MOVEMENT OF PERSONNEL Clause Samples
The 'Movement of Personnel' clause governs the transfer, reassignment, or replacement of employees involved in the performance of a contract. It typically outlines the conditions under which personnel may be moved, such as requiring prior notice to the other party or ensuring that replacements have equivalent qualifications and experience. This clause ensures continuity and quality of service by preventing abrupt or unqualified changes in key staff, thereby minimizing disruptions and maintaining project standards.
MOVEMENT OF PERSONNEL. The article applies, with the exception of paragraph 11.03(b).
MOVEMENT OF PERSONNEL. 1. Adjustments to the work force within the bargaining units, to the extent such adjustments are covered in this Article, will be initiated and made by the University as outlined herein. The University will endeavor to fill job vacancies by promoting or transferring employees who have applied for such job vacancies.
1.1. Any employee who is promoted or transferred during a probationary period will be required to serve a new probationary period in the new position as explained in Article 6.2.
2. When a vacancy occurs within the bargaining unit, it shall be filled without posting in the following manner:
2.1. First, by offering it to the most senior qualified employee who formerly held the position title in the division or department with the vacancy from the following categories:
2.1.1. on layoff status;
2.1.2. declared surplus and received their layoff notice; or
2.1.3. if holding priority hire rights.
2.2. If the department chooses to fill the vacancy in the bargaining unit (for other than career ladder advancement), the department will post such vacancy for a period of at least five
MOVEMENT OF PERSONNEL. 00 - Engagement 5-1.01
MOVEMENT OF PERSONNEL. 1. The District will endeavor to fill permanent job openings by giving first consideration to promoting employees from lower rated classifications in the bargaining unit when such employees have the required qualifications to perform the work. All adjustments to the work force will be initiated and made by the District in accordance with this Article.
MOVEMENT OF PERSONNEL. 1. The DISTRICT will endeavor to fill permanent job openings by promoting employees per the application process from lower-rated job titles in the bargaining unit or laterally transferring employees when such employees have the required qualifications to perform the work. All adjustments to the work force will be initiated and made by the DISTRICT in accordance with this Article.
2. Employees requesting a lateral transfer to another work location, work schedule, or both within the same job title and classification may do so by executing an online application during the time that the vacancy is posted on the District website and by checking the transfer box. No employee may transfer or be transferred more than once in any six (6)month period, except when the transfer for that employee occurs in accordance with paragraph 3 below. Such forms shall be kept on file during each individual year of the Agreement unless requested to be removed by the employee. Such transfers shall precede the implementation of Paragraph 3 of this Article. Seniority shall determine the selection of the employee to be transferred when two (2) or more employees have executed a request for the same position. Employees who are on paid administrative leave pending an investigation or in the process of remediation for unsatisfactory performance will not be considered for transfer. As part of the process of remediation, if an employee has received a record of a verbal warning and a memorandum to their personnel file regarding performance, the employee will receive written notification of the expected level of performance and a reasonable time frame for improvement.
3. When a lack of work or insufficient appropriated funds exists and it becomes necessary to reduce the work force, employees shall be selected as surplus in the inverse order of their seniority from the job title and shall be considered for placement to another job for which the employee is qualified to perform efficiently within a reasonable trial period in order of the following successive steps:
3.1. on vacancies in the employee's classification;
3.2. displace in the employee’s classification another employee who has the shortest seniority and further provided that the surplus employee has more seniority than the employee to be displaced. If the employee is not thus placed, then
3.3. in the next lower classification and in the same manner in successively lower classifications;
3.4. a surplus employee who cannot be placed in ...
MOVEMENT OF PERSONNEL. 1. Adjustments to the work force within the bargaining units, to the extent such adjustments are covered in this Article, will be initiated and made by the University as outlined herein. The University will endeavor to fill job vacancies by promoting or transferring employees who have applied for such job vacancies.
1.1. Any employee who is promoted or transferred during a probationary period will be required to serve a new probationary period in the new position as explained in Article 6.2.
2. When a vacancy occurs within the bargaining unit, it shall be filled without posting in the following manner:
2.1. First, by offering it to the most senior qualified employee who formerly held the position title in the division or department with the vacancy from the following categories:
2.1.1. on layoff status;
2.1.2. declared surplus and received their layoff notice; or
2.1.3. if holding priority hire rights.
2.2. If the department chooses to fill the vacancy in the bargaining unit (for other than career ladder advancement), the department will post such vacancy for a period of at least five (5) working days or greater during which time employees interested in filling the vacancy shall have the right to apply. The department will post the position for no less than five (5) working days.
2.2.1. All employees who apply for a job vacancy shall be given writtennotification if selected.
2.2.2. Job vacancies shall be filled on the basis of knowledge, skills, and abilities as determined by the University consistent with the job posting for the position. Where outside applicants are involved, first consideration shall be given to employees over outside applicants provided their qualifications,as described above, are substantially equal. Likewise, when the choice is between two or more employees with substantially equal qualifications, as described above, seniority shall be the determining factor.
2.2.3. If a bargaining unit employee is discharged and the employee feels that he/she was discharged in violation of the Contract, the union has the ability touse the grievance process in accordance with Article 21.
2.3. Employees transferred, demoted, or promoted into the vacancy covered by the collective bargaining agreement shall be provided a trial period of up to three (3) months to demonstrate their ability to perform the job satisfactorily.
2.3.1. Employees shall be permitted to return to their prior job and pay status, at their request, during the first thirty (30) worki...
MOVEMENT OF PERSONNEL. General Provisions 7-1.01
MOVEMENT OF PERSONNEL.
1. The District will endeavor to fill permanent job openings by promoting employees per the application process from lower-rated job titles in the bargaining unit or laterally transferring employees when such employees have the required qualifications to perform the work. All adjustments to the work force will be initiated and made by the District in accordance with this Article.
a. In the event the District determines it necessary to eliminate a position, the parties shall negotiate, and if no agreement is reached, the issue shall be referred to the arbitration procedure outlined in this contract.
2. Vacancies will be posted internally one (1) time before external applicants may apply.
3. Employees requesting a lateral transfer to another work location, work schedule, or both within the same job title and classification may do so by executing an online application during the time that the vacancy is posted on the District website and by checking the transfer box. No employee may transfer or be transferred more than once in any six (6) month period, except when the transfer for that employee occurs in accordance with paragraph 3 below. Such forms shall be kept on file during each individual year of the Agreement unless requested to be removed by the employee. Such transfers shall precede the implementation of Paragraph 3 of this Article. Seniority shall determine the selection of the employee to be transferred when two (2) or more employees have executed a request for the same position. Employees who are on paid administrative leave pending an investigation or in the process of remediation for unsatisfactory performance will not be considered for transfer. As part of the process of remediation, if an employee has received a record of a verbal warning and a memorandum to their personnel file regarding performance, the employee will receive written notification of the expected level of performance and a reasonable time frame for improvement.
4. All new hire custodians will be selected from the substitute pool where they will obtain training.
4.1. Substitute custodians are members of the bargaining unit and receive the D1 starting hourly rate.
4.2. Substitute custodians will be placed into schools as regular employees once they have been employed for two months and will receive training and an evaluation prior to school placement.
4.3. Substitute custodians may remain in the substitute custodian pool for no more than two months after their date of hire. Dur...
MOVEMENT OF PERSONNEL. Article 5-1.00 - Tenure 28 Article 5-2.00 - Seniority 30 Article 5-3.00 - Position, Replacement of More Than Six (6) Months and Special Project of More Than Six (6) Months 33 Article 5-4.00 - Abolishment of a Position with an Incumbent 40 Article 5-5.00 - Job Priority 45 Article 5-6.00 - Job Security 47 Article 5-7.00 - Placement Office 51 Article 5-8.00 - Provisional Assignments 53 Article 5-9.00 - Retraining 54 Article 5-10.00 - Administrative Changes 55 Article 5-11.00 - Exchanges Between Colleges 56 Article 5-12.00 - Technological Changes 57 Article 5-13.00 - Disciplinary Measures 58 Article 5-14.00 - Transfer 61 Article 5-15.00 - Contracts with Outside Organizations 62 Article 6-1.00 - Classification 63 Article 6-2.00 - Classification Plan 65 Article 6-3.00 - Salary Scale Ranking 66 Article 6-4.00 - Calculation of Years of Experience 67 Article 6-5.00 - Recognition of Schooling 69 Article 6-6.00 - Advancement in Step 71 Article 6-7.00 - Salary Scales and Rates 72 Article 6-8.00 - Off-Scale Professionals 75 Article 6-9.00 - Payment of Salaries 76 Article 6-10.00 - Retention and Responsibility Premiums 78 Article 6-11.00 - Retroactive Payment 79 Article 7-1.00 - Local Professional Development 81 Article 7-2.00 - Decentralization of the Provincial Professional Development Allowance 83 Article 7-3.00 - General Provisions 84
MOVEMENT OF PERSONNEL. 12.01 Management reserves the right to determine if a vacant or newly-established position is to be filled. Where it is determined that a vacant or newly-established position will be filled, it shall be filled by employees within Local 583's bargaining unit, as described in Article
3.01. The vacancy, or any newly established positions, shall be posted for at least seven (7) days, so that permanently employed staff may apply.
12.02 Employees selected under the above criteria shall be given an assessment period of up to six (6) months to prove their ability in the performance of the applicable duties. Failure to prove ability at any time during this period shall result in reversion of such employees to their previous position.
12.03 A copy of all postings shall be forwarded to the Union office. When an appointment has been made, the Union office shall be notified of the appointees name in order that the Union may place its objection, if any, before the employer.
12.04 Classification seniority shall commence on the completion of the probationary period and shall date from the first day of employment in that classification.
12.05 Transfers shall be based on classification seniority. In filling a vacancy, transfers shall be given first priority. Permanent employees shall receive priority over Casual employees.
12.06 Promotions shall be based on meeting the minimum qualifications of any vacancy. If the minimum qualifications are met the senior employee shall be the successful applicant.
12.07 Minimum qualifications for each position which would be filled by members of the Bargaining Unit shall be determined by the Employer. Should new qualifications be added or existing qualifications changed, the Employer shall advise the Union at least thirty (30) calendar days before the posting of a position requiring the new or different qualifications, that such changes will be made. Such changes shall be subject to the Grievance Procedure, as per Article 7.
12.08 For the purpose of determining the order of advancement of casual employees into