyboarding tests. Employees may test on the keyboard as often as they wish within a two (2) hour period. Keyboarding skills will be assessed by a timed test developed by the Employer, which shall be similar in nature to the subject matter to be typed in the position. The time requirements shall be as written in 7.1.a. and b. above. d. All test scores shall be valid during the course of the employee's employment with Jenison Public Schools. Should the employee sever employment with Jenison Public Schools and then reapply for employment, he/she must take all tests as posted and meet qualifications established for external candidates. e. Employees may also take tests as posted when applying for a particular position. f. Reading comprehension, language skills, filing, spelling, math,WORKEYS, and typing test scores shall be valid during the course of the employee's employment with Jenison Public Schools. Should the employee sever employment with Jenison Public Schools and then reapply for employment, he/she must take all tests as posted. These tests may only be taken one time during the open testing period (except for keyboarding as indicated in 7.1.c above). 2. New employees who do not meet highly qualified status as required by No Child Left Behind will be required to take the WORKKEYS tests at employee expense. 3. Prior to posting a newly created vacancy or create a new position, notice of such vacancy or newly-created the job description for that position shall will be publicized by giving written notice to jointly reviewed and updated between the Association President, District and the Superintendent or designee will provide an appropriate positing in every school building. 1. No vacancy shall be filled on a permanent basis until ten (10) work days after such notice has been given. 2. When school is not in session, all vacancies shall be posted in the Central Administration Office as described above for at least ten (10) work days before being filled. 3. If a vacancy is to be filled through recall of an employee on layoff in the same category, Section B of this Article does not apply. 4Association. The ten (10) work day period in Section 1 above, association will be reduced to have five (5) work days to respond to a proposed posting/job description with agreement or recommended changes. In the absence of a response within five (5) days, the position will be posted as proposed by the Director of Personnel. It is understood that as new needs and shifting of program needs occurs, subsequent postings may need to contain modifications from previous ones. This understanding in no way will be used to disqualify an existing bargaining unit member from his/her existing position. A vacancy shall be declared when there exists a bargaining unit position to which no employee has been assigned. Whenever a vacancy exists, the vacancy will not be filled except on a temporary basis until the position has been posted for Special Education paraprofessional postings during five (5) non-weekend days. The position will be filled within ninety (90) days of expiration of the job posting At the conclusion of the school year, the individual awarded the position will be placed in the position for the ensuing school year. The vacant position with accompanying qualifications based on the specific job description shall be posted in each building or mailed to current addresses on file of bargaining unit members when school is not in session. A copy of each posting shall be sent to the president of the Association. 4. An employee who is selected to fill an existing vacancy will serve a ninety (90) working day probationary period in that position. If the immediate supervisor determines that the employee is unable to satisfactorily perform the duties of August 1 the new position within the probationary period, the employee will be returned to November 1a position within his/her capabilities and previous wage classification. 5. The ten (10) day period An employee who is transferred to a higher wage classification shall be placed at the same step as his/her current wage classification within the new wage classification. An employee who is transferred to a lower wage classification will begin from the date a posting is be placed on the District’s website. The paper copy of the job posting will indicate the date the posting was placed on the District’s website and the date the posting is closed. Copies of the posting(s) will be provided to the Association President and the secretaries in each building at the time of the posting. C. Any employee may apply for a vacancy or new position by submitting a letter of application to the Central Administration office. In the recruitment, selection, and appointment to vacant positions within the District, the Board shall recruit, select, and appoint from within the ranks of its employees whenever practicable. In the selection and appointment process, the finalists among the internal and external candidates shall be chosen as follows: The position will be awarded to the step that most qualified individual taking into account closely maintains his/her knowledgeprevious wages without exceeding them before he/she moved to the lower classification. This does not negate longevity assignment based on years of service. 6. When a secretarial position in the school district, skills, ability, and experience. If the candidates are equally qualified and one which is internal, the internal candidate shall be offered the position. If more than one of the equally-qualified candidates is internal, the employee with the most seniority shall be offered the position. The Board will not bypass current employees in within the bargaining unit who apply except covered by this Agreement, becomes available for a new hire, it shall be posted for bargaining unit members and advertised for a period of not less than five (5) non-weekend days before awarding the position to hire a more qualified applicant. The most qualified applicant will be offered the positionprovide an opportunity for all interested persons to apply. D. 7. When an internal employee is selected for a new/vacant position, s/he will be granted a three (3) week (15 working days when students are in the building) trial period [which includes ten (10) working days when the employee’s immediate supervisor is present and when students are in school, for those employees working in buildings with students] to determine: (1) the ability to perform on the job and two (2) bargaining unit members mutually wish to voluntarily transfer into each other’s positions, a request for such transfer can be made in writing to the desire to remain on the jobDirector Of Personnel. The trial period If deemed desirable by all, this voluntary transfer request shall be extended for ten (10) additional working days upon mutual written agreement of the Board and the Association. During the above trial period, the employee shall have the opportunity to revert to the employee’s former position. If the employee’s job performance in the new position is determined to be unsatisfactory by the Board, notice of such a finding and reasons shall be given to the employee in writing before the employee is returned to their former position, with the employee having the right to grieve the Board’s decision, through Step Three of the Grievance Procedure only. No action to remove said employee from the position will take place until such time that the grievance process has been completed through Step 3 or should the employee fail to file the grievance on timegranted. E. Within ten (10) work days after the expiration of the posting period, the Board 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 Association President. Any reasonable request for extension of this time line shall be mutually agreed to by the Association President and the Superintendent or designee. F. The Board recognizes that the involuntary transfer of employees should be kept to a minimum and agrees that, if the employee requests, its representative will meet with the employee to explain the reasons for the transfer. The Association recognizes that overload teacher paraprofessionals who are assigned to classrooms may be transferred due to overload changes and that this provision shall not apply. G. When a vacancy is intended to be filled on a permanent basis, the District shall have the right to place a substitute in the position. However, the District will NOT continue the use of a substitute beyond sixty (60) work days.

VACANCIES & TRANSFERS. A. For purposes All vacancies in the Bargaining Unit and in promotional positions caused by death, retirement, discharge, resignation, or by the creation of this Agreement, a “vacancy” new promotional position shall be defined as a Boardfilled pursuant to the following procedure: A. An electronic (website and e-authorized position which is unfilled mail) notice of vacancies shall be forwarded to all Bargaining Unit Members and to which no bargaining unit member has a right to return to (i.e., from leave of absence or recall), or when the authorized hours for a position increase President. The Association may post vacancies on bulletin boards in each office. The President shall be notified by e-mail within five (5) working days upon receipt of Unit Member’s submission of a resignation letter or more hours per weekdischarge due to layoffs or other reason. B. When Qualifications for the Board determines to fill a vacancy or create a new position, notice of such vacancy or newly-created position shall be publicized by giving written notice to the Association Presidentits duties, and the Superintendent or designee will provide an appropriate positing in every school building. 1. No vacancy shall be filled on a permanent basis until ten (10) work days after such notice has been given. 2. When school is not in session, all vacancies shall be posted in the Central Administration Office as described above for at least ten (10) work days before being filled. 3. If a vacancy is to be filled through recall rate of an employee on layoff in the same category, Section B of this Article does not apply. 4. The ten (10) work day period in Section 1 above, compensation will be reduced to five (5) work days for Special Education paraprofessional postings during the period of August 1 to November 1. 5. The ten (10) day period will begin from the date a posting is placed on the District’s website. The paper copy of the job posting will indicate the date the posting was placed on the District’s website and the date the posting is closed. Copies of the posting(s) will be provided to the Association President and the secretaries in each building at the time of the postingclearly set forth. C. Any employee may Bargaining Unit Members who desire to apply for a vacancy or new position such vacancies shall file their applications in writing with the office of the designated administrator identified in the posting within the time limit specified by submitting a letter the notice. D. Candidates from both, within and out of application the school system, shall be eligible to fill the vacancies. E. Appointments to such positions shall be on the basis of ability and classification seniority and shall be made at the sole discretion of the designated administrator with the review and approval of the Superintendent. The designated administrator, with the review and approval of the Superintendent, agrees to give due weight to the Central Administration office. In the recruitment, selection, professional background and appointment to vacant positions within the Districtattainments of all applicants, the Board shall recruit, select, length of time each has worked in the school system and appoint from within the ranks of its employees whenever practicableany other relevant factors. In the selection and appointment process, the finalists among the internal and external candidates shall be chosen as follows: The position Appointments will be awarded made without regard to the most qualified individual taking into account his/her knowledgerace, skillscolor, abilitysex, and experience. If the candidates are equally qualified and one is internalreligion, the internal candidate shall be offered the position. If more than one age, sexual preference, sexual identity, homelessness, disability, special needs, or national origin as required by Title IX of the equally-qualified candidates Educational Amendments of 1972. F. Before an employee is internaltransferred to a new school where the hours of the work day shift differ, the employee with the most seniority shall be offered the position. The Board will not bypass current employees in the bargaining unit who apply except to hire a more qualified applicant. The most qualified applicant will be offered the position. D. When an internal employee is selected for a new/vacant position, s/he will be granted a three (3) week (15 working days when students are in the building) trial period [which includes ten (10) working days when the employee’s immediate supervisor is present and when students are in school, for those employees working in buildings with students] to determine: (1) the ability to perform on the job and (2) the desire to remain on the job. The trial period shall be extended for ten (10) additional working days upon mutual written agreement of the Board and the Association. During the above trial period, the employee shall have the opportunity to revert meet and discuss the change with administration. Every effort will be made to the employee’s former position. If the employee’s job performance in the new position is determined to accommodate an employee who would be unsatisfactory negatively impacted by the Board, notice of such a finding and reasons shall be given to the employee in writing before the employee is returned to their former position, with the employee having the right to grieve the Board’s decision, through Step Three of the Grievance Procedure only. No action to remove said employee from the position will take place until such time that the grievance process has been completed through Step 3 or should the employee fail to file the grievance on time. E. Within ten (10) work days after the expiration of the posting period, the Board 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 Association President. Any reasonable request for extension of this time line shall be mutually agreed to by the Association President and the Superintendent or designee. F. The Board recognizes that the involuntary transfer of employees should be kept to a minimum and agrees that, if the employee requests, its representative will meet with the employee to explain the reasons for the transfer. The Association recognizes that overload teacher paraprofessionals who are assigned to classrooms may be transferred due to overload changes and that this provision shall not apply. G. When If a vacancy is intended non-probationary member moves to a different unit, he/she will be filled brought in at a comparable rate based on a permanent basis, the District shall have the right to place a substitute in the position. However, the District will NOT continue the use of a substitute beyond sixty (60) work dayshis/her experience.

VACANCIES & TRANSFERS. A. For purposes of this Agreement, a “vacancy” A vacancy shall be defined as an unfilled position previously held by a Board-authorized position which is unfilled and to which no bargaining unit member has a right to return to (i.e., from leave of absence or recall), teacher or when the authorized hours for a new position increase five (5) or more hours per weekis created. B. When the Board determines to fill that a vacancy in the bargaining unit or create a new positionsupervisory position in the special education program (excluding the Superintendent) exists, notice of such vacancy or newly-created position shall will be publicized by giving written notice posted on the designated staff bulletin board(s), and a copy will be sent to the Association President, and the Superintendent or designee will provide an appropriate positing in every school building. 1president. No A vacancy shall not be permanently filled on a permanent basis until ten (10) work days after such notice position has been given. 2. When school is not in session, all vacancies shall be posted in the Central Administration Office as described above for at least ten (10) work days before being filled. 3. If a vacancy is to be filled through recall of an employee on layoff in the same category, Section B of this Article does not apply. 4. The ten (10) work day period in Section 1 above, will be reduced to five (5) work days for Special Education paraprofessional postings during the period of August 1 to November 1. 5. The ten (10) day period will begin from the date a posting is placed on the District’s website. The paper copy of the job posting will indicate the date the posting was placed on the District’s website and the date the posting is closed. Copies of the posting(s) will be provided to the Association President and the secretaries in each building at the time of the posting. C. Any employee may apply for a vacancy or new position by submitting a letter of application to the Central Administration office. In the recruitment, selection, and appointment to vacant positions within the District, the Board shall recruit, select, and appoint from within the ranks of its employees whenever practicable. In the selection and appointment process, the finalists among the internal and external candidates shall be chosen as follows: The position will be awarded to the most qualified individual taking into account his/her knowledge, skills, ability, and experience. If the candidates are equally qualified and one is internal, the internal candidate shall be offered the position. If more than one of the equally-qualified candidates is internal, the employee with the most seniority shall be offered the position. The Board will not bypass current employees in the bargaining unit who apply except to hire a more qualified applicant. The most qualified applicant will be offered the position. D. When an internal employee is selected for a new/vacant position, s/he will be granted a three (3) week (15 working days when students are in the building) trial period [which includes ten (10) working days when the employee’s immediate supervisor is present and when students are in school, days. Teachers wishing to apply for those employees working in buildings with students] to determine: (1) the ability to perform on the job and (2) the desire to remain on the job. The trial period a vacancy shall be extended submit a written application for ten (10) additional working days upon mutual written agreement of the Board and the Association. During the above trial period, the employee shall have the opportunity to revert said position to the employee’s former position. If the employee’s job performance in the new position is determined to be unsatisfactory Superintendent by the Board, notice of such a finding and reasons shall be given to the employee in writing before the employee is returned to their former position, with the employee having the right to grieve the Board’s decision, through Step Three of the Grievance Procedure only. No action to remove said employee from the position will take place until such time that the grievance process has been completed through Step 3 or should the employee fail to file the grievance on time. E. Within ten (10) work days after the expiration end of the posting period. Postings will include the title of the position, the certification required and any other information deemed necessary by the District. C. Application by teachers for transfers (as provided by Section D below) shall be considered along with other applicants. In filling a vacancy, the Board shall make known its strive to place the applicant with the highest qualifications. A teacher's length of service within the District shall also be considered. In any event, however, the Board's decision as to which applicant has been selected to fill in filling a posted position. Each applicant vacancy shall be so notified in writing with final. D. Request by a copy provided teacher for a transfer to the Association President. Any reasonable request for extension of this time line a different position shall be mutually agreed to by the Association President made in writing, and filed with the Superintendent or his designee. The application shall set forth the reasons for transfer, the school, level, or position sought and the applicant's academic qualifications. Such request shall be reviewed periodically as positions within the district become available and shall expire June 30 of the school year in which it is submitted. F. The Board recognizes that E. An involuntary transfer shall entail the involuntary transfer of employees should a teacher from a program site or from a program. An involuntary transfer will be kept made in case of emergency (Le., death or serious injury of a teacher) or to a minimum prevent disruption of the instructional program. The procedures outlined above shall not apply to positions being filled as described herein. The Superintendent or his designee shall, however, notify the respective teacher and agrees that, if the employee requests, its representative will meet with the employee to explain the Association President of reasons for such transfer prior to the making of the transfer. The Association recognizes that overload . F. A teacher paraprofessionals who are assigned to classrooms may be is involuntarily transferred due to overload changes and that this provision a layoff situation shall not applybe given consideration to return to the program or site from which he/she was transferred prior to the recall of laid-off teacher to said program or site. G. When A teacher who is involuntarily transferred after June 3D, 1986 due to a layoff situation, where the involuntary transfer results in a reduction in the number of days worked per year, will be given first consideration to return to his/her former status in the event a vacancy exists for which he/she is intended to be filled on a permanent basis, the District shall have the right to place a substitute in the positioncertified and qualified. However, the District A teacher refusing an opportunity will NOT continue the use of a substitute beyond sixty (60) work days.not receive further consideration under Section G.