Involuntary Reassignment of Regional Campus Faculty Sample Clauses

The Involuntary Reassignment of Regional Campus Faculty clause establishes the conditions under which faculty members at regional campuses may be reassigned to different roles or locations without their consent. Typically, this clause outlines the circumstances that justify such reassignments, such as institutional restructuring, program closures, or changes in student enrollment, and may specify the process for notification and any support provided to affected faculty. Its core practical function is to give the institution flexibility to adapt its workforce to changing needs while providing a clear framework for how involuntary reassignments are managed.
Involuntary Reassignment of Regional Campus Faculty. Prior to exercising the right to change the resident campus assignment of a regional campus Faculty member(s), the ▇▇▇▇▇▇▇ or his/her designee will initiate a process that includes the following elements: a) prior consultation with the affected Faculty member, including a discussion of the reason(s) for the proposed change of resident campus assignment; b) prior consultation with the Faculty Councils of the campus to which the Faculty member is currently assigned and the campus to which the Faculty member will be reassigned; c) prior consultation with the RCFAC if the University determines that the planned change has system-wide implications; d) prior notice to the Association; and e) timely notice to affected Faculty member(s) of the decision to change the resident campus assignment as follows: preferably at least ninety (90) calendar days prior to the effective date of the change but, in any case, not later than thirty (30) days before the effective date of the change. The parties to this agreement acknowledge that the above-mentioned process will work most effectively if there is open and good faith communication between Faculty and University administrators. A Faculty member who is reassigned to a different Campus under this Section will retain his/her salary, position in the probationary period, rank, and tenure status, if applicable.
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Involuntary Reassignment of Regional Campus Faculty. Prior to exercising the right to change the resident campus assignment of a regional campus Faculty member(s), the ▇▇▇▇▇▇▇ or his/her designee will initiate a process that includes the following elements: a) prior consultation with the affected Faculty member, including a discussion of the reason(s) for the proposed change of resident campus assignment; b) prior consultation with the Faculty Councils of the campus to which the Faculty member is currently assigned and the campus to which the Faculty member will be reassigned; c) prior consultation with the RCFAC if the University determines that the planned change has system-wide implications; d) prior notice to the Association; and e) timely notice to affected Faculty member(s) of the decision to change the resident campus assignment as follows: preferably at least ninety (90) calendar days prior to the effective date of the change but, in any case, not later than thirty (30) days before the effective date of the change. The parties to this agreement acknowledge that the above-mentioned process will work most effectively if there is open and good faith communication between Faculty and University administrators.
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Related to Involuntary Reassignment of Regional Campus Faculty

  • Involuntary Reassignment a. Involuntary reassignment shall mean a District-initiated reassignment from one school or site to another. The District and Association recognize the need for some reassignments of SSP Employees may be unavoidable. It is agreed that involuntary reassignment should be held to a minimum, and involuntary reassignments should not result in an assignment of an SSP Employee to a position for which they are not qualified by academic preparation or license. b. All District-initiated reassignment(s) must be completed before the voluntary reassignment process will begin. c. The involuntary reassignment of an SSP Employee should be used to best meet the needs of all students in the District, and every reasonable effort should be made to ensure continuity and consistency in assignments. Maintaining open communication with the affected SSP Employees(s) is encouraged to help reduce the stress associated with involuntary reassignment. d. In order to ensure the most transparent and effective reassignment process, SSP Employees and administrators should expedite the identification of vacancies that become available through normal attrition (e.g., retirements or resignations) as well as increases to staffing. e. In an effort to provide clarity and transparency for the need for involuntary reassignment, the appropriate District department leader, or designee, will determine staffing needs at a school or site based on meeting the needs of the District’s strategic plan. i. Should there be more than one qualified SSP Employee eligible for reassignment from a building or site, there will be a request for volunteer(s) to be reassigned. If no SSP Employee volunteers to be reassigned, the District and the Association agree that meeting the needs of students should be the guiding factor in making a decision on reassignment. ii. The District will make a good faith effort not to reassign an SSP Employee more than once in any three-year period. This should not prohibit an SSP Employee from voluntary reassignment. iii. Any SSP Employee currently on a Directed Improvement Plan (DIP) or Remediation Plan may be reassigned following communication between the District department leader, or designee, the SSP Employee, their own designated representative, and the affected principal/supervisor. In all instances where the SSP Employee is reassigned, they will continue to be subject to the DIP or Remediation Plan. f. The appropriate District department leader, or designee, will preliminarily inform the Office of Human Resources of the potential need for involuntary reassignment. Within five (5) days of the Office of Human Resources confirming the need for involuntary reassignment, the appropriate District department leader, or designee, must notify the affected SSP Employee(s), the principal(s), the Office of Human Resources and the Cherry Creek Education Association (CCEA) in writing of the assignments (e.g., school, percent of contract affected) requiring involuntary reassignment. These notices will contain the reason(s) for involuntary reassignment in writing. g. Any SSP Employee being involuntarily reassigned may request the Superintendent, or designee, to review the recommendation for reassignment. If within one (1) year, a similar position arises at the SSP Employee’s previous school or site, the employee will be given an opportunity to return if they desire. h. Once notified of the need for involuntary reassignments by the appropriate District department leader, or designee, the affected SSP Employee will still have the opportunity to pursue voluntary reassignment.

  • MATERNITY-RELATED REASSIGNMENT OR LEAVE a. An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the fifty-second (52nd) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may poses a risk to her health or that of the foetus or child. b. An employee’s request under sub-clause (a) above must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependant upon the particular circumstances of the request, the Council may obtain an independent medical opinion. c. An employee who has made a request under sub-clause (a) above is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council: i. modifies her job functions or reassigns her, or ii. informs her in writing that it is not reasonably practicable to modify her job functions or reassign her. d. Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her. e. Where the Council concludes that a modification of job functions or a reassignment that would avoid the activities or conditions indicated in the medical certificate is not reasonably practicable, the Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than fifty two (52) weeks after the birth. f. An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

  • Effect of Bankruptcy, Death, Incompetence or Termination of a Limited Partner The occurrence of an Event of Bankruptcy as to a Limited Partner, the death of a Limited Partner or a final adjudication that a Limited Partner is incompetent (which term shall include, but not be limited to, insanity) shall not cause the termination or dissolution of the Partnership, and the business of the Partnership shall continue if an order for relief in a bankruptcy proceeding is entered against a Limited Partner, the trustee or receiver of his estate or, if he dies, his executor, administrator or trustee, or, if he is finally adjudicated incompetent, his committee, guardian or conservator, shall have the rights of such Limited Partner for the purpose of settling or managing his estate property and such power as the bankrupt, deceased or incompetent Limited Partner possessed to assign all or any part of his Partnership Interest and to join with the assignee in satisfying conditions precedent to the admission of the assignee as a Substitute Limited Partner.

  • OBLIGATIONS SURVIVE TERMINATION OF EMPLOYMENT Executive agrees that any and all of Executive’s obligations under this Agreement, including but not limited to Exhibits B and C, shall survive the termination of employment and the termination of this Agreement.

  • Change in Employment Status The District shall promptly notify the OEA Membership Specialist whenever an employee in the bargaining unit is placed on an unpaid leave of absence, retires, is laid off, resigns, or changes their name.