Common use of Reassignment Procedures Clause in Contracts

Reassignment Procedures. (1) When the Employer determines that reassignment of an employee is necessary, the Employer agrees to use the following procedures: a. The Employer will identify positions from which the reassignment will come. b. The Employer will then identify within the group of positions those employees who are qualified to fill the vacant positions. In determining who is qualified to fill the vacant positions, the Employer will consider the following factors: (i) qualifications needed for an employee to satisfactorily perform in the positions, and (ii) the skills and knowledge needed to effectively and efficiently accomplish the work. c. The Employer may also consider employees who have expressed an interest in a reassignment due to hardship, and meet the requirements outlined in (b) (i) and (ii). The Employer will not pay for employee expenses incurred as a result of any hardship reassignment. The Employer will consider requests for hardship reassignments on a case-by-case basis. A hardship may include, but is not limited to, the following: (i) a serious medical condition affecting a member of an employee’s immediate family, as defined in the Family Medical Leave Act; (ii) access to special education or a medical facility that is not available in the employee’s current commuting area; and (iii) the employee’s spouse or life partner having military orders to relocate outside the employee’s current commuting area. d. The Employer may consider for reassignment, employees who have expressed an interest in a reassignment due to personal circumstances, such as the employee’s spouse or life partner accepting a job in a new location outside the employee’s current commuting area. (2) The Employer will then solicit volunteers from among these employees to determine if anyone wishes to be voluntarily reassigned. If so, that employee will be reassigned. Volunteers will not be solicited if only one person possesses the qualifications and skills required for the position. (3) If more than one individual volunteers, or if there are no volunteers, the Employer agrees to consider such factors as employees’ experience, job performance, seniority, an employee’s personal hardship which may result from the reassignment, and other relevant job qualifications in determining who will be reassigned. Any such reassignments will be made on a fair and equitable basis. (4) When making an involuntary reassignment, the Employer agrees to first select from among qualified employees in the local area, prior to involuntarily reassigning an employee from another location.

Reassignment Procedures. (1) When the Employer determines that reassignment of an employee is necessary, the Employer agrees to use the following procedures: a. (a) The Employer will identify positions from which send a courtesy notice of the reassignment Position Announcement to the Union two (2) days prior to issuance of the Announcement. The Announcement will come. b. The Employer will then identify within the group of positions those employees who are qualified to fill the vacant positions. In determining who is qualified to fill the vacant positions, the Employer will consider include the following factorsinformation: (i) qualifications Qualifications needed for an employee to satisfactorily perform in the positions, and (ii) the The skills and knowledge needed to effectively and efficiently accomplish the work. c. (b) The Employer may also consider employees who have expressed an interest in a reassignment due to hardship, and meet the requirements outlined in (ba) (i1) and (ii2). The Employer will not pay for employee expenses incurred as a result of any hardship reassignment. The Employer will consider requests for hardship reassignments on a case-by-case basis. A hardship may include, but is not limited to, the following: (i) a A serious medical condition affecting a member of an employee’s immediate family, as defined in the Family Medical Leave Act; (ii) access Access to special education or a medical facility that is not available in the employee’s current commuting area; and (iii) the The employee’s spouse or life partner having military orders to relocate outside the employee’s current commuting area. d. (c) The Employer may consider for reassignment, employees who have expressed an interest in a reassignment due to personal circumstances, such as the employee’s spouse or life partner accepting a job in a new location outside the employee’s current commuting area. (2) The Employer will then solicit volunteers from among these employees to determine if anyone wishes to be voluntarily reassigned. If so, that employee will be reassigned. Volunteers will not be solicited if only one person possesses the qualifications and skills required for the position. (3) If more than one individual volunteers, or if there are no volunteers, the Employer agrees to consider such factors as employees’ experience, job performance, seniority, an employee’s personal hardship which may result from the reassignment, and other relevant job qualifications in determining who will be reassigned. Any such reassignments will be made on a fair and equitable basis. (4) When making an involuntary reassignment, the Employer agrees to first select from among qualified employees in the local area, prior to involuntarily reassigning an employee from another location.