Reallocation of Position Sample Clauses
The Reallocation of Position clause defines the process by which contractual rights, obligations, or roles may be transferred from one party to another during the term of an agreement. Typically, this clause outlines the conditions under which such a transfer can occur, such as requiring prior written consent or specifying certain triggering events like default or restructuring. For example, if one party is unable to fulfill its responsibilities, the clause may allow the other party or a third party to assume those duties. Its core practical function is to provide flexibility and continuity in contractual relationships by ensuring that essential positions or obligations can be reassigned as needed, thereby minimizing disruption and managing risk.
Reallocation of Position. Upon reclassification of filled positions, the HRD Director shall determine whether the action constitutes an upward, lateral or downward movement of the level of the position.
Reallocation of Position. The employee in a reallocated position, whether by reclassification or range change, shall not serve a new probationary period. In cases where the employee is on probation, they shall be required to complete the probation.
Reallocation of Position. An employee in a position reallocated to a lower class shall have the right of either; (1) transferring to a vacant position in their present classification provided the department head into which the transfer is proposed agrees; or (2) continuing in the same position in the lower classification with their salary Y-rated.
Reallocation of Position. If an employee is reclassified to a higher salary range based upon the work already being performed, the employee’s status and step placement shall remain unchanged. An employee who has earned a pay increment must remain at that pay increment in the new range for two years. If an employee is reclassified to a higher salary range based upon work that they have not already been performing, their step placement shall be determined in accordance with Article 13.
Reallocation of Position. The employee in a reallocated position, whether by reclassification or grade change, shall not serve a new probationary period. In cases where the employee did not complete a probationary period, the employee shall be required to complete the probation.
B. Status Upon Completion of Probation Regular appointment to a position shall be made only upon satisfactory completion of the probationary period. The department head shall complete a probationary evaluation that the employee has performed satisfactorily during the probation. Unless action is taken by the department head to extend or separate, under section D of this article, prior to the end of the probation period the employee shall have regular status. The employee’s commensurate pay increase shall be effective the day following the end of the probationary period.
Reallocation of Position. An employee in a position reallocated to a lower classification shall have the right of: (1) transferring to a vacant position in the employee's present classification in the same or another department, provided the head of the department into which the transfer is proposed agrees, or (2) continuing in the same position in the lower classification at a Y rate of pay when the incumbent's pay is higher than the maximum step of the schedule for the lower classification. Such Y rate of pay shall be discontinued when the incumbent ceases to occupy the position or whenever the maximum pay of the salary assigned to the lower classification equals or exceeds such Y rate. The Y rate provisions of this Section shall not apply to layoffs, demotions, or other personnel actions resulting in an incumbent moving from one position to another.
Reallocation of Position. If an employee is reclassified to a higher salary range based upon the work already being performed, the employee’s status, and step placement shall remain unchanged. An employee who has earned a pay increment must remain at that pay increment in the new range for two years. If an employee is reclassified to a higher salary range based upon work that they have not already been performing, their step placement shall be determined in accordance with Article 13. The merit anniversary date or pay increment date, status and salary step assignment of an employee whose position is reallocated from one (1) class to another class at the same salary range shall remain unchanged. An employee holding a position which is assigned to a lower pay range or reallocated to a classification which carries a lower pay range shall be treated in the following manner:
1. If the employee's current salary is the same as any step in the new range, the employee shall enter the new range at that step;
2. If the employee's current pay rate falls within the lower range, but does not match any steps within the new range, the employee shall be placed at the lower of the two steps closest to their current pay rate and the employee's pay rate shall remain frozen at the current pay rate until that employee earns the next merit increase or pay increment at which time that employee shall be placed at the next higher step;
3. If the employee's current salary exceeds the maximum of the new range, it shall remain frozen until it is the same as any step or falls between steps which appear on the salary schedule at the lower range, whichever is earlier. Salaries which are frozen shall not be subject to any salary increase including contractually negotiated adjustments or cost-of-living adjustments to the salary schedule. For purposes of this paragraph employees whose positions are subject to a reallocation from one (1) class to another may not be paid at a pay increment unless they have earned such step in the class occupied prior to the reallocation action or until said step is earned in the class to which the position was reallocated. Time served at Step F or a pay increment of the higher range shall be counted as time served at Step F or a pay increment of the lower range.
Reallocation of Position. The employee in a reallocated position, whether by reclassification or grade change, shall not serve a new probationary period and the merit anniversary date shall remain unchanged. In cases where the employee is on probation, they shall be required to complete the probation.
Reallocation of Position. The employee in a reallocated position, whether by reclassification or range change, shall not serve a new probationary period. In cases where the employee is on probation, they shall be required to complete the probation.
A. Status Upon Completion of Probation Regular appointment to a position shall be made only upon satisfactory completion of the probationary period. The agency head shall complete a probationary evaluation that the employee has performed satisfactorily during the probation. A copy of the evaluation will be provided to the employee. Unless action is taken by the agency head to separate or demote the employee or to request extension of the probationary period prior to the end of the probationary period, the employee shall attain regular status on the first working day following completion of the probationary period.
B. Probation Extension The probation period of an employee may be extended one time for a period not to exceed ninety (90) calendar days at the option of the agency head and with prior approval of the Director. Notice of such extension and reasons for it shall be given in writing to the employee with a copy to the Local Union, prior to the end of the established probation period.
Reallocation of Position. Upon reclassification of filled positions, the EPS Director shall determine whether the action constitutes an upward, lateral or downward movement of the level of the position.