Work Force Changes. Should the City create a position falling within the AFSCME C bargaining unit, notice will be provided to the bargaining unit president.
Work Force Changes.
Section 1. Promotion & Filling of Vacancies (Non-Competitive)
(a) The term promotion means the advancement of an employee to a higher position or the reassignment of any employee to a higher paying position. Upon promotion, an employee shall receive the salary equal to the step that is at least one-half (1/2) increment of the new salary grade above his/her present salary.
(b) Whenever an opportunity for promotion occurs or a job opening occurs in other than a temporary situation in any existing job classification, or as the result of the development or establishment of a new job classification, a notice of such openings shall be posted on all bulletin boards, stating the job classification, rate of pay and the nature of the job requirements in order to qualify. The PEF Council Leader shall be given a copy of all postings when they occur. Such posting shall be for a period of not less than five (5) work days.
(c) During this period, employees who wish to apply for the open position, including employees on layoff, may do so. The application shall be in writing, and it shall be submitted to the employee's immediate supervisor.
(d) The Employer shall fill job openings or vacancies from among those bargaining unit employees who have applied and meet the job requirements (which may include the employee's work record). When more than one employee is equally qualified, the employee with the greatest seniority will be awarded the position.
(e) Any employee selected in accordance with the procedure set forth above shall undergo a probationary period of twelve (12) weeks unless the County waives the probationary period in writing or the twelve (12) week probationary period is reduced to between four (4) and twelve (12) weeks by the mutual written agreement of the President of PEF, or his/her designee, and the County. If it is found that such employee does not meet the requirements or responsibilities of the position to which he/she has been selected during the probationary (trial) period, then such employee shall be restored to his/her former position. The Union and the employee shall be notified in writing by the employer of any situation which would affect an employee's status during the probationary (trial) period at least fourteen (14) calendar days prior to the end of such probationary period. At the employee’s request, the County Administrator or his/her designee will meet with the employee to review the terms of the 14-day notice. The employee may request th...
Work Force Changes. Section 1 -
Work Force Changes. The parties agree that an employee’s status change is a proper subject for discussion at the regular quarterly Labor-Management Meetings.
Work Force Changes. Section 1. Should the Company reduce the work force due to lay off or any other reason, the Company will give the Union reasonable advance notice of same and, upon request by the Union, meet to review such reductions.
Section 2. If the Company determines that the number of employees in any job classification(s) are to be reduced or eliminated, the decision as to which employee or employees are to be removed from a job classification, shall be made by seniority. However, in classifications 5A and above, the Company may have to deviate from seniority to retain needed skills to ensure efficient operations.
a. Any employee so removed from a job classification in accordance with Section 2, above, may exercise his seniority to move into any other job classification for which he is qualified. Consequently, if this procedure results in the Company declaring that the number of employees in the job classification to which the employee has transferred must be reduced, the same procedure shall be utilized. Any subsequent transfers as a result of the above procedure will result with employee(s) being laid off in accordance with Section 2, above.
b. Employees will be recalled in reverse order.
Section 3. In the event the Company declares a temporary reduction in the work force due to a curtailment or shutdown because of business or any other conditions, employees retained to perform necessary work shall be selected on the following basis:
a. Senior employees, whose regular jobs are not required, shall have the option of accepting available work for which they are qualified or accepting lay off, except that,
b. The Company has the right to require that senior employees work during the shutdown, if there are no junior employees with the necessary qualifications to perform the required work.
Work Force Changes. I. Job Elimination
a. When an employee's position is eliminated for any reason, he/she may elect to exercise his seniority right to bump -- replace an employee with less classification seniority. Such employee shall, if he/she so elects, bump the most junior employee in his/her job classification in the bargaining unit provided in each case the bumping employee has greater classification seniority than the employee whom he/she bumps and is physically fit to perform the work.
b. Employees shall be recalled from layoff according to their classification seniority and to lower classification on the basis of their district seniority and qualifications to perform available work in an equal or lower classification. No new employees shall be hired until all employees on layoff status qualified to perform the work have been recalled.
c. When an employee whose position is eliminated does not have sufficient classification seniority in order to bump within his/her classification then and only then he/she will be permitted to bump the most junior employee in an equal or lower job classification in the bargaining unit, based on District Seniority, which he/she is physically fit and otherwise qualified to perform.
d. Any employee who is bumped in accordance with paragraphs a and c of this section will likewise be entitled to exercise similar bumping rights.
e. Any employee may exercise an option to elect layoff instead of bumping in accordance with paragraphs a, c and d of this section. Once this election is made it may not be changed and the employee must accept the first recall opportunity to which his classification seniority applies. He/she may continue to decline recall to other classifications but paragraph 1-b of this Article shall apply at all times.
Work Force Changes. Whenever a job opening occurs - in any existing job classification or as the result of the development or establishment of a new job classification, a notice of such opening (with pay steps listed) shall be posted on the Keokuk Community School District e-mail (News) for five (5) working days prior to the position being filled. When a job opening occurs due to movement out of a position, the job will be posted and filled within 30 days. All employees off duty shall have the right to apply for any posted vacancy. During this period, employees who wish to apply for the open position or job-including employees on layoff - may do so. The application shall be in writing, and it shall be submitted to the Central Administration Office. The employer shall fill the opening by promoting from among the qualified applicants the employee with the greatest system seniority. Employees within the same job classification shall receive consideration over other employees. If the employer is filling an existing position, it shall be posted for bid within five (5) days of the creation of the vacancy.
Work Force Changes. SECTION 6.1 JOB POSTINGS, PROMOTIONS AND EXAMINATIONS/
Section 6.1.1: Job openings in competitive classifications will be filled in accordance with Civil Service Rules. For information purposes, the title of such openings will be posted in locations where County employees are represented by the Union on a weekly basis.
Section 6.1.2: Examination announcements for competitive classifications will be posted in all work locations in accordance with Civil Service rules and regulations.
Section 6.1.3: Job openings in non-competitive and labor classifications will be posted for seven working days in locations where County employees are represented by the Orleans County Deputy Sheriff’s Association and shall show:
1. Job title
2. Rate of pay
3. Location of job assignment and general description of job duties Ability, aptitude, and seniority are the factors to be considered in filling such positions. If two or more employees of equal qualifications apply, seniority will be the determining factor. Any bargaining unit employee may apply for such positions during the posting period. If no qualified full time employees apply, the position will be filled with a qualified part time employee who has applied. If no qualified part time employees apply, the County may fill the position from any source.
Section 6.1.4: A non-competitive or labor class employee promoted to a higher classification shall serve a six-month probationary period, during which time he/she may be returned to his/her former position without recourse to the grievance procedure.
Section 6.1.5: Copies of all notices of examinations and announcements of job vacancies shall be sent to the Unit President.
Work Force Changes. 20
Section 1. Promotion & Filling of Vacancies (Non-Competitive and Labor Classification). 20
Section 2. Promotion and Filling of Vacancies (Competitive Classification). 22 Section 3. Temporary Job Openings. 24 Section 4. Demotions. 25 Section 5. Layoff. 25 Section 6. Recall. 27 Section 7. Shift Preference. 27
Work Force Changes. Section 1 - Promotions and New Jobs
a. Notice of the vacancy shall be posted in all buildings of the School District and adequate time shall be allowed for application (five (5) working days) for interested qualified employees to apply in writing to the school administration.
b. The posted notice shall set forth the job title, shift, location and prerequisite qualifications for the job. Among the factors to be considered in making a promotional appointment are the employee-bidder’s qualifications, education, experience, and seniority, although no single factor shall be controlling. The employee-bidder selected by the District shall be assigned the opening and moved to the job, and shall be given a trial period of up to sixty (60) workdays in which to demonstrate the ability to satisfactorily meet the standards and perform the duties of the job. After sixty (60) days in a new position, an employee shall lose his/her pervious building seniority, however, involuntary transfers shall hold their previous building seniority for one year.
c. In the event that the successful bidder is deemed unsatisfactory, or if he/she elects to reject the job during the first twenty (20) workdays after assignment, he/she shall be restored to the job from which he/she had originally bid and shall retain all seniority rights held under such job. Employees so promoted shall remain in that position if judged capable by that divisional supervisor.
