Common use of Work Out of Class and Mobility Clause in Contracts

Work Out of Class and Mobility. ‌ A “mobility” assignment may arise when business needs result in the appointment of a permanent AFSCME employee to temporarily perform the duties of an unrepresented position or for a special project. A mobility assignment may be granted for a period of up to one year, but may exceed one year by mutual agreement of the Parties. A mobility assignment shall not be denied absent demonstrated good cause provided in writing to the Union by the Employee’s Court Administrator or designee. If an AFSCME employee accepts a mobility assignment to a position with a salary range higher than that of the employee’s permanent position, the employee shall be paid at the rate of the mobility assignment position. The employee’s performance review date shall remain unchanged with both appointing authorities, where applicable, working in conjunction to ensure preservation of the salary increase process. When an AFSCME employee is working in a mobility assignment, the terms and conditions of their employment shall be governed by Minnesota Judicial Branch HR Rules in all respects EXCEPT that Article 17 (Discipline and Discharge) and Article 18 (Grievance Procedure) of the AFSCME Collective Bargaining Agreement will apply and supersede any contradictory HR Rules. District Human Resources shall notify the designated Union Representative within the first two weeks from a mobility assignment’s start date. AFSCME employees will continue to be represented by the Union and continue to pay dues as required by the Union for the Collective Bargaining Agreement associated with their original appointment. Based upon availability, at the end of a mobility assignment, the AFSCME employee shall have the right to return to a bargaining unit position by priority as follows: (1) Return to their original appointment; or, (2) To an equivalent position at the same location of their original appointment; or, (3) To an equivalent position not more than 50 miles from the location of their original appointment. Upon the AFSCME employee’s return to the original or equivalent appointment, their original salary rate shall be adjusted to include any non-discretionary increases and merit increases, if warranted by performance, while acting in the mobility assignment, A mobility assignment shall have no impact on an AFSCME employee’s bargaining unit seniority date.

Work Out of Class and Mobility. ‌ A “mobility” assignment may arise when business needs result in the appointment of a permanent AFSCME employee to temporarily perform the duties of an unrepresented position or for a special project. A mobility assignment may be granted for a period of up to one year, but may exceed one year by mutual agreement of the Parties. A mobility assignment shall not be denied absent demonstrated good cause provided in writing to the Union by the Employee’s Court Administrator or designee. If an AFSCME employee accepts a mobility assignment to a position with a salary range higher than that of the employee’s permanent position, the employee shall be paid at the rate of the mobility assignment position. The employee’s performance review date shall remain unchanged with both appointing authorities, where applicable, working in conjunction to ensure preservation of the salary increase process. When an AFSCME employee is working in a mobility assignment, the terms and conditions of their employment shall be governed by Minnesota Judicial Branch HR Rules in all respects EXCEPT that Article 17 (Discipline and Discharge) and Article 18 (Grievance Procedure) of the AFSCME Collective Bargaining Agreement will apply and supersede any contradictory HR Rules. District Human Resources shall notify the designated Union Representative within the first two weeks from a mobility assignment’s start date. AFSCME employees will continue to be represented by the Union and continue to pay dues as required by the Union for the Collective Bargaining Agreement associated with their original appointment. Based upon availability, at the end of a mobility assignment, the AFSCME employee shall have the right to return to a bargaining unit position by priority as follows: (1) Return to their original appointment; or, (2) To an equivalent position at the same location of their original appointment; or, (3) To an equivalent position not more than 50 miles from the location of their original appointment. Upon the AFSCME employee’s return to the original or equivalent appointment, their original salary rate shall be adjusted to include any non-discretionary increases and merit increases, if warranted by performance, while acting in the mobility assignment, A mobility assignment shall have no impact on an AFSCME employee’s bargaining unit seniority date.

Work Out of Class and Mobility. ‌ A “mobility” assignment may arise when business needs result in the appointment of a permanent AFSCME employee to temporarily perform the duties of an unrepresented position or for a special project. A mobility assignment may be granted for a period of up to one year, but may exceed one year by mutual agreement of the Parties. A mobility assignment shall not be denied absent demonstrated good cause provided in writing to the Union by the Employee’s Court Administrator or designee. If an AFSCME employee accepts a mobility assignment to a position with a salary range higher than that of the employee’s permanent position, the employee shall be paid at the rate of the mobility assignment position. The employee’s performance review date shall remain unchanged with both appointing authorities, where applicable, working in conjunction to ensure preservation of the salary increase process. When an AFSCME employee is working in a mobility assignment, the terms and conditions of their his/her employment shall be governed by Minnesota Judicial Branch HR Rules in all respects EXCEPT that Article 17 (Discipline and Discharge) and Article 18 (Grievance Procedure) of the AFSCME Collective Bargaining Agreement will apply and supersede any contradictory HR Rules. District Human Resources shall notify the designated Union Representative within the first two weeks from a mobility assignment’s start date. AFSCME employees will continue to be represented by the Union and continue to pay dues as required by the Union for the Collective Bargaining Agreement associated with their original appointment. Based upon availability, at the end of a mobility assignment, the AFSCME employee shall have the right to return to a bargaining unit position by priority as follows: (1) Return to their his/her original appointment; or, (2) To an equivalent position at the same location of their his/her original appointment; or, (3) To an equivalent position not more than 50 miles from the location of their his/her original appointment. Upon the AFSCME employee’s return to the original or equivalent appointment, their his/her original salary rate shall be adjusted to include any non-discretionary increases and merit increases, if warranted by performance, while acting in the mobility assignment, A mobility assignment shall have no impact on an AFSCME employee’s bargaining unit seniority date.

Work Out of Class and Mobility. ‌ A “mobility” assignment may arise when business needs result in the appointment of a permanent AFSCME employee to temporarily perform the duties of an unrepresented position or for a special project. A mobility assignment may be granted for a period of up to one year, but may exceed one year by mutual agreement of the Parties. A mobility assignment shall not be denied absent demonstrated good cause provided in writing to writingto the Union by the Employee’s Court Administrator or designee. If an AFSCME employee accepts a mobility assignment to a position with a salary range higher than that of the employee’s permanent position, the employee shall be paid at the rate of the mobility assignment position. The employee’s performance review date shall remain unchanged with both appointing authoritiesappointingauthorities, where applicable, working in conjunction to ensure preservation of the salary increase process. When an AFSCME employee is working in a mobility assignment, the terms and conditions of their employment shall be governed by governedby Minnesota Judicial Branch HR Rules in all respects EXCEPT that Article 17 (Discipline and Discharge) and Article 18 (Grievance Procedure) of the AFSCME Collective Bargaining Agreement will apply and supersede any contradictory HR Rules. District Human Resources shall notify the designated Union Representative within the first two weeks from a mobility assignment’s start date. AFSCME employees will continue to be represented by the Union and continue to pay dues as required by the Union for the Collective Bargaining Agreement associated with their original appointment. Based upon availability, at the end of a mobility assignment, the AFSCME employee shall have the right to return to a bargaining unit position by priority as follows:. (1) Return to their original appointment; or, (2) To an equivalent position at the same location of their original appointment; or, (3) To an equivalent position not more than 50 miles from the location of their original appointment. Upon the AFSCME employee’s return to the original or equivalent appointment, their original salary rate shall be adjusted to include any non-discretionary increases and merit increases, if warranted by performance, while acting in the mobility assignment, A mobility assignment shall have no impact on an AFSCME employee’s bargaining unit seniority date.

Work Out of Class and Mobility. ‌ A “mobility” assignment may arise when business needs result in the appointment of a permanent AFSCME employee to temporarily perform the duties of an unrepresented position or for a special project. A mobility assignment may be granted for a period of up to one year, but may exceed one year by mutual agreement of the Parties. A mobility assignment shall not be denied absent demonstrated good cause provided in writing to the Union by the Employee’s Court Administrator or designee. If an AFSCME employee accepts a mobility assignment to a position with a salary range higher than that of the employee’s permanent position, the employee shall be paid at the rate of the mobility assignment position. The employee’s performance review date shall remain unchanged with both appointing authorities, where applicable, working in conjunction to ensure preservation of the salary increase process. When an AFSCME employee is working in a mobility assignment, the terms and conditions of their employment shall be governed by Minnesota Judicial Branch HR Rules in all respects EXCEPT that Article 17 (Discipline and Discharge) and Article 18 (Grievance Procedure) of the AFSCME Collective Bargaining Agreement will apply and supersede any contradictory HR Rules. District Human Resources shall notify the designated Union Representative within the first two weeks from a mobility assignment’s start date. AFSCME employees will continue to be represented by the Union and continue to pay dues as required by the Union for the Collective Bargaining Agreement associated with their original appointment. Based upon availability, at the end of a mobility assignment, the AFSCME employee shall have the right to return to a bargaining unit position by priority as follows:. (1) Return to their original appointment; or, (2) To an equivalent position at the same location of their original appointment; or, (3) To an equivalent position not more than 50 miles from the location of their original appointment. Upon the AFSCME employee’s return to the original or equivalent appointment, their original salary rate shall be adjusted to include any non-discretionary increases and merit increases, if warranted by performance, while acting in the mobility assignment, A mobility assignment shall have no impact on an AFSCME employee’s bargaining unit seniority date.