Internal Movement Sample Clauses

Internal Movement. Permanent Employees
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Internal Movement. Permanent Employees‌ Prior to certifying candidates in accordance with Article 3, Filling of Vacancies, an Appointing Authority may grant an administrative transfer, voluntary demotion or elevation within an agency as long as the permanent employee has the skills and abilities required to perform the duties of the position. Employees desiring a transfer, voluntary demotion or elevation will initiate a request in writing, and Appointing Authorities will consider these individuals for an opening. Candidates interviewed will be notified of the hiring decision.
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Internal Movement. Permanent Employees‌ A. Prior to certifying candidates in accordance with Article 4, Filling of Vacancies, an Appointing Authority may grant an administrative transfer, promotion, voluntary demotion or elevation within an agency as long as the permanent employee has the skills and abilities required to perform the duties of the position. Employees desiring a transfer, promotion, voluntary demotion or elevation will initiate a request in writing, to the appropriate appointing authority and to the agency human resources director. Appointing authorities will consider these individuals for an opening. Candidates interviewed will be notified of the hiring decision. This subsection does not apply to those positions that have a required bid system established in accordance with Article 3, Bid System, unless the position remains vacant after the completion of the bid process.
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Internal Movement. Permanent Employees‌ A. Prior to certifying candidates in accordance with Article 4, Filling of Vacancies, an Appointing Authority may grant an administrative transfer, voluntary demotion or elevation within an agency as long as the permanent employee has the skills and abilities required to perform the duties of the position. Employees desiring a transfer, voluntary demotion or elevation will initiate a request in writing, and appointing authorities will consider these individuals for an opening. Candidates interviewed will be notified of the hiring decision. This subsection does not apply to those positions that have a required bid system established in accordance with Article 3, Bid System.
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Internal Movement. Within Department of Corrections Only‌ A. Prior to certifying candidates in accordance with Section 4.1, the agency will post vacancies for internal transfer candidates for three (3) business days prior to posting externally. An employee’s transfer request will be granted to another position within the bargaining unit provided: 1. The employee holds permanent status in the job classification; 2. The employee has demonstrated or been assessed to have the position specific skills, abilities and qualifications necessary to perform the duties of the position; 3. There are no disciplinary action(s) in their personnel file for the past twelve (12) months; 4. There is no pending disciplinary action or the employee is not under investigation into alleged misconduct; 5. The employee has not been granted previous internal movement within the past two (2) years; 6. There are no repeated performance issues being addressed, as documented in the employee’s supervisory file; 7. The appointment will not create a violation of agency policy; 8. It meets the needs of the work unit. 9. When posting the vacancy for internal transfer, the posting may include language advising the prospective transfer employee of specific needs and competencies of the position which, if not met, may result in denial of transfer. B. Transfer requests under this sub-article must be made in writing and submitted to the local Human Resources Office. If two (2) or more employees request a transfer to the same position and they meet the above criteria, the senior employee will be appointed. If an employee is offered a transfer and refuses the offer, the employee will not be allowed to request another transfer for twelve (12) months. C. If an employee requests a transfer and does not meet the criteria listed above, the employee may compete for the position. D. The offering of a formal layoff option in accordance with Article 34, Layoff and Recall, a trial service reversion option or demotion option, prior to granting a transfer request under this sub-article, is not a violation of this sub-article, provided notice is given to the union prior to such actions occurring. E. This Section is not subject to the grievance procedure in accordance with Article 29,
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Internal Movement a. Permanent employees may request to transfer to another work team or shift to fill a temporary vacancy that will last longer than 6 months or to permanently fill a vacant position, in accordance with this sub-clause. Employees are only eligible to internally transfer into roles at the same or lower classification e.g. C8 to C8, F3 to F3 or F3 to F2. b. Internal transfer process: i. Employee to submit a completed Team Transfer Form. Employees may only select 2 teams they would like to transfer to. ii. A register will be maintained by the site HR Manager. This register will be maintained by chronological order of when the written expression of interest was received. iii. When a vacancy occurs or when two requests match, an offer to move will be made. The offer will be made in chronological order, until an offer is accepted. iv. After a transfer, employees must remain in the team/role for 9 months prior to being accepted for another shift transfer, unless no other permanent employee has such a shift transfer request in the register. v. In the event that a transfer is offered and the employee decides not to accept it, the transfer request will be removed from the register. vi. Vacant permanent positions will remain open for 5 days and only permanent employees may submit an application during this time. If after 5 days, no permanent employee applies for such position(s), then casual employees may also submit an application for such position(s). For the avoidance of doubt, when the 5-day period elapses, both permanent and casual employees are able to apply for the vacant position(s) and either may be successful in securing the position. vii. The internal transfer process does not apply in the following circumstances:  temporary team transfers;  flexible working arrangements; and  accommodating changes to an employee’s personal circumstances.
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Internal Movement a. Permanent employees may request to transfer to another work team or shift to fill a temporary vacancy that will last longer than 6 months or to permanently fill a vacant position, in accordance with this sub-clause. Employees are only eligible to internally transfer into roles at the same or lower classification e.g. C8 to C8, F3 to F3 or F3 to F2. b. Internal transfer process:
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Internal Movement. Permanent Employees‌ A. Prior to certifying candidates in accordance with Article 4, Filling of Vacancies, an Appointing Authority may grant an administrative transfer, voluntary demotion or elevation within an agency as long as the permanent employee has the skills and abilities required to perform the duties of the position. Employees desiring a transfer, voluntary demotion or elevation will initiate a request in writing, and appointing authorities will consider these individuals for an opening. Candidates interviewed will be notified of the hiring decision. This subsection does not apply to those positions that have a required bid system established in accordance with Article 3, Bid System. B. For LNI only, when an internal transfer is granted, employees who previously held permanent status in the location and job classification for which they are applying, and had been displaced by the layoff process outlined in Article 35, shall be granted the transfer unless there are documented performance or attendance issues which disqualify them as a viable candidate. If more than one (1) candidate has the skills and abilities required to perform the duties of the position, then the most senior candidate shall be granted the position. This section applies only to employees that have been displaced by the layoff process during 2009- 2011 and 2011-2013 biennia.
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Related to Internal Movement

  • Internal Controls The Company shall maintain a system of internal accounting controls sufficient to provide reasonable assurances that: (i) transactions are executed in accordance with management’s general or specific authorization; (ii) transactions are recorded as necessary in order to permit preparation of financial statements in accordance with GAAP and to maintain accountability for assets; (iii) access to assets is permitted only in accordance with management’s general or specific authorization; and (iv) the recorded accountability for assets is compared with existing assets at reasonable intervals and appropriate action is taken with respect to any differences.

  • Internal Accounting and Disclosure Controls The Company and each of its Subsidiaries maintains internal control over financial reporting (as such term is defined in Rule 13a-15(f) under the 1934 Act) that is effective to provide reasonable assurance regarding the reliability of financial reporting and the preparation of financial statements for external purposes in accordance with generally accepted accounting principles, including that (i) transactions are executed in accordance with management’s general or specific authorizations, (ii) transactions are recorded as necessary to permit preparation of financial statements in conformity with GAAP and to maintain asset and liability accountability, (iii) access to assets or incurrence of liabilities is permitted only in accordance with management’s general or specific authorization and (iv) the recorded accountability for assets and liabilities is compared with the existing assets and liabilities at reasonable intervals and appropriate action is taken with respect to any difference. The Company maintains disclosure controls and procedures (as such term is defined in Rule 13a-15(e) under the 1934 Act) that are effective in ensuring that information required to be disclosed by the Company in the reports that it files or submits under the 1934 Act is recorded, processed, summarized and reported, within the time periods specified in the rules and forms of the SEC, including, without limitation, controls and procedures designed to ensure that information required to be disclosed by the Company in the reports that it files or submits under the 1934 Act is accumulated and communicated to the Company’s management, including its principal executive officer or officers and its principal financial officer or officers, as appropriate, to allow timely decisions regarding required disclosure. Neither the Company nor any of its Subsidiaries has received any notice or correspondence from any accountant, Governmental Entity or other Person relating to any potential material weakness or significant deficiency in any part of the internal controls over financial reporting of the Company or any of its Subsidiaries.

  • S▇▇▇▇▇▇▇-▇▇▇▇▇; Internal Accounting Controls The Company and the Subsidiaries are in compliance with any and all applicable requirements of the S▇▇▇▇▇▇▇-▇▇▇▇▇ Act of 2002 that are effective as of the date hereof, and any and all applicable rules and regulations promulgated by the Commission thereunder that are effective as of the date hereof and as of the Closing Date. The Company and the Subsidiaries maintain a system of internal accounting controls sufficient to provide reasonable assurance that: (i) transactions are executed in accordance with management’s general or specific authorizations, (ii) transactions are recorded as necessary to permit preparation of financial statements in conformity with GAAP and to maintain asset accountability, (iii) access to assets is permitted only in accordance with management’s general or specific authorization, and (iv) the recorded accountability for assets is compared with the existing assets at reasonable intervals and appropriate action is taken with respect to any differences. The Company and the Subsidiaries have established disclosure controls and procedures (as defined in Exchange Act Rules 13a-15(e) and 15d-15(e)) for the Company and the Subsidiaries and designed such disclosure controls and procedures to ensure that information required to be disclosed by the Company in the reports it files or submits under the Exchange Act is recorded, processed, summarized and reported, within the time periods specified in the Commission’s rules and forms. The Company’s certifying officers have evaluated the effectiveness of the disclosure controls and procedures of the Company and the Subsidiaries as of the end of the period covered by the most recently filed periodic report under the Exchange Act (such date, the “Evaluation Date”). The Company presented in its most recently filed periodic report under the Exchange Act the conclusions of the certifying officers about the effectiveness of the disclosure controls and procedures based on their evaluations as of the Evaluation Date. Since the Evaluation Date, there have been no changes in the internal control over financial reporting (as such term is defined in the Exchange Act) of the Company and its Subsidiaries that have materially affected, or is reasonably likely to materially affect, the internal control over financial reporting of the Company and its Subsidiaries.