Inplacement Sample Clauses

The Inplacement clause defines the process by which an employee is reassigned or transitioned to a new role within the same organization, rather than being terminated or laid off. Typically, this clause outlines the criteria for eligibility, the support provided to the employee—such as training or job matching—and the responsibilities of both the employer and employee during the transition. Its core practical function is to retain valuable talent within the company while minimizing the disruption and costs associated with external hiring or layoffs.
Inplacement. If an employee has been issued a layoff notice pursuant to Section 5.5 and has no reassignment in lieu of layoff rights pursuant to Section 5.6 (a) and (b), then that employee shall be considered for inplacement. Inplacement is an offer of transfer (within specific wage bands) or demotion to an employee with a layoff notice into a vacant position, which the County intends to fill during the layoff notice period. The following conditions apply to the inplacement process: a) An employee must be qualified to transfer or demote. The Personnel Director shall determine qualifications. 1. Testing requirements will be the same as if the employee had been reclassified. 2. In determining qualifications and possible positions, transfers and demotions to both related and non-related classes may be considered. b) Transfer will be deemed a "lateral transfer" if movement from one class to another does not exceed an upward salary change of 5% (five percent). c) Normal transfer (ordinance code) rules apply (i.e., the employee can be taken on a permanent or probationary basis at the discretion of the appointing authority). If an employee has underlying permanent status the probationary period following the transfer shall be considered a subsequent probation. Consistent with this status, the employee on a subsequent probation with underlying permanent status has Personnel Board appeal rights. d) The employee may express a preference for certain occupational fields, assignments or departments. However, the employee has no right to claim any position nor is the County required to offer placement. e) A position shall not be considered "vacant" for inplacement purposes if the position has been identifiable as claimable under Section 5.6 (a) and (b) by another employee who has been issued a layoff notice under Section 5.5 or by an employee on a re-employment list established pursuant to Section 5.8. f) An employee who is placed under Section 5.15 or laid off under Section 5.7 shall have his/her name placed on all re-employment lists pursuant to Section 5.8 for the appropriate classification. g) In determining placement offers, the Union and the County, on a case-by-case basis, may by mutual agreement include as part of the placement offer: 1. basic skill competency training and/or; 2. literacy training and/or; 3. other methods (other than transfer or demotion) of filling vacant positions that do not violate Merit System principles or County Ordinance Code provisions. h) All inpla...
View SourceView Similar (19)
Inplacement. The employee can elect to be considered for in-placement instead of returning to former class.
View SourceView Similar (4)
Inplacement. In the event of layoff(s), the Court and CEMA will attempt to identify transfers and/or demotions available to laid-off individuals on a voluntary basis prior to exercise of displacement rights ("bumping"). Transfers and/or demotions shall be limited to available positions only (a vacant position which the Court, in its sole discretion, has determined to fill in order to meet operational needs). To be eligible for inplacement, an employee must meet the minimum qualifications for the transfer or demotion position. Inplacement under this Section 14.6(a) will exempt the employee from serving a probationary period in the transfer or demotion to an available position.
View SourceView Similar (4)
Inplacement. In the event of layoff(s), the Court and the Union will attempt to identify transfers, promotions and demotions available on a voluntary basis, prior to displacement, to individuals who have received lay-off notices.
View SourceView Similar (3)
Inplacement. If an employee has been issued a layoff notice pursuant to Section 131315.5, Notice of Layoff, and has no reassignment in lieu of layoff rights pursuant to Section 1315.6 or 1315.7 then that employee shall be considered for inplacement. Inplacement is an offer of transfer (within specific wage bands) or demotion to an employee with a layoff notice to a vacant position which the County intends to fill during the layoff notice period. The following conditions apply to the inplacement process:
View SourceView Similar (3)
Inplacement. The employee can elect to be considered for inplacement – as defined in section 15.8 – instead of returning to former class.
View SourceView Similar (2)

Related to Inplacement

  • Displacement (a) An Employee whose position is eliminated by the Employer or who is displaced in accordance with this Article shall, provided the Employee has not less than 24 months of seniority: (i) have the right to displace an Employee with less seniority in a position for which the Employee has the ability to perform the work; (ii) at the Employee’s option, take a position which is vacant and for which the Employee has the ability to perform the work; or (iii) at the Employee’s option, accept layoff with the right of recall. If an Employee elects (i) or (ii) and the Employer determines that the Employee does not have the ability to perform the work of the position selected, the Employer shall inform the Employee and the Local of such within 10 consecutive calendar days, exclusive of Saturdays, Sundays and Named Holidays which are specified in Article 18: Named Holidays, of the Employee making such selection. The Employee shall then have the right to make another selection in accordance with Article 15.04. (b) An Employee exercising the right to displace another Employee or to take a vacant position pursuant to Article 15.04(a) shall within 72 hours, exclusive of Saturdays, Sundays or Named Holidays, of receipt of written notice from the Employer of the elimination of the Employee’s position or displacement, advise the Employer, in writing, of their decision, including the name of the Employee they wish to displace or the vacant position they wish to take. Where there is more than one (1) Employee on that unit with an equivalent full-time equivalency, Shift pattern, and length of Shift, to that of the selected position, the Employee shall displace the least senior of such Employees. Where the Employee fails to exercise such right within the specified time limit, the Employee shall be deemed to have waived the right to displace another Employee or take a vacant position and the Employer shall: (i) place the Employee in any available vacant position of the Employer’s choice for which the Employee has the ability to perform the work and is within a radius of 50 kilometers from the current site (an Employee may elect to be laid off, with recall rights if the position is located at a site outside the boundaries of the municipality in which the current site is located); or (ii) in the absence of such a vacancy effect a layoff in accordance with Article

  • Step Placement When a reclassification action occurs, the justification for the action taken shall be provided in writing to the affected employee or employees. When an employee is reclassified to a position having a higher maximum regular base hourly rate, the employee’s pay shall be increased to the pay step amount which is at least, and closest to, 3 percent higher than the pay they received prior to the reclassification. When an employee is reclassified to a position having the same maximum regular base hourly rate, the employee’s pay step amount shall remain the same. When an employee is reclassified to a position having a lower maximum regular base hourly rate, the employee’s pay shall be decreased to the pay step amount closest to their present regular base hourly rate. However, when the employee’s regular base hourly rate of pay, prior to the reclassification, is greater than step 9 of the newly assigned pay grade, the employee’s regular base hourly rate of pay shall be frozen as of the date of the reclassification. The employee’s regular base hourly rate shall remain frozen until such time as step 9 of the pay grade assigned to the employee’s classification is equal to or greater than the employee’s frozen rate of pay. When that occurs, the employee shall be placed into step 9 of the new pay grade assigned to the employee’s classification. When a reclassification occurs in a multi-incumbent classification and incumbents compete for the classification, the salary placement shall be administered in the same manner as a promotion in Article 13, Section 3.

  • Placement Upon successful completion of his or her training period, the Hospital and the Union undertake to waive any restrictions which might otherwise apply, and the employee will be placed in the job identified in 9.11 (a) (i). An employee subject to layoff who applies but later declines to accept a retraining offer or fails to complete the training will remain subject to layoff.

  • Order Placement To place orders for the Trustee to create or redeem one or more Baskets, Authorized Participants must follow the procedures for creation and redemption referred to in Section 3 of this Agreement and the procedures described in Attachment A hereto (the “Procedures”), as each may be amended, modified or supplemented from time to time.

  • Private Placement Assuming the accuracy of the Purchasers’ representations and warranties set forth in Section 3.2, no registration under the Securities Act is required for the offer and sale of the Securities by the Company to the Purchasers as contemplated hereby. The issuance and sale of the Securities hereunder does not contravene the rules and regulations of the Trading Market.