Common use of WORK STATUS CHANGE FROM PART-TIME TO FULL-TIME Clause in Contracts

WORK STATUS CHANGE FROM PART-TIME TO FULL-TIME. 1. The employee must not have an unsatisfactory performance rating during his/her most recent performance period. 2. The bargaining unit employee must not be under investigation pending a potential adverse action. If such bargaining unit employee would have been converted but for the investigation and is subsequently cleared, the employee will be offered a full-time position when management determines a work status change opportunity exists. 3. The bargaining unit employee must not have received an adverseaction within the previous six (6) months. 4. Bargaining unit employees are not eligible for a work status change while on suspension or administrative leave. 5. The bargaining unit employee must be in a full duty status; if on limited or light duty, the bargaining unit employee must have documentation indicating a return to full duty within thirty (30) days of the effective date of the change of status. 6. Voluntary conversions from part-time employment to full-time employment shall be filled by seniority. 7. When a full-time position becomes available, TSA management will adhere to the following procedure: a. Management will maintain a list of part-time bargaining unit employees who have submitted a written request for work status change to full-time (“PT to FT List”). Bargaining unit employees may submit such written request to be added or removed from the list at any time. b. Management will contact and select eligible part-time bargaining unit employees by seniority until such full-time positions are filled. c. If Management makes an exception to selection by seniority based on a bona fide occupational qualification (e.g., gender), Management will notify, in writing, the bargaining unit employee(s) who was not selected with the reason for the non- selection. Management will include the following statement in the written notice: “You may seek representation regarding this denial with your local Union representative.” d. The filling of positions in this manner shall alternate with the procedures set forth for bargaining unit employees seeking transfer (one-in/one-out) in accordance with Article 6.E.

WORK STATUS CHANGE FROM PART-TIME TO FULL-TIME. 1. The employee must not have an unsatisfactory performance rating during his/her most recent performance period. 2. The bargaining unit employee must not be under investigation pending a potential adverse action. If such bargaining unit employee would have been converted but for the investigation and is subsequently cleared, the employee will be offered a full-time position when management determines a work status change opportunity exists. 3. The bargaining unit employee must not have received an adverseaction adverse action within the previous six (6) months. 4. Bargaining unit employees are not eligible for a work status change while on suspension or administrative leave. 5. The bargaining unit employee must be in a full duty status; if on limited or light duty, the bargaining unit employee must have documentation indicating a return to full duty within thirty (30) days of the effective date of the change of status. 6. Voluntary conversions from part-time employment to full-time employment shall be filled by seniority. 7. When a full-time position becomes available, TSA management will adhere to the following procedure: a. Management will maintain a list of part-time bargaining unit employees who have submitted a written request for work status change to full-time (“PT to FT List”). Bargaining unit employees may submit such written request to be added or removed from the list at any time. b. Management will contact and select eligible part-time bargaining unit employees by seniority until such full-time positions are filled. c. If Management makes an exception to selection by seniority based on a bona fide occupational qualification (e.g., gender), Management will notify, in writing, the bargaining unit employee(s) who was not selected with the reason for the non- selection. Management will include the following statement in the written notice: “You may seek representation regarding this denial with your local Union representative.” d. The filling of positions in this manner shall alternate with the procedures set forth for bargaining unit employees seeking transfer (one-in/one-out) in accordance with Article 6.E.

WORK STATUS CHANGE FROM PART-TIME TO FULL-TIME. 1. The bargaining unit employee must not have an unsatisfactory performance rating during his/her their most recent performance period. 2. [Blank] The bargaining unit employee must Parties did not be under investigation pending a potential adverse action. If such bargaining unit employee would have been converted but for the investigation and is subsequently cleared, the employee will be offered a full-time position when management determines a work status change opportunity existsagree to this provision. 3. The bargaining unit employee must not have received an adverseaction adverse action within the previous six (6) months. 4. Bargaining unit employees are not eligible for a work status change while on suspension or administrative leave. 5. The bargaining unit employee, including a bargaining unit employee on 50% officia l time, must be in a full duty status; if . If on limited or light duty, the bargaining unit employee employe e must have documentation indicating a return to full duty within thirty (30) days of the effective date of the change of status. 6. Voluntary conversions from part-time employment to full-time employment shall be filled by seniority. 7. When a full-time position becomes available, TSA management will adhere to the following procedure: a. Management will maintain a list of part-time bargaining unit employees who have submitted a written request for work status change to full-time (“PT to FT List”). . b. Bargaining unit employees may submit such written request to be added or removed from the list at any time. b. c. Management will contact and select eligible part-time bargaining unit employees by seniority until such full-time positions are filled. c. d. If Management makes an exception to selection by seniority based on a bona fide occupational qualification (e.g., gender), Management will notify, in writing, the bargaining unit employee(s) who was not selected with the reason for the non- selection. Management will include the following statement in the written noticenotice : “You may seek representation regarding this denial with your local Union representative.” d. e. The filling of positions in this manner shall alternate with the procedures set forth for bargaining unit employees seeking transfer (one-in/one-out) in accordance with Article 6.E.23: Transfer Policy, Section E.7. 8. To accomplish temporary work schedule changes, the Agency will solicit volunteers who wish to increase their part-time hours. Volunteers will be selected in order of seniority. If too few bargaining unit employees volunteer, management will select bargaining unit employees using inverse seniority order. The Parties understand that TSA Policy limits temporary work schedule changes to a maximum of thirteen (13) consecutive pay periods. Temporary work schedule changes will not be used to circumvent filling a full- time position. a. Management will provide the bargaining unit employee with the expected number of pay periods the temporary work schedule will last, as well as the initial assigned shift at the time of solicitation. A temporary schedule change agreement will include, but not be limited to, the number of hours per biweekly pay period, the maximum number of pay periods, and the effective beginning and expected end dates of the temporary work schedule change. b. Any volunteer under this section may request approval to return to their previous work schedule and tour of duty any time before the end date of the temporary work schedule. Management will respond to the volunteer’s request within fourteen (14) days of the date of the request. The request may be approved or disapproved by management based on the operational needs of the airport. If approved, management will provide the end date of the temporary work schedule. If management approves the volunteer’s request to end the temporary work schedule early, management may select bargaining unit employee(s) using inverse seniority order to work the remainder of the temporary work schedule.