Retained Positions Clause Samples

Retained Positions. In the event that a layoff becomes necessary, the District shall first determine which positions shall be retained and shall retain the senior qualified Employees capable of filling such positions. Layoff shall be in order of seniority within job classification. More senior employees shall be entitled to bump into less senior positions for which they are qualified within their job classification. Part-time employees shall not be entitled to better their position and the District shall not be obligated to create part-time positions to retain more senior staff. For example, a part-time bus driver shall only be able to bump a less senior part-time bus driver with the same or fewer hours.
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Retained Positions. Retained positions are positions at the same position level whose content (actual work and deliverable results), requirements (knowledge and competences) and the context and/or responsibilities remain the same or change only to a very limited extent. A position has changed to a very limited extent if any employee who already performs the job concerned will be able to perform autonomously in that job within two months. If the required staffing level for the retained position decreases, it will be necessary to determine, via application of the proportionality procedure or via a combination of quality and the proportionality procedure, which employee(s) will become redundant. If a position is not a retained position, the employee will become redundant for the position.
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Retained Positions. 545 In the event that a layoff becomes necessary, the District shall first determine which positions shall be 546 retained and shall retain the senior Employee capable of filling such positions with reference to Article
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Related to Retained Positions

  • Excluded Positions When a College temporarily assigns an employee to the duties and responsibilities of a position excluded from the provisions of this Collective Agreement, the employee's obligations to contribute to the regular monthly Union dues under Article 5.4 and his/her seniority shall continue during the period of such temporary assignment up to a maximum period of twelve

  • New Positions The Board, in consultation with the Association, shall prepare a new job description whenever a new position of special responsibility is created or whenever the duties of any such position are changed or increased. When such a position is created or changed, the allowance shall be subject to negotiations between the Board and the Association.

  • Vacant Positions An employee on the reinstatement roster may bid on a vacant position in a different classification in the same manner as any other regular employee pursuant to this agreement.

  • Permanent Positions All part-time and full-time positions shall be permanent unless identified as being fixed term in accordance with clause 2.2.5.

  • Filling Vacant Positions During the time the procedures outlined herein are in effect, position vacancies to be filled shall first be offered to regular employees who have a contractual right to be recalled to a position in the involved job classification or who may have a right to “bump” or transfer to the position, as the case may be. In such circumstances, the seniority provisions of the Agreement shall be observed. If no regular employee has a contractual right to the position, the following shall be given consideration in the order (priority) indicated below: 1st Priority: Qualified Job Bank employees 2nd Priority: Employees on a recall list 3rd Priority: Employee applicants from a list of eligibles 4th Priority: Displaced certified temporary employees 5th Priority: Non-employee applicants from a list of eligibles The qualifications of an employee in the Job Bank or on a recall list shall be reviewed to determine whether they meet the qualifications for a vacant position. Whether the employee can be trained for a position within a reasonable time (not to exceed three months) shall be considered when determining the qualifications of an employee. If it is determined that the employee does not meet the qualifications for a vacant position, the employee may appeal to the Director of Human Resources. If it is determined that an employee in the Job Bank is qualified for a vacant position, the employee shall be selected. The appointing authority may appeal the issue of whether the employee is qualified. The dispute shall be presented to and resolved by the Job Bank Steering Committee. If it is determined that an employee on a recall list is qualified for a vacant position, the employee will be given priority consideration and may be selected. Appeals regarding employees on a recall list and their qualifications for a position will be handled by the Civil Service Commission. The grievance procedure under the Labor Agreement shall not apply to determinations as to qualifications of the employee for a vacant position.