INVOLUNTARY TRANSFER AND/OR REASSIGNMENT Sample Clauses

The "Involuntary Transfer and/or Reassignment" clause defines the employer's right to move an employee to a different position or location without the employee's consent. Typically, this clause outlines the circumstances under which such transfers or reassignments may occur, such as organizational restructuring, operational needs, or performance issues. It may also specify notice requirements or limitations on the frequency or distance of transfers. The core function of this clause is to provide the employer with flexibility to manage its workforce efficiently while clarifying the conditions under which employees may be reassigned, thereby reducing disputes and ensuring operational continuity.
INVOLUNTARY TRANSFER AND/OR REASSIGNMENT. A. A bargaining unit member shall be given notice by certified mail fifteen (15) days after a vacancy is known or July 10, whichever is later, of an involuntary transfer and/or reassignment to be effective during the following school year. The written notification of transfer and/or reassignment shall include reasons for transfer and/or reassignment. The bargaining unit member, at his/her option, may request a meeting with the Superintendent concerning this transfer and/or reassignment and may have a representative of his/her choice present at such meeting. B. A bargaining unit member being involuntarily transferred and/or reassigned will be placed only in a position for which such member is certified. C. All bargaining unit members involuntarily transferred after June 15, for the ensuing school year, shall be granted three (3) days per diem rate to prepare for the change in assignment.
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INVOLUNTARY TRANSFER AND/OR REASSIGNMENT. 1. Any involuntary transfer or reassignment will be made only after a meeting between the member involved and the principal, at which time the member will be notified in writing of the reasons. The member may at his/her option have a local representative of his/her choice be present at such meeting. Should the transfer/reassignment not be made on a seniority basis, the principal shall present his/her criteria and rationale for the decision. 2. Any reassignment made pursuant to this policy shall be clearly in the best interest of the school Board as determined by the superintendent. 3. A member being involuntarily transferred or reassigned will be placed only in a position for which such member is certificated or can be certified.
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INVOLUNTARY TRANSFER AND/OR REASSIGNMENT. A. When an involuntary transfer is required because no certified staff member desires reassignment, the Superintendent will identify those staff members who qualify for the involuntary transfer and/or reassignment using the following criteria in all cases: 1. Certification/licensure required by the State of Ohio to include Highly Qualified Teacher (HQT) status as defined in the No Child Left Behind Act (NCLB). 2. If one or more applicants satisfy the criteria in number 1 above, the teacher with the least number of years of service in the school system will be reassigned and/or transferred. B. An involuntary transfer or reassignment after August 1st to be effective during the current school year will be made only after a meeting between the teacher involved and the Superintendent and upon the agreement of the teacher. The teacher may at his/her option have a representative of his/her choice present at such meeting. Any reassignment made pursuant to this policy shall be done in the best interest of the school district using the criteria established in Section II: A, 1 and 2.
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INVOLUNTARY TRANSFER AND/OR REASSIGNMENT. A. Bargaining unit members being involuntarily transferred or reassigned shall be given the opportunity to meet with the local superintendent to discuss the reasons for said reassignment. Said reasons shall be given in writing to the bargaining unit member upon his/her request. An involuntary transfer or reassignment after August 1st to be effective during the current school year will be made only after a meeting between the bargaining unit member involved and the superintendent, at which time the bargaining unit member may at his option have a representative of his choice to be present at such meeting. Any reassignment made pursuant to this policy shall be in the best interests of the school district as determined by the superintendent. B. A bargaining unit member being involuntarily transferred or reassigned will be placed only in a position for which such a bargaining member is certificated. C. When it is necessary to eliminate a class within a grade level/subject, the teacher to be involuntarily transferred to another grade level shall be determined based on the following order of priority: 1. Licensure 2. Years in the grade level/subject 3. District seniority 4. Teacher qualifications and performance D. No teacher with twenty-five (25) years of teaching experience shall be transferred involuntarily from their grade level or subject area. E. If any two (2) bargaining unit members desire to switch positions for a school year, such a switch may be allowed after discussion with the building principals involved and approval by the Superintendent
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INVOLUNTARY TRANSFER AND/OR REASSIGNMENT. A. Involuntary transfer or reassignment will be made only after a meeting between the teacher involved and the Superintendent, at which time the teacher will be notified in writing of the reasons. The teacher may at his/her option have a representative of his/her choice to be present at such meeting. Any reassignment made pursuant to this policy shall apply to the least senior licensed teacher for the position using district seniority and shall be in the best interests of the school district as determined by the Superintendent. B. A teacher being involuntarily transferred or reassigned will be placed only in a position for which such teacher is licensed/certified. C. Teacher(s) who are involuntarily reassigned or transferred after July 31st will be granted five (5) days at his/her per diem rate to prepare materials and lessons for their classrooms. A reassignment or transfer will mean any change in building, grade level or subject taught.
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INVOLUNTARY TRANSFER AND/OR REASSIGNMENT. A. When an involuntary transfer is required because no certified staff member desires reassignment, the Superintendent will identify those staff members who qualify for the involuntary transfer and/or reassignment using the following criteria in all cases: 1. Certification/licensure required by the State of Ohio. 2. If one or more applicants satisfy the criteria in number 1 above, the teacher with the least number of years of service in the school system will be reassigned and/or transferred.
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Related to INVOLUNTARY TRANSFER AND/OR REASSIGNMENT

  • VOLUNTARY TRANSFERS AND REASSIGNMENTS 12.3.1 A listing of tentative vacancies for which the District will interview shall be posted annually in each school on or about March 30 and April 15. The transfer or reassignment closing date will be April 30. Those employees applying within this window shall receive placement prior to consideration of outside applicants.

  • Involuntary Transfer a. If employees are being considered for involuntary transfer they shall be consulted prior to a decision. The employee being considered for a transfer can discuss his/her personal desires at that time. At the superintendent’s discretion, teachers with only one year of experience in the current assignment or the district, or teachers assigned to other than regular classrooms, may be exempt from a transfer. An employee receiving notice of a transfer may request a meeting with the superintendent at which meeting the employee is entitled to employee representation. At the request of the employee, a written statement of the reasons for the transfer shall be provided by the superintendent with input from the principal(s). The building administration shall proceed through a process for an involuntary transfer considering the following criteria: 1. Every attempt shall be made to replace staff from within the building first. 2. The building administrator shall meet informally with staff to make an amiable transfer. 3. The building administrator shall request volunteers. 4. The building administrator shall notify the Association if the only option appears to be an involuntary transfer. 5. In cases where no voluntary transfer is found, the employee with the least seniority shall be selected so long as academic program requirements can be met. 6. The building administrator shall work to not cause multiple moves. 7. The administration shall make the final decision. This process is not an attempt to produce movement without cause but to improve education. b. An employee chosen to be transferred (to a new building or a new room within a building) shall have the option to use two (2) days at per diem. These days shall be used on site the week prior to the regular report day for teachers or the week after the last contract day of the current school year, in order to prepare for the new assignment. If approved by the Superintendent, other arrangements for use of the per diem days can be made with the building principal. c. The affected employee who is requested to transfer shall be informed of the time, and be assisted in moving by the District to a new building or a new room within a building. This assistance shall include the movement of professional equipment and instructional supplies. d. The transferred employee shall be offered assistance to meet the employee’s and student’s needs. The assistance may include a mentorship, college courses, workshops, resource materials, collaboration, time to review curriculum and other in- service opportunities. In no case shall the district’s financial obligation exceed five hundred dollars ($500.00). e. Teachers transferred out of their areas of qualifications (majors, minors, or specific certification) shall not be subject to probation/nonrenewal for the first year of such reassignment, if the probation nonrenewal is based solely on deficiencies in knowledge of subject matter.

  • Involuntary Transfers Any transfer of title or beneficial ownership of Interests or Special Membership Interests, as applicable, upon default, foreclosure, forfeit, divorce, court order or otherwise than by a voluntary decision on the part of a Management Member, Outside Investor Member or Other Investor Member (each, an "Involuntary Transfer") shall be void unless such Management Member, Outside Investor Member or Other Investor Member complies with this Section 13.6 and enables the Company to exercise in full its rights hereunder. Upon any Involuntary Transfer, the Company shall have the right to purchase such Interests or Special Membership Interests, as applicable, pursuant to this Section 13.6 and the person or entity to whom such Interests or Special Membership Interests, as applicable, have been Transferred (the "Involuntary Transferee") shall have the obligation to sell such Interests or Special Membership Interests, as applicable, in accordance with this Section 13.6. Upon the Involuntary Transfer of any Interest or Special Membership Interests, as applicable, such Management Member, Outside Investor Member or Other Investor Member shall promptly (but in no event later than two days after such Involuntary Transfer) furnish written notice to the Company indicating that the Involuntary Transfer has occurred, specifying the name of the Involuntary Transferee, giving a detailed description of the circumstances giving rise to, and stating the legal basis for, the Involuntary Transfer. Upon the receipt of the notice described in the preceding sentence, and for 60 days thereafter, the Company shall have the right to purchase, and the Involuntary Transferee shall have the obligation to sell, all (but not less than all) of the Interests and Special Membership Interests acquired by the Involuntary Transferee for a purchase price equal to the lesser of (i) the Fair Market Value of such Interests or Special Membership Interests, as applicable, and (ii) the amount of the indebtedness or other liability that gave rise to the Involuntary Transfer plus the excess, if any, of the Carrying Value of such Interests or Special Membership Interests, as applicable, over the amount of such indebtedness or other liability that gave rise to the Involuntary Transfer. For purposes of this Agreement, "Carrying Value", with respect to any outstanding Special Membership Interest, means the value equal to the Special Membership Interest Funds advanced by the applicable selling Management Member, Outside Investor Member or Other Investor Member in respect of any such outstanding Special Membership Interest (plus any portion of accrued and unpaid interest on the applicable pro rata outstanding portion of the Bulk Advances that is allocable to the applicable Member pursuant to Section 10.8), less principal amounts paid to such Member in respect of such Member's Special Membership Interest.

  • 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.

  • Voluntary Transfer An employee who transfers within the same class shall receive no salary adjustment. An employee who transfers between classes shall receive the minimum adjustment necessary to bring his/her salary to the minimum rate of the new class. However, an employee receiving a rate of pay in excess of the range maximum shall continue to receive that rate of pay.