Work Force. 18.1 Any vacancy or newly created position will be posted for at least seven (7) calendar days prior to the filling of such a position in the departments where they occur and on the appropriate employee bulletin boards. Such notice will include class, shift, building, and days off. Employees, including intermittent employees, may bid on such vacancy or newly created position by submitting written application prior to the expiration date of the posting. Intermittent employees who submit a bid may be selected for a settled vacancy or newly created position only if no permanent or probationary employee submits a bid or is selected for that position. In the selection of employees for such vacancy or newly created position, consideration shall be given to classification seniority and the employee's ability and capacity to perform the job. Positions with incumbents which are reclassified shall not be considered vacant or newly created for the purpose of transfer if the incumbent is within one (1) year of meeting the minimum qualifications on the date of reclassification. (a) In the event it becomes necessary to lay off employees for any reason, employees shall be laid off in the inverse order of their seniority, provided all temporary, provisional and intermittent employees, in that classification, in that order, are released first. No permanent position shall be eliminated until all emergency, temporary and provisional employees in the same classification are released. No employee's regular hours of work will be reduced as the result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution workers, etc. Employees shall be recalled from layoff according to their seniority. No new employees shall be hired until all employees on layoff status desiring to return to work have been recalled. (b) Employees no longer working for the county will remain eligible for reinstatement from layoff status for a minimum of two years from the date of their layoff. After this initial two-year period, eligibility for reinstatement from layoff shall be extended each year that the employee notifies Human Resources of their continuing interest in reinstatement up to a maximum of ten years. Such notification of continuing interest shall be in writing to the Director of Human Resources and shall be made within 60 days following the anniversary date of the employee’s layoff and include a current address and phone number of the employee on layoff. If no notice is received the employee’s name will be removed from the recall list and the employee will no longer be eligible for reinstatement. After ten years the laid-off employee’s eligibility for reinstatement shall expire. It is the responsibility of the employee on lay-off to keep a current address and phone number on file in Human Resources any time such contact information changes. Inability to contact the employee caused by the employee’s failure to update their address or phone number will result in the employee losing their eligibility for reinstatement. 18.3 Employees displaced by the elimination of jobs through consolidation (combining the duties of two or more jobs), the installation of new equipment or machinery, the curtailment or replacement of existing facilities,
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Work Force. 18.1 17.1 Any vacancy or newly created position will be posted in a conspicuous place in the department where the vacancy or new position is, and where employees within the bargaining unit work. Such notice shall be posted for at least seven five (75) calendar work days prior to the filling of such a position in vacancy or newly created position. Employees with the departments where they occur and on the appropriate employee bulletin boards. Such notice will include classsame classification, shift, building, and days off. Employees, including excluding intermittent employees, may bid on such vacancy or newly created position by submitting written application prior to the expiration date of the posting. Intermittent employees who submit a bid may be selected for a settled vacancy or newly created position only if no permanent or probationary employee submits a bid or is selected for that position. In the selection of employees for such vacancy or newly created position, position consideration shall be given to classification seniority and the employee's ability and capacity to perform the job. Positions with incumbents which are reclassified shall not be considered vacant or newly created for the purpose of transfer if the incumbent is within one (1) year of meeting the minimum qualifications on the date of reclassificationcreated.
(a) 17.2 In the event it becomes necessary to lay off employees for any reason, employees shall be laid off in the inverse order of their seniorityseniority within the classification within the department, provided all temporary, provisional and intermittent employees, in that classification, in that order, are released first. Employees shall be permitted to exercise their seniority rights to any classification previously held before being subject to layoff. No permanent position shall be eliminated until all emergencyintermittent, temporary and provisional employees in the same classification are released. All career development ladders shall be treated as one classification for the purpose of the application of this Article. If a permanent employee in one department is laid off, the employee will have a right to a vacant position in the same classification in another department covered by this agreement, subject to completion of a probationary period. Employees exercising this right will retain their right to reinstatement in the department from which they were laid off. If a permanent employee in an AFSCME bargaining unit is laid off, the employee would have the right to a vacant position within the same classification within other AFSCME bargaining units subject to completion of probationary period. No employee's regular hours of work will be reduced as the result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution workers, etc. Employees shall be recalled from layoff according to their seniority. No new employees shall be hired in the classification in the department until all employees on layoff status desiring to return to work have been recalled.
(b) Employees no longer working for the county will remain eligible for reinstatement from layoff status for 17.3 An employee appointed to a minimum of two years from the date of position in another ▇▇▇▇▇▇ County AFSCME bargaining unit or other non-supervisory ▇▇▇▇▇▇ County bargaining unit shall maintain their layoff. After this initial two-year period, eligibility for reinstatement from layoff shall be extended each year that AFSCME bargaining unit seniority in all job classifications in which the employee notifies Human Resources of their continuing interest in reinstatement up to a maximum of ten yearshas been employed. Such notification of continuing interest shall be in writing to the Director of Human Resources and shall be made within 60 days following the anniversary date of the employee’s layoff and include a current address and phone number of the The employee on layoff. If no notice is received the employee’s name will be removed from the recall list and the employee will no longer be eligible for reinstatement. After ten years the laid-off employee’s eligibility for reinstatement shall expire. It is the responsibility of the employee on lay-off to keep a current address and phone number on file in Human Resources any time such contact information changes. Inability to contact the employee caused by the employee’s failure to update their address or phone number will result in the employee losing their eligibility for reinstatement.
18.3 Employees displaced by the elimination of jobs through consolidation (combining the duties of two or more jobs), the installation of new equipment or machinery, the curtailment or replacement of existing facilities,may
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Work Force. 18.1 Any vacancy or newly created position in a department will be posted in a conspicuous place in the department where the employees within the bargaining unit work. Such notice shall be posted for at least seven five (75) calendar work days prior to the filling of such a position in vacancy or newly created position. Employees with the departments where they occur and on the appropriate employee bulletin boards. Such notice will include classsame classification, shift, building, and days off. Employees, including excluding intermittent employees, may bid on such vacancy or newly created position by submitting written application prior to the expiration date of the posting. Intermittent employees who submit a bid may be selected for a settled vacancy or newly created position only if no permanent or probationary employee submits a bid or is selected for that position. In The department, in the selection of employees for such vacancy or newly created position, consideration shall be given to consider classification seniority and the employee's ability and capacity to perform the job. Positions with incumbents which are reclassified shall not be considered vacant or newly created for the purpose of transfer if the incumbent is within one (1) year of meeting the minimum qualifications on the date of reclassification.
(a) In the event it becomes necessary to lay off employees for any reason, employees shall be laid off in the inverse order of their seniorityseniority within the classification, provided all temporary, provisional provisional, and intermittent employees, in that classification, in that order, are released first. No permanent position shall be eliminated until all emergency, temporary and provisional employees in the same classification are released. All career development ladders shall be treated as one classification for the purpose of the application of this Article. When an employee is subject to layoff, the employee shall be assigned to an open position in that classification in the department employed. If no open position exists in the department, the junior employee in the classification in the affected department shall be subject to the following:
1) The junior employee shall be assigned to an open position in the classification in another department within the bargaining unit. If no open position exists in the classification, then;
2) The employee shall be assigned to the position occupied by the junior bargaining unit employee in the classification, and the junior employee in the classification shall be laid off. When there are vacant positions to be filled, employees displaced shall choose an assignment to the vacated positions based on classification seniority. Displaced employees, by class seniority, shall make a decision as to available positions within twenty-four (24) hours of notification or forfeit their right to such seniority consideration.
3) Employees shall be permitted to exercise their seniority rights to any classification previously held before being subject to layoff.
4) If a permanent employee in an AFSCME bargaining unit is laid off, the employee would have rights to a vacant position within the same classification within other AFSCME bargaining units, subject to completion of probationary period.
5) No employee's regular hours of work will be reduced as the result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution workers, etc. .
6) Employees shall be recalled from layoff lay off according to their seniority. No new employees shall be hired in the classification until all employees on layoff status desiring to return to work have been recalled.
(b) Employees no longer working for the county will remain eligible for reinstatement from layoff status for a minimum of two years from the date of their layoff. After this initial two-year period, eligibility for reinstatement from layoff shall be extended each year that the employee notifies Human Resources of their continuing interest in reinstatement up to a maximum of ten years. Such notification of continuing interest shall be in writing to the Director of Human Resources and shall be made within 60 days following the anniversary date of the employee’s layoff and include a current address and phone number of the employee on layoff. If no notice is received the employee’s name will be removed from the recall list and the employee will no longer be eligible for reinstatement. After ten years the laid-off employee’s eligibility for reinstatement shall expire. It is the responsibility of the employee on lay-off to keep a current address and phone number on file in Human Resources any time such contact information changes. Inability to contact the employee caused by the employee’s failure to update their address or phone number will result in the employee losing their eligibility for reinstatement.
18.3 Employees displaced by the elimination of jobs through consolidation (combining the duties of two or more jobs), the installation of new equipment or machinery, the curtailment or replacement of existing facilities,
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Work Force. 18.1 Any vacancy or newly created position in a department will be posted in a conspicuous place in the department where the employees within the bargaining unit work. Such notice shall be posted for at least seven five (75) calendar work days prior to the filling of such a position in vacancy or newly created position. Employees with the departments where they occur and on the appropriate employee bulletin boards. Such notice will include class, shift, building, and days off. Employees, including same classification excluding intermittent employees, may bid on such indicate their interest in the vacancy or newly created position by submitting written application prior to the expiration date of the posting. Intermittent All employees within the same classification and department who submit apply for this position will be interviewed for the vacancy. Prior to filling a bid may be selected for a settled vacancy or newly created position only if no permanent or probationary employee submits a bid or is selected for that position. In the selection of employees for such vacancy or newly created position, the employer will give reasonable consideration shall be given to classification seniority and the employee's ability and capacity senior qualified employee who has requested reassignment to perform the job. Positions with incumbents which are reclassified shall not be considered vacant or newly created for the purpose of transfer if the incumbent is within one (1) year of meeting the minimum qualifications on the date of reclassificationposition.
(18.2 a) In the event it becomes necessary to lay off employees for any reason, employees shall be laid off in the inverse order of their seniorityseniority within the classification, provided all temporarytemporary and provisional, provisional and intermittent employees, in that classification, in that order, are released first. No permanent position shall be eliminated until all emergency, temporary and provisional employees in the same classification are released. No employee's regular All career development ladders shall be treated as one classification for the purpose of the application of this Article. When an employee is subject to layoff, the employee shall be assigned to an open position in that classification in the department employed. If no open position exists in the department, the junior employee in the classification in the affected department shall be subject to the following:
(1) The junior employee shall be assigned to an open position in the classification in another department within the bargaining unit. If no open position exists in the classification, then;
(2) The employee shall be assigned to the position occupied by the junior bargaining unit employee in the classification, and the junior employee in the classification shall be laid off. When there are vacant positions to be filled, employees displaced shall choose an assignment to the vacated positions based on classification seniority. Displaced employees, by class seniority, shall make a decision as to available positions within twenty-four (24) hours of work will be reduced as the result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution workers, etc. notification or forfeit their right to such seniority consideration.
(3) Employees shall be recalled from layoff according permitted to exercise their seniority. No new employees shall be hired until all employees on layoff status desiring seniority rights to return any classification previously held before being subject to work have been recalledlayoff.
(b4) Employees no longer working for the county will remain eligible for reinstatement from layoff status for If a minimum of two years from the date of their layoff. After this initial two-year periodpermanent employee in an AFSCME bargaining unit is laid off, eligibility for reinstatement from layoff shall be extended each year that the employee notifies Human Resources of their continuing interest in reinstatement up would have rights to a maximum vacant position within the same classification within other AFSCME bargaining units, subject to completion of ten years. Such notification of continuing interest shall be in writing to the Director of Human Resources and shall be made within 60 days following the anniversary date of the employee’s layoff and include a current address and phone number of the employee on layoff. If no notice is received the employee’s name will be removed from the recall list and the employee will no longer be eligible for reinstatement. After ten years the laid-off employee’s eligibility for reinstatement shall expire. It is the responsibility of the employee on lay-off to keep a current address and phone number on file in Human Resources any time such contact information changes. Inability to contact the employee caused by the employee’s failure to update their address or phone number will result in the employee losing their eligibility for reinstatementprobationary period.
18.3 Employees displaced by the elimination of jobs through consolidation (combining the duties of two or more jobs), the installation of new equipment or machinery, the curtailment or replacement of existing facilities,
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Work Force. 18.1 17.1 Any vacancy or newly created position in a department will be posted in a conspicuous place in the department where the employees within the bargaining unit work. Such notice shall be posted for at least seven five (75) calendar work days prior to the filling of such a position in vacancy or newly created position. Employees with the departments where they occur and on the appropriate employee bulletin boards. Such notice will include class, shift, building, and days off. Employees, including same classification excluding intermittent employees, may bid on such indicate their interest in the vacancy or newly created position by submitting written application prior to the expiration date of the posting. Intermittent All employees within the same classification and department who submit apply for this position will be interviewed for the vacancy. Prior to filling a bid may be selected for a settled vacancy or newly created position only if no permanent or probationary employee submits a bid or is selected for that position. In the selection of employees for such vacancy or newly created position, the employer will give reasonable consideration shall be given to classification seniority and the employee's ability and capacity senior qualified employee who has requested reassignment to perform the job. Positions with incumbents which are reclassified shall not be considered vacant or newly created for the purpose of transfer if the incumbent is within one (1) year of meeting the minimum qualifications on the date of reclassificationposition.
(a) In the event it becomes necessary to lay off employees for any reason, employees shall be laid off in the inverse order of their seniorityseniority within the classification, provided all temporarytemporary and provisional, provisional and intermittent employees, in that classification, in that order, are released first. No permanent position shall be eliminated until all emergency, temporary and provisional employees in the same classification are released. All career development ladders shall be treated as one classification for the purpose of the application of this Article. When an employee is subject to layoff, the employee shall be assigned to an open position in that classification in the department employed. If no open position exists in the department, the junior employee in the classification in the affected department shall be subject to the following:
(1) The junior employee shall be assigned to an open position in the classification in another department within the bargaining unit. If no open position exists in the classification, then;
(2) The employee shall be assigned to the position occupied by the junior bargaining unit employee in the classification, and the junior employee in the classification shall be laid off. When there are vacant positions to be filled, employees displaced shall choose an assignment to the vacated positions based on classification seniority. Displaced employees, by class seniority, shall make a decision as to available positions within twenty-four (24) hours of notification or forfeit their right to such seniority consideration.
(3) Employees shall be permitted to exercise their seniority rights to any classification previously held before being subject to layoff.
(4) If a permanent employee in an AFSCME bargaining unit is laid off, the employee would have rights to a vacant position within the same classification within other AFSCME bargaining units, subject to completion of probationary period.
(5) No employee's regular hours of work will be reduced as the result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution workers, etc. .
(6) Employees shall be recalled from layoff lay off according to their seniority. No new employees shall be hired in the classification until all employees on layoff status desiring to return to work have been recalled.
(b) Employees no longer working for the county will remain eligible for reinstatement from layoff status for a minimum of two years from the date of their layoff. After this initial two-year period, eligibility for reinstatement from layoff shall be extended each year that the employee notifies Human Resources of their continuing interest in reinstatement up to a maximum of ten years. Such notification of continuing interest shall be in writing to the Director of Human Resources and shall be made within 60 days following the anniversary date of the employee’s layoff and include a current address and phone number of the employee on layoff. If no notice is received the employee’s name will be removed from the recall list and the employee will no longer be eligible for reinstatement. After ten years the laid-off employee’s eligibility for reinstatement shall expire. It is the responsibility of the employee on lay-off to keep a current address and phone number on file in Human Resources any time such contact information changes. Inability to contact the employee caused by the employee’s failure to update their address or phone number will result in the employee losing their eligibility for reinstatement.
18.3 Employees displaced by the elimination of jobs through consolidation (combining the duties of two or more jobs), the installation of new equipment or machinery, the curtailment or replacement of existing facilities,
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Work Force. 18.1 17.1 Any vacancy or newly created position in a department will be posted in a conspicuous place in the department where the employees within the bargaining unit work. Such notice shall be posted for at least seven five (75) calendar work days prior to the filling of such a position in vacancy or newly created position. Employees with the departments where they occur and on the appropriate employee bulletin boards. Such notice will include classsame classification, shift, building, and days off. Employees, including excluding intermittent employees, may bid on such vacancy or newly created position by submitting written application prior to the expiration date of the posting. Intermittent employees who submit a bid may be selected for a settled vacancy or newly created position only if no permanent or probationary employee submits a bid or is selected for that position. In The department, in the selection of employees for such vacancy or newly created position, consideration shall be given to consider classification seniority and the employee's ability and capacity to perform the job. Positions with incumbents which are reclassified shall not be considered vacant or newly created for the purpose of transfer if the incumbent is within one (1) year of meeting the minimum qualifications on the date of reclassification.
(a) In the event it becomes necessary to lay off employees for any reason, employees shall be laid off in the inverse order of their seniorityseniority within the classification, provided all temporary, provisional provisional, and intermittent employees, in that classification, in that order, are released first. No permanent position shall be eliminated until all emergency, temporary and provisional employees in the same classification are released. All career development ladders shall be treated as one classification for the purpose of the application of this Article. When an employee is subject to layoff, the employee shall be assigned to an open position in that classification in the department employed. If no open position exists in the department, the junior employee in the classification in the affected department shall be subject to the following:
(1) The junior employee shall be assigned to an open position in the classification in another department within the bargaining unit. If no open position exists in the classification, then;
(2) The employee shall be assigned to the position occupied by the junior bargaining unit employee in the classification, and the junior employee in the classification shall be laid off. When there are vacant positions to be filled, employees displaced shall choose an assignment to the vacated positions based on classification seniority. Displaced employees, by class seniority, shall make a decision as to available positions within twenty-four (24) hours of notification or forfeit their right to such seniority consideration.
(3) Employees shall be permitted to exercise their seniority rights to any classification previously held before being subject to layoff.
(4) If a permanent employee in an AFSCME bargaining unit is laid off, the employee would have rights to a vacant position within the same classification within other AFSCME bargaining units, subject to completion of probationary period.
(5) No employee's regular hours of work will be reduced as the result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution workers, etc. Employees shall be recalled from layoff according to their seniority. No new employees shall be hired until all employees on layoff status desiring to return to work have been recalled.
(b) Employees no longer working for the county will remain eligible for reinstatement from layoff status for a minimum of two years from the date of their layoff. After this initial two-year period, eligibility for reinstatement from layoff shall be extended each year that the employee notifies Human Resources of their continuing interest in reinstatement up to a maximum of ten years. Such notification of continuing interest shall be in writing to the Director of Human Resources and shall be made within 60 days following the anniversary date of the employee’s layoff and include a current address and phone number of the employee on layoff. If no notice is received the employee’s name will be removed from the recall list and the employee will no longer be eligible for reinstatement. After ten years the laid-off employee’s eligibility for reinstatement shall expire. It is the responsibility of the employee on lay-off to keep a current address and phone number on file in Human Resources any time such contact information changes. Inability to contact the employee caused by the employee’s failure to update their address or phone number will result in the employee losing their eligibility for reinstatement.
18.3 Employees displaced by the elimination of jobs through consolidation (combining the duties of two or more jobs), the installation of new equipment or machinery, the curtailment or replacement of existing facilities,
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
Work Force. 18.1 Any vacancy or newly created position will 13.1 When vacancies occur within a division of the Department of Community Corrections, notices of such vacancies shall be posted for at least seven all units. Within a five (75) calendar days prior to the filling of such a position in the departments where they occur and on the appropriate employee bulletin boards. Such notice will include class, shift, building, and days off. Employees, including intermittent employees, may bid on such vacancy or newly created position by submitting written application prior to the expiration date work day time period of the posting, all employees currently working at a position requiring the same qualifications, shall apply in writing setting forth their qualifications and reasons for transfer. Intermittent employees who submit a bid may be selected for a settled vacancy or newly created position only if no permanent or probationary employee submits a bid or is selected for that position. In the selection of employees for such vacancy or newly created positionAll qualified, consideration permanent, non- intermittent applicants shall be given an appointment for an interview with management staff of the unit involved. A recommendation which takes seniority into account, along with qualifications and other factors, shall then be forwarded to classification seniority and the employee's ability and capacity to perform Department Director or designee for final approval or disapproval. If approved, transfer is made as soon as possible since unit heads concerned are involved in procedure. If disapproved the jobunsuccessful applicant shall be given notice of the reason(s) for disapproval if the employee requests such notice in writing. Positions with incumbents which are reclassified shall not If no permanent, non-intermittent employee is selected as a result of this process, qualified permanent intermittent employees will then be considered vacant or newly created following the same process as for non- intermittent employees who have applied for the purpose of transfer if transfer. To be considered, intermittent employees must have worked for the incumbent is employer within one (1) year of meeting the minimum qualifications on previous year, from the date of reclassificationtheir application for the transfer. The recommendation and final decision cannot be grieved.
(a) 13.2 In the event it becomes necessary to lay off employees for any reason, employees shall be laid off in the inverse order of their seniority, seniority provided all temporary, provisional probationary and intermittent employees, in that classification, in that order, temporary employees are released laid off first. No permanent position shall be eliminated until all emergency, temporary and provisional employees in the same classification are released. No employee's regular hours of work will be reduced as the result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution workers, etc. Employees shall be recalled from layoff according to their seniority. No new employees shall be hired until all employees on layoff status desiring to return to work have been recalled.
(b) 13.3 Employees no longer working for the county County will remain eligible for reinstatement from layoff status for a minimum of two years from the date of their layoff. After this initial two-year period, eligibility for reinstatement from layoff shall be extended each year that the employee notifies Human Resources of their continuing interest in reinstatement up to a maximum of ten years. Such notification of continuing interest shall be in writing to the Director of Human Resources and shall be made within 60 days following the anniversary date of the employee’s layoff and include a current address and phone number of the employee on layoff. If no notice is received received, the employee’s name will be removed from the recall list and the employee will no longer be eligible for reinstatement. After ten years years, the laid-off employee’s eligibility for reinstatement shall expire. .
13.4 It is the responsibility of the employee on lay-off to keep a current address and phone number on file in Human Resources any time such contact information changes. Inability to contact the employee caused by the employee’s failure to update their address or phone number will result in the employee losing their eligibility for reinstatement.
18.3 Employees displaced by the elimination of jobs through consolidation (combining the duties of two or more jobs), the installation of new equipment or machinery, the curtailment or replacement of existing facilities,
Appears in 2 contracts
Sources: Labor Agreement, Labor Agreement
Work Force. 18.1 Any vacancy or newly created position will be posted in a conspicuous place in the buildings where the employees within the bargaining unit work. Such notice shall be posted for at least seven five (75) calendar work days prior to the filling of such a position in the departments where they occur and on the appropriate employee bulletin boardsvacancy or newly created position. Such notice will include class, shift, building, and days off. Employees, including Employees excluding intermittent employees, may bid on such vacancy or newly created position by submitting written application prior to the expiration date of the posting. Intermittent employees who submit a bid may be selected for a settled vacancy or newly created position only if no permanent or probationary employee submits a bid or is selected for that position. In the selection of employees for such vacancy or newly created position, position consideration shall be given to classification seniority and the employee's ability and capacity to perform the job. Positions with incumbents which are reclassified shall not be considered vacant or newly created for the purpose of transfer if the incumbent is within one (1) year of meeting the minimum qualifications on the date of reclassification.
(18.2 A permanent or probationary Case Aide who applies to transfer in classification from Case Aide 1 to Financial Worker 1, from Case Aide 2 to Financial Worker 2, or from Case Aide 3 to Financial Worker 3, may be deemed to be eligible for such transfer, notwithstanding the requirement that a transfer may not operate as a promotion.
18.3 a) In the event it becomes necessary to lay off employees for any reason, employees shall be laid off in the inverse order of their seniorityseniority within the classification, provided all temporary, provisional and intermittent employees, in that classification, in that order, are released first. No permanent position shall be eliminated until all emergencyintermittent, temporary and provisional employees in the same classification are released. All career development ladders shall be treated as one classification for the purpose of the application of this Article. Employees shall be permitted to exercise their seniority rights to any classification previously held before being subject to layoff. If a permanent employee in an AFSCME bargaining unit is laid off, the employee would have the right to a vacant position within the same classification within other AFSCME bargaining units subject to completion of probationary period. No employee's regular hours of work will be reduced as the result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution workers, etc. Employees shall be recalled from layoff according to their seniority. No new employees shall be hired in the classification until all employees on layoff status desiring to return to work have been recalled.
(b) Employees no longer working for the county will remain eligible for reinstatement from layoff status for a minimum of two years from the date of their layoff. After this initial two-year period, eligibility for reinstatement from layoff shall be extended each year that the employee notifies Human Resources of their continuing interest in reinstatement up to a maximum of ten years. Such notification of continuing interest shall be in writing to the Director of Human Resources and shall be made within 60 days following the anniversary date of the employee’s layoff and include a current address and phone number of the employee on layoff. If no notice is received the employee’s name will be removed from the recall list and the employee will no longer be eligible for reinstatement. After ten years the laid-off employee’s eligibility for reinstatement shall expire. It is the responsibility of the employee on lay-off to keep a current address and phone number on file in Human Resources any time such contact information changes. Inability to contact the employee caused by the employee’s failure to update their address or phone number will result in the employee losing their eligibility for reinstatement.
18.3 Employees displaced by the elimination of jobs through consolidation (combining the duties of two or more jobs), the installation of new equipment or machinery, the curtailment or replacement of existing facilities,
Appears in 1 contract
Sources: Collective Bargaining Agreement
Work Force. 18.1 17.1 Any vacancy or newly created position will be posted in a conspicuous place in the buildings where the employees within the bargaining unit work. Such notice shall be posted for at least seven five (75) calendar work days prior to the filling of such a position in the departments where they occur and on the appropriate employee bulletin boardsvacancy or newly created position. Such notice will include class, shift, building, and days off. Employees, including Employees excluding intermittent employees, may bid on such vacancy or newly created position by submitting written application prior to the expiration date of the posting. Intermittent employees who submit a bid may be selected for a settled vacancy or newly created position only if no permanent or probationary employee submits a bid or is selected for that position. In the selection of employees for such vacancy or newly created position, position consideration shall be given to classification seniority and the employee's ability and capacity to perform the job. Positions with incumbents which are reclassified shall not be considered vacant or newly created for the purpose of transfer if the incumbent is within one (1) year of meeting the minimum qualifications on the date of reclassification.
(17.2 A permanent or probationary Case Aide who applies to transfer in classification from Case Aide 1 to Financial Worker 1, from Case Aide 2 to Financial Worker 2, or from Case Aide 3 to Financial Worker 3, may be deemed to be eligible for such transfer, notwithstanding the requirement that a transfer may not operate as a promotion.
a) In the event it becomes necessary to lay off employees for any reason, employees shall be laid off in the inverse order of their seniorityseniority within the classification, provided all temporary, provisional and intermittent employees, in that classification, in that order, are released first. No permanent position shall be eliminated until all emergencyintermittent, temporary and provisional employees in the same classification are released. All career development ladders shall be treated as one classification for the purpose of the application of this Article. Employees shall be permitted to exercise their seniority rights to any classification previously held before being subject to layoff. If a permanent employee in an AFSCME bargaining unit is laid off, the employee would have the right to a vacant position within the same classification within other AFSCME bargaining units subject to completion of probationary period. No employee's regular hours of work will be reduced as the result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution workers, etc. Employees shall be recalled from layoff according to their seniority. No new employees shall be hired in the classification until all employees on layoff status desiring to return to work have been recalled.
(b) Employees no longer working for the county County will remain eligible for reinstatement from layoff status for a minimum of two years from the date of their layoff. After this initial two-year period, eligibility for reinstatement from layoff shall be extended each year that the employee notifies Human Resources of their continuing interest in reinstatement up to a maximum of ten years. Such notification of continuing interest shall be in writing to the Director of Human Resources and shall be made within 60 days following the anniversary date of the employee’s layoff and include a current address and phone number of the employee on layoff. If no notice is received received, the employee’s name will be removed from the recall list and the employee will no longer be eligible for reinstatement. After ten years years, the laid-off employee’s eligibility for reinstatement shall expire. It is the responsibility of the employee on lay-off to keep a current address and phone number on file in Human Resources any time such contact information changes. Inability to contact the employee caused by the employee’s failure to update their address or phone number will result in the employee losing their eligibility for reinstatement.
18.3 Employees displaced 17.4 An employee appointed to a position in another ▇▇▇▇▇▇ County AFSCME bargaining unit or other non-supervisory ▇▇▇▇▇▇ County bargaining unit shall maintain their AFSCME bargaining unit seniority in all job classifications in which the employee has been employed. The employee may return to the bargaining unit and may exercise their AFSCME bargaining unit seniority in any previously held class if subsequently laid off from a position in another ▇▇▇▇▇▇ County AFSCME bargaining unit or other non-supervisory ▇▇▇▇▇▇ County bargaining unit.
17.5 If an employee is notified in writing by the elimination employer that they will be laid off, is on layoff or is in a lower class because they exercised their bumping rights under this Article, that employee shall be placed at the employee's request, on a re-employment register for any class for which the employee meets the minimum qualifications. When a requisition is received by the Human Resources Department for a class where the re-employment register contains the names of jobs employees identified by this Article, those employees shall be included with the certification from the eligible register. If a requisition is received by the Human Resources Department for a job class for which there is no current register, employees on a re-employment register for the class under the terms of this Article, will be referred to the appointing officer for consideration. Employees covered by this section will also be eligible for placement through consolidation (combining the duties of County’s Job Mobility Program for any job class for which the employee meets the minimum qualifications. Eligibility for this benefit shall expire after an employee has been on layoff for two years or more jobs)when the employee passes probation for a position obtained under this Article.
17.6 If the County, or a County department, determines that employees in a specific job classification within a bargaining unit will be laid off, the installation employer may allow employees in that classification and bargaining unit to volunteer to be laid off, such that less senior employees would be retained. Employees responding to the employer’s request for volunteers will be considered in order of new equipment their classification seniority within their department. Employees who accept a voluntary layoff will be recalled in order of their classification seniority among those on layoff status. Employees on voluntary layoff may waive reinstatement unless they are the least senior employee in the classification on layoff status.
17.7 New employees of the department shall be subject to all provisions of this contract limited only by the following:
(1) New employees shall be subject to the following probationary period: Full-time employees shall have a six (6) month probationary period. Part-time and intermittent employees shall have a probationary period of 1,040 hours or machineryone (1) year, whichever comes first.
(2) New employees may be assigned duties on such basis as deemed necessary for them to be properly trained for the work they are hired to perform.
(3) Full-time employees shall serve a six month or one year probationary period. The one year probationary period shall apply to persons entering a classification or classification series that requires college graduation as a minimum qualification. All employees that receive a career ladder promotion shall serve a three month probationary period. Part-time or intermittent employees shall have a probationary period of the equivalent number of hours as full-time employees or twice the time of probation, whichever comes first. (e.g. 6 month probationary period - 1,040 hours or 1 year.)
(4) All Financial Workers 1 shall serve a nine (9) month probationary period.
17.8 Child Protection Worker Series. Hiring into the classification, Child Protection Worker, will occur through existing Personnel procedures. Individuals permanently appointed to the classification, Child Protection Worker, who elect to accept a voluntary demotion to Social Worker may request reinstatement to the Child Protection Worker classification for up to three (3) years from the date of their voluntary demotion. For the purposes of bidding into a Social Worker position, a Child Protection Worker's seniority will be determined based on their combined seniority in both the Social Worker and Child Protection Worker class. In order to be eligible to accept a Social Worker position outside of child protection, a Child Protection Worker must request a voluntary demotion to Social Worker. For the purposes of - 17b - bidding within child protection, seniority in the classification will be used. Social Worker 3's may request a transfer to a child protection position and maintain their rate of pay and classification as a Social Worker 3. A one year probationary period will be served from the date of the transfer. Social Worker 3's may request career development to Senior Child Protection Worker after passing probation and meeting the minimum qualifications. Social Worker 3's passing probation will receive Child Protection Worker seniority for all time spent working in a Child Protection Worker position. Social Worker 3's transferring under this clause may bid on child protection positions. In the event of a layoff in the Social Worker or Child Protection Worker series, seniority will be determined based on the employee's combined seniority within the two classifications. In the event that a layoff results in a vacancy within the Child Protection Worker classification, management has the right to administratively reassign social work staff meeting the minimum qualifications of the Child Protection Worker classification to the vacancy, pending a permanent appointment.
17.9 Mental Health Practitioner/Professional & Social Worker 2/Social Worker 3 Series. Hiring into the classifications, Mental Health Practitioner, Mental Health Professional, Social Worker 2 and Social Worker 3 will occur through existing Personnel rules. Employees must meet the minimum qualifications for the job classes within these series. Bidding between these positions will be as follows: ▪ A Social Worker 2 may bid on a Mental Health Practitioner vacancy provided they possess the minimum education requirements and conversely, a Mental Health Practitioner may bid on a Social Worker 2 vacancy. ▪ A Social Worker 3 may bid on a Mental Health Professional vacancy provided the employee has one of the identified required licenses which qualify as a Mental Health Professional in the State of Minnesota. Conversely, a Mental Health Professional may bid on a Social Worker 3 vacancy. Social Worker 2’s who transfer to a Mental Health Practitioner vacancy may request career development to Mental Health Professional after passing probation and meeting the minimum qualifications. For the purposes of bidding between Social Worker and Mental Health Practitioner/Professional classes, a worker’s seniority will be determined based on the worker’s combined seniority in both the Social Worker and Mental Health classes. For the purposes of bidding within a classification, the curtailment - 17c - worker’s seniority in that classification shall be used. In the event of a layoff in the Social Worker series or replacement Mental Health Practitioner or Professional titles, seniority will be determined based on the employee’s combined seniority within the two classifications. In the event that a layoff results in a vacancy within either titles, management has the right to administratively reassign staff who meet the minimum qualifications of existing facilities,the job classification to the vacancy, pending a permanent appointment.
17.10 Employees appointed outside the bargaining unit shall maintain their seniority in the unit through the end of their probationary period.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Work Force. 18.1 Any vacancy or newly created position in a department will be posted in a conspicuous place in the department where the employees within the bargaining unit work. Such notice shall be posted for at least seven five (75) calendar work days prior to the filling of such a position in vacancy or newly created position. Employees with the departments where they occur and on the appropriate employee bulletin boards. Such notice will include class, shift, building, and days off. Employees, including same classification excluding intermittent employees, may bid on such indicate their interest in the vacancy or newly created position by submitting written application prior to the expiration date of the posting. Intermittent All employees within the same classification and department who submit apply for this position will be interviewed for the vacancy. Prior to filling a bid may be selected for a settled vacancy or newly created position only if no permanent or probationary employee submits a bid or is selected for that position. In the selection of employees for such vacancy or newly created position, the employer will give reasonable consideration shall be given to classification seniority and the employee's ability and capacity senior qualified employee who has requested reassignment to perform the job. Positions with incumbents which are reclassified shall not be considered vacant or newly created for the purpose of transfer if the incumbent is within one (1) year of meeting the minimum qualifications on the date of reclassificationposition.
(18.2 a) In the event it becomes necessary to lay off employees for any reason, employees shall be laid off in the inverse order of their seniorityseniority within the classification, provided all temporarytemporary and provisional, provisional and intermittent employees, in that classification, in that order, are released first. No permanent position shall be eliminated until all emergency, temporary and provisional employees in the same classification are released. All career development ladders shall be treated as one classification for the purpose of the application of this Article. When an employee is subject to layoff, the employee shall be assigned to an open position in that classification in the department employed. If no open position exists in the department, the junior employee in the classification in the affected department shall be subject to the following:
(1) The junior employee shall be assigned to an open position in the classification in another department within the bargaining unit. If no open position exists in the classification, then;
(2) The employee shall be assigned to the position occupied by the junior bargaining unit employee in the classification, and the junior employee in the classification shall be laid off. When there are vacant positions to be filled, employees displaced shall choose an assignment to the vacated positions based on classification seniority. Displaced employees, by class seniority, shall make a decision as to available positions within twenty-four (24) hours of notification or forfeit their right to such seniority consideration.
(3) Employees shall be permitted to exercise their seniority rights to any classification previously held before being subject to layoff.
(4) If a permanent employee in an AFSCME bargaining unit is laid off, the employee would have rights to a vacant position within the same classification within other AFSCME bargaining units, subject to completion of probationary period.
(5) No employee's regular hours of work will be reduced as the result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution workers, etc. Employees shall be recalled from layoff according to their seniority. No new employees shall be hired until all employees on layoff status desiring to return to work have been recalled.
(b) Employees no longer working for the county will remain eligible for reinstatement from layoff status for a minimum of two years from the date of their layoff. After this initial two-year period, eligibility for reinstatement from layoff shall be extended each year that the employee notifies Human Resources of their continuing interest in reinstatement up to a maximum of ten years. Such notification of continuing interest shall be in writing to the Director of Human Resources and shall be made within 60 days following the anniversary date of the employee’s layoff and include a current address and phone number of the employee on layoff. If no notice is received the employee’s name will be removed from the recall list and the employee will no longer be eligible for reinstatement. After ten years the laid-off employee’s eligibility for reinstatement shall expire. It is the responsibility of the employee on lay-off to keep a current address and phone number on file in Human Resources any time such contact information changes. Inability to contact the employee caused by the employee’s failure to update their address or phone number will result in the employee losing their eligibility for reinstatement.
18.3 Employees displaced by the elimination of jobs through consolidation (combining the duties of two or more jobs), the installation of new equipment or machinery, the curtailment or replacement of existing facilities,
Appears in 1 contract
Sources: Collective Bargaining Agreement
Work Force. 18.1 Any vacancy or newly created position will be posted in a conspicuous place in the department where the vacancy or new position is, and where employees within the bargaining unit work. Such notice shall be posted for at least seven five (75) calendar work days prior to the filling of such a position in vacancy or newly created position. Employees with the departments where they occur and on the appropriate employee bulletin boards. Such notice will include classsame classification, shift, building, and days off. Employees, including excluding intermittent employees, may bid on such vacancy or newly created position by submitting written application prior to the expiration date of the posting. Intermittent employees who submit a bid may be selected for a settled vacancy or newly created position only if no permanent or probationary employee submits a bid or is selected for that position. In the selection of employees for such vacancy or newly created position, position consideration shall be given to classification seniority and the employee's ability and capacity to perform the job. Positions with incumbents which are reclassified shall not be considered vacant or newly created for the purpose of transfer if the incumbent is within one (1) year of meeting the minimum qualifications on the date of reclassificationcreated.
(a) 18.2 In the event it becomes necessary to lay off employees for any reason, employees shall be laid off in the inverse order of their seniorityseniority within the classification within the department, provided all temporary, provisional and intermittent employees, in that classification, in that order, are released first. Employees shall be permitted to exercise their seniority rights to any classification previously held before being subject to layoff. No permanent position shall be eliminated until all emergencyintermittent, temporary and provisional employees in the same classification are released. All career development ladders shall be treated as one classification for the purpose of the application of this Article. If a permanent employee in one department is laid off, the employee will have a right to a vacant position in the same classification in another department covered by this agreement, subject to completion of a probationary period. Employees exercising this right will retain their right to reinstatement in the department from which they were laid off.
18.3 If a permanent employee in an AFSCME bargaining unit is laid off, the employee would have the right to a vacant position within the same classification within other AFSCME bargaining units subject to completion of probationary period. No employee's regular hours of work will be reduced as the result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution workers, etc. Employees shall be recalled from layoff according to their seniority. No new employees shall be hired in the classification in the department until all employees on layoff status desiring to return to work have been recalled.
(b18.4 An employee appointed to a position in another ▇▇▇▇▇▇ County AFSCME bargaining unit or other non- supervisory ▇▇▇▇▇▇ County bargaining unit shall maintain their AFSCME bargaining unit seniority in all job classifications in which the employee has been employed. The employee may return to the bargaining unit and may exercise their AFSCME bargaining unit seniority in any previously held class if subsequently laid off from a position in another ▇▇▇▇▇▇ County AFSCME bargaining unit or other non-supervisory ▇▇▇▇▇▇ County bargaining unit.
18.5 a) Employees no longer working for If an employee is notified in writing by the county Employer that they will remain eligible for reinstatement from be laid off, is on layoff status for or is in a minimum of two years from the date of lower class because they exercised their layoff. After bumping rights under this initial two-year periodArticle, eligibility for reinstatement from layoff that employee shall be extended each year that placed, at the employee's request, on a re-employment register for any class for which the employee notifies Human Resources of their continuing interest in reinstatement up to a maximum of ten years. Such notification of continuing interest shall be in writing to meets the Director of Human Resources and shall be made within 60 days following the anniversary date of the employee’s layoff and include a current address and phone number of the employee on layoff. If no notice is received the employee’s name will be removed from the recall list and the employee will no longer be eligible for reinstatement. After ten years the laid-off employee’s eligibility for reinstatement shall expire. It is the responsibility of the employee on lay-off to keep a current address and phone number on file in Human Resources any time such contact information changes. Inability to contact the employee caused by the employee’s failure to update their address or phone number will result in the employee losing their eligibility for reinstatement.
18.3 Employees displaced by the elimination of jobs through consolidation (combining the duties of two or more jobs), the installation of new equipment or machinery, the curtailment or replacement of existing facilities,minimum
Appears in 1 contract
Sources: Collective Bargaining Agreement
Work Force. 18.1 Any vacancy or newly created position will 17.1 The employer shall post all vacancies in all departments covered by this Agreement. Employees desiring to transfer to other jobs shall submit an application in writing to the employer.
17.2 Job Bidding. Vacancies shall be posted in all departments containing LPN/PHPN positions. Postings shall include location, number of hours, and shift available.
(a) Employees, by classification, excluding intermittent employees, shall be eligible to bid for a vacancy. There shall be departmental preference on bids for vacancies. Notices shall be posted for at least seven five (75) calendar days prior to the filling of such a position work days.
(b) The department, in the departments where they occur and on the appropriate employee bulletin boards. Such notice will include class, shift, building, and days off. Employees, including intermittent employees, may bid on such vacancy or newly created position by submitting written application prior to the expiration date of the posting. Intermittent employees who submit a bid may be selected for a settled vacancy or newly created position only if no permanent or probationary employee submits a bid or is selected for that position. In the selection of employees for such vacancy or newly created position, consideration shall be given to consider classification seniority and the employee's ability and capacity to perform the job, including qualification requirements established by statutes or regulations.
(c) An employee in one department who is selected to fill a vacancy in another department shall serve a three (3) month probationary period. Positions with incumbents which are reclassified If the full-time employee does not successfully complete the three (3) month probationary period (520 hours or six months, whichever comes first, for part-time employees), the employee shall not be considered vacant or newly created for have a right to return to the purpose of transfer if the incumbent is within one (1) year of meeting the minimum qualifications on the date of reclassificationemployee's previously held position.
(a) In the event it becomes necessary to lay off employees for any reason, employees shall be laid off in the inverse order of their seniorityseniority within the classification, provided all temporary, provisional provisional, and intermittent employees, in that classification, in that order, are released first. No permanent position shall be eliminated until all emergency, temporary and provisional employees in the same classification are released. No employee's regular hours of work will be reduced as the result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution workers, etc. Employees shall be recalled from layoff according to their seniority, provided they meet qualification requirements established by statutes or regulations. No new employees shall be hired in the classification until all employees on layoff status desiring to return to work have been recalled.
(b) Employees no longer working for the county will remain eligible for reinstatement from layoff status for a minimum of two years from the date of their layoff. After this initial two-year period, eligibility for reinstatement from layoff shall be extended each year that the employee notifies Human Resources of their continuing interest in reinstatement up to a maximum of ten years. Such notification of continuing interest shall be in writing to the Director of Human Resources and shall be made within 60 days following the anniversary date of the employee’s layoff and include a current address and phone number of the employee on layoff. If no notice is received the employee’s name will be removed from the recall list and the employee will no longer be eligible for reinstatement. After ten years the laid-off employee’s eligibility for reinstatement shall expire. It is the responsibility of the employee on lay-off to keep a current address and phone number on file in Human Resources any time such contact information changes. Inability to contact the employee caused by the employee’s failure to update their address or phone number will result in the employee losing their eligibility for reinstatement.
18.3 Employees displaced 17.4 When a bargaining unit position is eliminated, the employee shall be assigned to an open position in that classification in the department employed. If no open position exists in the department, the junior employee in the classification in the affected department shall be subject to the following, provided the employee meets qualification requirements established by statutes or regulations:
(1) The junior employee shall be assigned to an open position in the classification in another department within the bargaining unit.
(2) If no open position exists in the classification, the employee shall be assigned to the position occupied by the elimination junior bargaining unit employee in the classification, and the junior employee in the classification shall be laid off. When there are vacant positions to be filled, employees displaced shall choose an assignment to the vacated positions based on classification seniority. Displaced employees, by class seniority, shall make a decision as to available positions within twenty-four (24) hours of jobs notification or forfeit their right to such seniority consideration.
(3) Employees shall be permitted to exercise their seniority rights to any classification previously held before being subject to layoff.
(4) No employee's regular hours of work will be reduced as the result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution workers, etc.
17.5 An employee appointed to a position in another ▇▇▇▇▇▇ County AFSCME bargaining unit or other non-supervisory ▇▇▇▇▇▇ County bargaining unit shall maintain their AFSCME bargaining unit seniority in all job classifications in which the employee has been employed. The employee may return to the bargaining unit and may exercise their AFSCME bargaining unit seniority in any previously held class if subsequently laid off from a position in another ▇▇▇▇▇▇ County AFSCME bargaining unit or other non-supervisory ▇▇▇▇▇▇ County bargaining unit.
17.6 If an employee is notified in writing by the employer that they will be laid off, is on layoff or is in a lower class because they exercised their bumping rights under this Article, that employee shall be placed at the employee's request, on a re-employment register for any class for which the employee meets the minimum qualifications. When a requisition is received by the Human Resources - 17a - Department for a class where the re-employment register contains the names of employees identified by this Article, those employees shall be included with the certification from the eligible register. If a requisition is received by the Human Resources Department for a job class for which there is no current register, employees on a re-employment register for the class under the terms of this Article, will be referred to the appointing officer for consideration. Employees covered by this section will also be eligible for placement through consolidation (combining the duties of County’s Job Mobility Program for any job class for which the employee meets the minimum qualifications. Eligibility for this benefit shall expire after an employee has been on layoff for two years or more jobs)when the employee passes probation for a position obtained under this Article.
17.7 If the County, or a County department, determines that employees in a specific job classification within a bargaining unit will be laid off, the installation employer may allow employees in that classification and bargaining unit to volunteer to be laid off, such that less senior employees would be retained. Employees responding to the employer’s request for volunteers will be considered in order of new equipment or machinerytheir classification seniority within their department. Employees who accept a voluntary layoff will be recalled in order of their classification seniority among those on layoff status. Employees on voluntary layoff may waive reinstatement unless they are the least senior employee in the classification on layoff status.
17.8 For purposes of this Article, the curtailment or replacement ▇▇▇▇▇▇ County Care Center, the Public Health Department, and the ▇▇▇▇▇▇ County Detoxification Center (Detox) shall each be separate departments.
17.9 Employees appointed outside the bargaining unit shall maintain their seniority in the unit through the end of existing facilities,their probationary period.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Work Force. 18.1 Any vacancy or newly created position will be posted in a conspicuous place in the buildings where the employees within the bargaining unit work. Such notice shall be posted for at least seven five (75) calendar work days prior to the filling of such a position in the departments where they occur and on the appropriate employee bulletin boardsvacancy or newly created position. Such notice will include class, shift, building, and days off. Employees, including Employees excluding intermittent employees, may bid on such vacancy or newly created position by submitting written application prior to the expiration date of the posting. Intermittent employees who submit a bid may be selected for a settled vacancy or newly created position only if no permanent or probationary employee submits a bid or is selected for that position. In the selection of employees for such vacancy or newly created position, position consideration shall be given to classification seniority and the employee's ability and capacity to perform the job. Positions with incumbents which are reclassified shall not be considered vacant or newly created for the purpose of transfer if the incumbent is within one (1) year of meeting the minimum qualifications on the date of reclassification.
(18.2 A permanent or probationary Case Aide who applies to transfer in classification from Case Aide 1 to Financial Worker 1, from Case Aide 2 to Financial Worker 2, or from Case Aide 3 to Financial Worker 3, may be deemed to be eligible for such transfer, notwithstanding the requirement that a transfer may not operate as a promotion.
a) In the event it becomes necessary to lay off employees for any reason, employees shall be laid off in the inverse order of their seniorityseniority within the classification, provided all temporary, provisional and intermittent employees, in that classification, in that order, are released first. No permanent position shall be eliminated until all emergencyintermittent, temporary and provisional employees in the same classification are released. All career development ladders shall be treated as one classification for the purpose of the application of this Article. Employees shall be permitted to exercise their seniority rights to any classification previously held before being subject to layoff. If a permanent employee in an AFSCME bargaining unit is laid off, the employee would have the right to a vacant position within the same classification within other AFSCME bargaining units subject to completion of probationary period. No employee's regular hours of work will be reduced as the result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution workers, etc. Employees shall be recalled from layoff according to their seniority. No new employees shall be hired in the classification until all employees on layoff status desiring to return to work have been recalled.
(b) Employees no longer working for the county will remain eligible for reinstatement from layoff status for a minimum of two years from the date of their layoff. After this initial two-year period, eligibility for reinstatement from layoff shall be extended each year that the employee notifies Human Resources of their continuing interest in reinstatement up to a maximum of ten years. Such notification of continuing interest shall be in writing to the Director of Human Resources and shall be made within 60 days following the anniversary date of the employee’s layoff and include a current address and phone number of the employee on layoff. If no notice is received the employee’s name will be removed from the recall list and the employee will no longer be eligible for reinstatement. After ten years the laid-off employee’s eligibility for reinstatement shall expire. It is the responsibility of the employee on lay-off to keep a current address and phone number on file in Human Resources any time such contact information changes. Inability to contact the employee caused by the employee’s failure to update their address or phone number will result in the employee losing their eligibility for reinstatement.
18.3 Employees displaced by the elimination of jobs through consolidation (combining the duties of two or more jobs), the installation of new equipment or machinery, the curtailment or replacement of existing facilities,
Appears in 1 contract
Sources: Collective Bargaining Agreement
Work Force. 18.1 Any vacancy or newly created position will be posted for at least seven (7) calendar days prior to the filling of such a position in the departments where they occur and on the appropriate employee bulletin boards. Such notice will include class, shift, building, and days off. Employees, including intermittent employees, may bid on such vacancy or newly created position by submitting written application prior to the expiration date of the posting. Intermittent employees who submit a bid may be selected for a settled vacancy or newly created position only if no permanent or probationary employee submits a bid or is selected for that position. In the selection of employees for such vacancy or newly created position, consideration shall be given to classification seniority and the employee's ability and capacity to perform the job. Positions with incumbents which are reclassified shall not be considered vacant or newly created for the purpose of transfer if the incumbent is within one (1) year of meeting the minimum qualifications on the date of reclassification.
(a) In the event it becomes necessary to lay off employees for any reason, employees shall be laid off in the inverse order of their seniority, provided all temporary, provisional and intermittent employees, in that classification, in that order, are released first. No permanent position shall be eliminated until all emergency, temporary and provisional employees in the same classification are released. No employee's regular hours of work will be reduced as the result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution workers, etc. Employees shall be recalled from layoff according to their seniority. No new employees shall be hired until all employees on layoff status desiring to return to work have been recalled.
(b) Employees no longer working for the county will remain eligible for reinstatement from layoff status for a minimum of two years from the date of their layoff. After this initial two-year period, eligibility for reinstatement from layoff shall be extended each year that the employee notifies Human Resources of their continuing interest in reinstatement up to a maximum of ten years. Such notification of continuing interest shall be in writing to the Director of Human Resources and shall be made within 60 days following the anniversary date of the employee’s layoff and include a current address and phone number of the employee on layoff. If no notice is received the employee’s name will be removed from the recall list and the employee will no longer be eligible for reinstatement. After ten years the laid-off employee’s eligibility for reinstatement shall expire. It is the responsibility of the employee on lay-off to keep a current address and phone number on file in Human Resources any time such contact information changes. Inability to contact the employee caused by the employee’s failure to update their address or phone number will result in the employee losing their eligibility for reinstatement.
18.3 Employees displaced by the elimination of jobs through consolidation (combining the duties of two or more jobs), the installation of new equipment or machinery, the curtailment or replacement of existing facilities,, - 18a -
Appears in 1 contract
Sources: Collective Bargaining Agreement
Work Force. 18.1 Any vacancy or newly created position will 17.1 Employees desiring to transfer to other jobs shall submit an application in writing to the Employer.
(a) Employees, by classification, excluding intermittent employees, shall be eligible to bid for a preferred shift and be considered on the basis of seniority. Notices shall be posted for at least seven five (75) calendar days prior to work days. The employees must adequately perform the filling of such a position duties assigned in the departments where they occur and on new shift or be returned to their original shift.
(b) In the appropriate employee bulletin boardsevent the Employer believes that approving an employee's bid for a preferred shift would result in the diminishing of a therapeutic opportunity for a patient or resident, the bid application may be refused. Such notice will include class, shift, building, and days off. Employees, including intermittent employees, may bid on such vacancy or newly created position by submitting written application prior to the expiration date of the posting. Intermittent employees who submit a bid may be selected for a settled vacancy or newly created position only if no permanent or probationary employee submits a bid or is selected for that position. In the selection of employees for such vacancy or newly created position, consideration refusal shall be given to classification seniority and in writing with a statement of reasons. The employee may at their option appeal the employee's ability and capacity to perform refusal through the job. Positions with incumbents which are reclassified shall not be considered vacant or newly created for the purpose of transfer if the incumbent is within one (1) year of meeting the minimum qualifications on the date of reclassificationgrievance procedure.
(a) In the event it becomes necessary to lay off employees for any reason, employees shall be laid off in the inverse order of their seniority, provided all temporary, provisional and intermittent employees, in that classification, in that order, are released first. Employees shall be permitted to exercise their seniority rights to any classification previously held before being subject to layoff. No permanent position shall be eliminated until all emergency, temporary and provisional employees in the same classification are released. No employee's regular hours of work will be reduced as the result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution workers, etc. If a permanent employee in an AFSCME bargaining unit is laid off, the employee would have a right to a vacant position within the same classification within other AFSCME bargaining units, subject to completion of a probationary period. Employees shall be recalled from layoff according to their seniority. No new employees shall be hired until all employees on layoff status desiring to return to work have been recalled.
(b) Employees no longer working for the county will remain eligible for reinstatement from layoff status for a minimum of two years from the date of their layoff. After this initial two-year period, eligibility for reinstatement from layoff shall be extended each year that the employee notifies Human Resources of their continuing interest in reinstatement up to a maximum of ten years. Such notification of continuing interest shall be in writing to the Director of Human Resources and shall be made within 60 days following the anniversary date of the employee’s layoff and include a current address and phone number of the employee on layoff. If no notice is received the employee’s name will be removed from the recall list and the employee will no longer be eligible for reinstatement. After ten years the laid-off employee’s eligibility for reinstatement shall expire. It is the responsibility of the employee on lay-off to keep a current address and phone number on file in Human Resources any time such contact information changes. Inability to contact the employee caused by the employee’s failure to update their address or phone number will result in the employee losing their eligibility for reinstatement.
18.3 Employees displaced by the elimination of jobs through consolidation (combining the duties of two or more jobs), the installation of new equipment or machinery, the curtailment or replacement of existing facilities,
Appears in 1 contract
Sources: Collective Bargaining Agreement
Work Force. 18.1 Any vacancy or newly created position will be posted in a conspicuous place in the department where the vacancy or new position is, and where employees within the bargaining unit work. Such notice shall be posted for at least seven five (75) calendar days workdays prior to the filling of such a position in vacancy or newly created position. Employees with the departments where they occur and on the appropriate employee bulletin boards. Such notice will include classsame classification, shift, building, and days off. Employees, including excluding intermittent employees, may bid on such vacancy or newly created position by submitting written application prior to the expiration date of the posting. Intermittent employees who submit a bid may be selected for a settled vacancy or newly created position only if no permanent or probationary employee submits a bid or is selected for that position. In the selection of employees for such vacancy or newly created position, position consideration shall be given to classification seniority and the employee's ability and capacity to perform the job. Positions with incumbents which are reclassified shall not be considered vacant or newly created for the purpose of transfer if the incumbent is within one (1) year of meeting the minimum qualifications on the date of reclassificationcreated.
(a) 18.2 In the event it becomes necessary to lay off employees for any reason, employees shall be laid off in the inverse order of their seniorityseniority within the classification within the department, provided all temporary, provisional and intermittent employees, in that classification, in that order, are released first. Employees shall be permitted to exercise their seniority rights to any classification previously held before being subject to layoff. No permanent position shall be eliminated until all emergencyintermittent, temporary and provisional employees in the same classification are released. All career development ladders shall be treated as one classification for the purpose of the application of this Article. If a permanent employee in one department is laid off, the employee will have a right to a vacant position in the same classification in another department covered by this agreement, subject to completion of a probationary period. Employees exercising this right will retain their right to reinstatement in the department from which they were laid off.
18.3 If a permanent employee in an AFSCME bargaining unit is laid off, the employee would have the right to a vacant position within the same classification within other AFSCME bargaining units subject to completion of probationary period. No employee's regular hours of work will be reduced as the result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution workers, etc. Employees shall be recalled from layoff according to their seniority. No new employees shall be hired in the classification in the department until all employees on layoff status desiring to return to work have been recalled.
(18.4 An employee appointed to a position in another Ramsey County AFSCME bargaining unit or other non- supervisory Ramsey County bargaining unit shall maintain their AFSCME bargaining unit seniority in all job classifications in which the employee has been employed. The employee may return to the bargaining unit and may exercise their AFSCME bargaining unit seniority in any previously held class if subsequently laid off from a position in another Ramsey County AFSCME bargaining unit or other non-supervisory Ramsey County bargaining unit.
a) If an employee is notified in writing by the Employer that they will be laid off, is on layoff or is in a lower class because they exercised their bumping rights under this Article, that employee shall be placed, at the employee's request, on a re-employment register for any class for which the employee meets the minimum qualifications. When a requisition is received by the Human Resources Department for a class where the re- employment register contains the names of employees identified by this Article, those employees shall be included with the certification from the eligible register. If a requisition is received by the Human Resources Department for a job class for which there is no current register, employees on a re-employment register for the class under the terms of this Article, will be referred to the appointing officer for consideration. Employees covered by this section will also be eligible for placement through the County’s Job Mobility Program for any job class for which the employee meets the minimum qualifications. Eligibility for this benefit shall expire after an employee has been on layoff for two years or when the employee passes probation for a position obtained under this Article.
b) Employees no longer working for the county will remain eligible for reinstatement from layoff status for a minimum of two years from the date of their layoff. After this initial two-year period, eligibility for reinstatement from layoff shall be extended each year that the employee notifies Human Resources of their continuing interest in reinstatement up to a maximum of ten years. Such notification of continuing interest shall be in writing to the Director of Human Resources and shall be made within 60 days following the anniversary date of the employee’s layoff and include a current address and phone number of the employee on layoff. If no notice is received the employee’s name will be removed from the recall list and the employee will no longer be eligible for reinstatement. After ten years the laid-off employee’s eligibility for reinstatement shall expire. It is the responsibility of the employee on lay-off to keep a current address and phone number on file in Human Resources any time such contact information changes. Inability to contact the employee caused by the employee’s failure to update their address or phone number will result in the employee losing their eligibility for reinstatement.
18.3 18.6 If the County, or a County department, determines that employees in a specific job classification within a bargaining unit will be laid off, the employer may allow employees in that classification and bargaining unit to volunteer to be laid off, such that less senior employees would be retained. Employees displaced responding to the employer’s request for volunteers will be considered in order of their classification seniority within their department. Employees who accept a voluntary layoff will be recalled in order of their classification seniority among those on layoff status. Employees on voluntary layoff may waive reinstatement unless they are the least senior employee in the classification on layoff status.
18.7 New employees of the department shall be subject to all provisions of this contract limited only by the elimination following:
(1) New employees shall be subject to the following probationary period: Full-time employees shall have a one (1) year probationary period. Part-time and intermittent employees shall have a probationary period of jobs 2,080 hours or two (2) years, whichever concludes first.
(2) New employees may be assigned duties on such basis as deemed necessary for them to be properly trained for the work they are hired to perform.
18.8 Employees appointed outside the bargaining unit shall maintain their seniority in the unit through consolidation (combining the duties end of two or more jobs), the installation of new equipment or machinery, the curtailment or replacement of existing facilities,their probationary period.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Work Force. 18.1 Any vacancy or newly created position will 17.1 The employer shall post all vacancies in all departments covered by this Agreement. Employees desiring to transfer to other jobs shall submit an application in writing to the employer.
17.2 Job Bidding. Vacancies shall be posted in all departments containing LPN/PHPN positions. Postings shall include location, number of hours, and shift available.
(a) Employees, by classification, excluding intermittent employees, shall be eligible to bid for a vacancy. There shall be departmental preference on bids for vacancies. Notices shall be posted for at least seven five (75) calendar days prior to the filling of such a position work days.
(b) The department, in the departments where they occur and on the appropriate employee bulletin boards. Such notice will include class, shift, building, and days off. Employees, including intermittent employees, may bid on such vacancy or newly created position by submitting written application prior to the expiration date of the posting. Intermittent employees who submit a bid may be selected for a settled vacancy or newly created position only if no permanent or probationary employee submits a bid or is selected for that position. In the selection of employees for such vacancy or newly created position, consideration shall be given to consider classification seniority and the employee's ability and capacity to perform the job. Positions with incumbents which are reclassified shall not be considered vacant , including qualification requirements established by statutes or newly created for the purpose of transfer if the incumbent is within one (1) year of meeting the minimum qualifications on the date of reclassificationregulations.
(c) An employee in one department who is selected to fill a vacancy in another department shall serve a three (3) month probationary period. If the full-time employee does not successfully complete the three (3) month probationary period (520 hours or six months, whichever comes first, for part-time employees), the employee shall have a right to return to the employee's previously held position.
17.3 a) In the event it becomes necessary to lay off layoff employees for any reason, employees shall be laid off in the inverse order of their seniorityseniority within the classification, provided all temporary, provisional provisional, and intermittent employees, in that classification, in that order, are released first. No permanent position shall be eliminated until all emergency, temporary and provisional employees in the same classification are released. No employee's regular hours of work will be reduced as the result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution workers, etc. Employees shall be recalled from layoff according to their seniority, provided they meet qualification requirements established by statutes or regulations. No new employees shall be hired in the classification until all employees on layoff status desiring to return to work have been recalled.
(b) Employees no longer working for the county will remain eligible for reinstatement from layoff status for a minimum of two years from the date of their layoff. After this initial two-year period, eligibility for reinstatement from layoff shall be extended each year that the employee notifies Human Resources of their continuing interest in reinstatement up to a maximum of ten years. Such notification of continuing interest shall be in writing to the Director of Human Resources and shall be made within 60 days following the anniversary date of the employee’s layoff and include a current address and phone number of the employee on layoff. If no notice is received the employee’s name will be removed from the recall list and the employee will no longer be eligible for reinstatement. After ten years the laid-off employee’s eligibility for reinstatement shall expire. It is the responsibility of the employee on lay-off to keep a current address and phone number on file in Human Resources any time such contact information changes. Inability to contact the employee caused by the employee’s failure to update their address or phone number will result in the employee losing their eligibility for reinstatement.
18.3 Employees displaced by the elimination of jobs through consolidation (combining the duties of two or more jobs), the installation of new equipment or machinery, the curtailment or replacement of existing facilities,
Appears in 1 contract
Sources: Collective Bargaining Agreement
Work Force. 18.1 Any vacancy or newly created position will Employees desiring to transfer to other jobs shall submit an application in writing to the Employer.
(a) Employees, by classification, excluding intermittent employees, shall be eligible to bid for a preferred shift and be considered on the basis of seniority. Notices shall be posted for at least seven five (75) calendar days prior to work days. The employees must adequately perform the filling of such a position duties assigned in the departments where they occur and on new shift or be returned to their original shift.
(b) In the appropriate employee bulletin boardsevent the Employer believes that approving an employee's bid for a preferred shift would result in the diminishing of a therapeutic opportunity for a patient or resident, the bid application may be refused. Such notice will include class, shift, building, and days off. Employees, including intermittent employees, may bid on such vacancy or newly created position by submitting written application prior to the expiration date of the posting. Intermittent employees who submit a bid may be selected for a settled vacancy or newly created position only if no permanent or probationary employee submits a bid or is selected for that position. In the selection of employees for such vacancy or newly created position, consideration refusal shall be given to classification seniority and in writing with a statement of reasons. The employee may at their option appeal the employee's ability and capacity to perform refusal through the job. Positions with incumbents which are reclassified shall not be considered vacant or newly created for the purpose of transfer if the incumbent is within one (1) year of meeting the minimum qualifications on the date of reclassificationgrievance procedure.
(a) In the event it becomes necessary to lay off employees for any reason, employees shall be laid off in the inverse order of their seniority, provided all temporary, provisional and intermittent employees, in that classification, in that order, are released first. Employees shall be permitted to exercise their seniority rights to any classification previously held before being subject to layoff. No permanent position shall be eliminated until all emergency, temporary and provisional employees in the same classification are released. No employee's regular hours of work will be reduced as the result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution workers, etc. If a permanent employee in an AFSCME bargaining unit is laid off, the employee would have a right to a vacant position within the same classification within other AFSCME bargaining units, subject to completion of a probationary period. Employees shall be recalled from layoff according to their seniority. No new employees shall be hired until all employees on layoff status desiring to return to work have been recalled.
(b) Employees no longer working for the county will remain eligible for reinstatement from layoff status for a minimum of two years from the date of their layoff. After this initial two-year period, eligibility for reinstatement from layoff shall be extended each year that the employee notifies Human Resources of their continuing interest in reinstatement up to a maximum of ten years. Such notification of continuing interest shall be in writing to the Director of Human Resources and shall be made within 60 days following the anniversary date of the employee’s layoff and include a current address and phone number of the employee on layoff. If no notice is received the employee’s name will be removed from the recall list and the employee will no longer be eligible for reinstatement. After ten years the laid-off employee’s eligibility for reinstatement shall expire. It is the responsibility of the employee on lay-off to keep a current address and phone number on file in Human Resources any time such contact information changes. Inability to contact the employee caused by the employee’s failure to update their address or phone number will result in the employee losing their eligibility for reinstatement.
18.3 18.4 Employees displaced by the elimination of jobs through consolidation ([combining the duties of two or more jobs), the installation of new equipment or machinery, the curtailment or replacement of existing facilities,(2) or
Appears in 1 contract
Sources: Collective Bargaining Agreement
Work Force. 18.1 17.1 Any vacancy or newly created position will be posted in a conspicuous place in the buildings where the employees within the bargaining unit work. Such notice shall be posted for at least seven five (75) calendar work days prior to the filling of such a position in the departments where they occur and on the appropriate employee bulletin boardsvacancy or newly created position. Such notice will include class, shift, building, and days off. Employees, including Employees excluding intermittent employees, may bid on such vacancy or newly created position by submitting written application prior to the expiration date of the posting. Intermittent employees who submit a bid may be selected for a settled vacancy or newly created position only if no permanent or probationary employee submits a bid or is selected for that position. In the selection of employees for such vacancy or newly created position, position consideration shall be given to classification seniority and the employee's ability and capacity to perform the job. Positions with incumbents which are reclassified shall not be considered vacant or newly created for the purpose of transfer if the incumbent is within one (1) year of meeting the minimum qualifications on the date of reclassification.
(17.2 A permanent or probationary Case Aide who applies to transfer in classification from Case Aide 1 to Financial Worker 1, from Case Aide 2 to Financial Worker 2, or from Case Aide 3 to Financial Worker 3, may be deemed to be eligible for such transfer, notwithstanding the requirement that a transfer may not operate as a promotion.
a) In the event it becomes necessary to lay off employees for any reason, employees shall be laid off in the inverse order of their seniorityseniority within the classification, provided all temporary, provisional and intermittent employees, in that classification, in that order, are released first. No permanent position shall be eliminated until all emergencyintermittent, temporary and provisional employees in the same classification are released. All career development ladders shall be treated as one classification for the purpose of the application of this Article. Employees shall be permitted to exercise their seniority rights to any classification previously held before being subject to layoff. If a permanent employee in an AFSCME bargaining unit is laid off, the employee would have the right to a vacant position within the same classification within other AFSCME bargaining units subject to completion of probationary period. No employee's regular hours of work will be reduced as the result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution workers, etc. Employees shall be recalled from layoff according to their seniority. No new employees shall be hired in the classification until all employees on layoff status desiring to return to work have been recalled.
(b) Employees no longer working for the county County will remain eligible for reinstatement from layoff status for a minimum of two years from the date of their layoff. After this initial two-year period, eligibility for reinstatement from layoff shall be extended each year that the employee notifies Human Resources of their continuing interest in reinstatement up to a maximum of ten years. Such notification of continuing interest shall be in writing to the Director of Human Resources and shall be made within 60 days following the anniversary date of the employee’s layoff and include a current address and phone number of the employee on layoff. If no notice is received the employee’s name will be removed from the recall list and the employee will no longer be eligible for reinstatement. After ten years the laid-off employee’s eligibility for reinstatement shall expire. It is the responsibility of the employee on lay-off to keep a current address and phone number on file in Human Resources any time such contact information changes. Inability to contact the employee caused by the employee’s failure to update their address or phone number will result in the employee losing their eligibility for reinstatement.
18.3 Employees displaced by the elimination of jobs through consolidation (combining the duties of two or more jobs), the installation of new equipment or machinery, the curtailment or replacement of existing facilities,
Appears in 1 contract
Sources: Collective Bargaining Agreement
Work Force. 18.1 Any vacancy or newly created position will 13.1 When vacancies occur within a division of the Department of Community Corrections, notices of such vacancies shall be posted for at least seven all units. Within a five (75) calendar days prior to the filling of such a position in the departments where they occur and on the appropriate employee bulletin boards. Such notice will include class, shift, building, and days off. Employees, including intermittent employees, may bid on such vacancy or newly created position by submitting written application prior to the expiration date work day time period of the posting, all employees currently working at a position requiring the same qualifications, shall apply in writing setting forth his/her qualifications and reasons for transfer. Intermittent employees who submit a bid may be selected for a settled vacancy or newly created position only if no permanent or probationary employee submits a bid or is selected for that position. In the selection of employees for such vacancy or newly created positionAll qualified, consideration permanent, non-intermittent applicants shall be given an appointment for an interview with management staff of the unit involved. A recommendation which takes seniority into account, along with qualifications and other factors, shall then be forwarded to classification seniority and the employee's ability and capacity to perform Department Director or designee for final approval or disapproval. If approved, transfer is made as soon as possible since unit heads concerned are involved in procedure. If disapproved the jobunsuccessful applicant shall be given notice of the reason(s) for disapproval if the employee requests such notice in writing. Positions with incumbents which are reclassified shall not If no permanent, non-intermittent employee is selected as a result of this process, qualified permanent intermittent employees will then be considered vacant or newly created following the same process as for non- intermittent employees who have applied for the purpose of transfer if transfer. To be considered, intermittent employees must have worked for the incumbent is employer within one (1) year of meeting the minimum qualifications on previous year, from the date of reclassificationtheir application for the transfer. The recommendation and final decision cannot be grieved.
(a) 13.2 In the event it becomes necessary to lay off employees for any reason, employees shall be laid off in the inverse order of their seniority, seniority provided all temporary, provisional probationary and intermittent employees, in that classification, in that order, temporary employees are released laid off first. No permanent position shall be eliminated until all emergency, temporary and provisional employees in the same classification are released. No employee's regular hours of work will be reduced as the result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution workers, etc. Employees shall be recalled from layoff according to their seniority. No new employees shall be hired until all employees on layoff status desiring to return to work have been recalled.
(b) . Employees no longer working for the county County will remain eligible for reinstatement from layoff status for a minimum of two years from the date of their layoff. After this initial two-year period, eligibility for reinstatement from layoff shall be extended each year that the employee notifies Human Resources of their continuing interest in reinstatement up to a maximum of ten years. Such notification of continuing interest shall be in writing to the Director of Human Resources and shall be made within 60 days following the anniversary date of the employee’s layoff and include a current address and phone number of the employee on layoff. If no notice is received received, the employee’s name will be removed from the recall list and the employee will no longer be eligible for reinstatement. After ten years years, the laid-off employee’s eligibility for reinstatement shall expire. It is the responsibility of the employee on lay-off to keep a current address and phone number on file in Human Resources any time such contact information changes. Inability to contact the employee caused by the employee’s failure to update their address or phone number will result in the employee losing their eligibility for reinstatement.
18.3 13.3 Employees displaced by the elimination of jobs through consolidation (combining the duties of two or more jobs), the installation of new equipment or machinery, the curtailment or replacement of existing facilities,, the development of new facilities or for any other reason, shall be permitted to exercise
Appears in 1 contract
Sources: Labor Agreement
Work Force. 18.1 Any vacancy or newly created position will 17.1 Employees desiring to transfer to other jobs shall submit an application in writing to the Employer.
(a) Employees, by classification, excluding intermittent employees, shall be eligible to bid for a preferred shift and be considered on the basis of seniority. Notices shall be posted for at least seven five (75) calendar days prior to work days. The employees must adequately perform the filling of such a position duties assigned in the departments where they occur and on new shift or be returned to his/her original shift.
(b) In the appropriate employee bulletin boardsevent the Employer believes that approving an employee's bid for a preferred shift would result in the diminishing of a therapeutic opportunity for a patient or resident, the bid application may be refused. Such notice will include class, shift, building, and days off. Employees, including intermittent employees, may bid on such vacancy or newly created position by submitting written application prior to the expiration date of the posting. Intermittent employees who submit a bid may be selected for a settled vacancy or newly created position only if no permanent or probationary employee submits a bid or is selected for that position. In the selection of employees for such vacancy or newly created position, consideration refusal shall be given to classification seniority and in writing with a statement of reasons. The employee may at his/her option appeal the employee's ability and capacity to perform refusal through the job. Positions with incumbents which are reclassified shall not be considered vacant or newly created for the purpose of transfer if the incumbent is within one (1) year of meeting the minimum qualifications on the date of reclassificationgrievance procedure.
(a) In the event it becomes necessary to lay off employees for any reason, employees shall be laid off in the inverse order of their seniority, provided all temporary, provisional and intermittent employees, in that classification, in that order, are released first. Employees shall be permitted to exercise their seniority rights to any classification previously held before being subject to layoff. No permanent position shall be eliminated until all emergency, temporary and provisional employees in the same classification are released. No employee's regular hours of work will be reduced as the result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution workers, etc. If a permanent employee in an AFSCME bargaining unit is laid off, the employee would have a right to a vacant position within the same classification within other AFSCME bargaining units, subject to completion of a probationary period. Employees shall be recalled from layoff according to their seniority. No new employees shall be hired until all employees on layoff status desiring to return to work have been recalled.
(b) Employees no longer working for the county will remain eligible for reinstatement from layoff status for a minimum of two years from the date of their layoff. After this initial two-year period, eligibility for reinstatement from layoff shall be extended each year that the employee notifies Human Resources of their continuing interest in reinstatement up to a maximum of ten years. Such notification of continuing interest shall be in writing to the Director of Human Resources and shall be made within 60 days following the anniversary date of the employee’s layoff and include a current address and phone number of the employee on layoff. If no notice is received the employee’s name will be removed from the recall list and the employee will no longer be eligible for reinstatement. After ten years the laid-off employee’s eligibility for reinstatement shall expire. It is the responsibility of the employee on lay-off to keep a current address and phone number on file in Human Resources any time such contact information changes. Inability to contact the employee caused by the employee’s failure to update their address or phone number will result in the employee losing their eligibility for reinstatement.
18.3 Employees displaced by the elimination of jobs through consolidation (combining the duties of two or more jobs), the installation of new equipment or machinery, the curtailment or replacement of existing facilities,
Appears in 1 contract
Sources: Collective Bargaining Agreement
Work Force. 18.1 17.1 Any vacancy or newly created position will be posted in a conspicuous place in the buildings where the employees within the bargaining unit work. Such notice shall be posted for at least seven five (75) calendar work days prior to the filling of such a position in the departments where they occur and on the appropriate employee bulletin boardsvacancy or newly created position. Such notice will include class, shift, building, and days off. Employees, including Employees excluding intermittent employees, may bid on such vacancy or newly created position by submitting written application prior to the expiration date of the posting. Intermittent employees who submit a bid may be selected for a settled vacancy or newly created position only if no permanent or probationary employee submits a bid or is selected for that position. In the selection of employees for such vacancy or newly created position, position consideration shall be given to classification seniority and the employee's ability and capacity to perform the job. Positions with incumbents which are reclassified shall not be considered vacant or newly created for the purpose of transfer if the incumbent is within one (1) year of meeting the minimum qualifications on the date of reclassification.
(17.2 A permanent or probationary Case Aide who applies to transfer in classification from Case Aide 1 to Financial Worker 1, from Case Aide 2 to Financial Worker 2, or from Case Aide 3 to Financial Worker 3, may be deemed to be eligible for such transfer, notwithstanding the requirement that a transfer may not operate as a promotion.
a) In the event it becomes necessary to lay off employees for any reason, employees shall be laid off in the inverse order of their seniorityseniority within the classification, provided all temporary, provisional and intermittent employees, in that classification, in that order, are released first. No permanent position shall be eliminated until all emergencyintermittent, temporary and provisional employees in the same classification are released. All career development ladders shall be treated as one classification for the purpose of the application of this Article. Employees shall be permitted to exercise their seniority rights to any classification previously held before being subject to layoff. If a permanent employee in an AFSCME bargaining unit is laid off, the employee would have the right to a vacant position within the same classification within other AFSCME bargaining units subject to completion of probationary period. No employee's regular hours of work will be reduced as the result of using "free labor". "Free labor" is defined as volunteers, community service people, restitution workers, etc. Employees shall be recalled from layoff according to their seniority. No new employees shall be hired in the classification until all employees on layoff status desiring to return to work have been recalled.
(b) Employees no longer working for the county County will remain eligible for reinstatement from layoff status for a minimum of two years from the date of their layoff. After this initial two-year period, eligibility for reinstatement from layoff shall be extended each year that the employee notifies Human Resources of their continuing interest in reinstatement up to a maximum of ten years. Such notification of continuing interest shall be in writing to the Director of Human Resources and shall be made within 60 days following the anniversary date of the employee’s layoff and include a current address and phone number of the employee on layoff. If no notice is received received, the employee’s name will be removed from the recall list and the employee will no longer be eligible for reinstatement. After ten years years, the laid-off employee’s eligibility for reinstatement shall expire. It is the responsibility of the employee on lay-off to keep a current address and phone number on file in Human Resources any time such contact information changes. Inability to contact the employee caused by the employee’s failure to update their address or phone number will result in the employee losing their eligibility for reinstatement.
18.3 Employees displaced 17.4 An employee appointed to a position in another ▇▇▇▇▇▇ County AFSCME bargaining unit or other non-supervisory ▇▇▇▇▇▇ County bargaining unit shall maintain their AFSCME bargaining unit seniority in all job classifications in which the employee has been employed. The employee may return to the bargaining unit and may exercise their AFSCME bargaining unit seniority in any previously held class if subsequently laid off from a position in another ▇▇▇▇▇▇ County AFSCME bargaining unit or other non-supervisory ▇▇▇▇▇▇ County bargaining unit.
17.5 If an employee is notified in writing by the elimination employer that they will be laid off, is on layoff or is in a lower class because they exercised their bumping rights under this Article, that employee shall be placed at the employee's request, on a re-employment register for any class for which the employee meets the minimum qualifications. When a requisition is received by the Human Resources Department for a class where the re-employment register contains the names of jobs employees identified by this Article, those employees shall be included with the certification from the eligible register. If a requisition is received by the Human Resources Department for a job class for which there is no current register, employees on a re-employment register for the class under the terms of this Article, will be referred to the appointing officer for consideration. Employees covered by this section will also be eligible for placement through consolidation (combining the duties of County’s Job Mobility Program for any job class for which the employee meets the minimum qualifications. Eligibility for this benefit shall expire after an employee has been on layoff for two years or more jobs)when the employee passes probation for a position obtained under this Article.
17.6 If the County, or a County department, determines that employees in a specific job classification within a bargaining unit will be laid off, the installation employer may allow employees in that classification and bargaining unit to volunteer to be laid off, such that less senior employees would be retained. Employees responding to the employer’s request for volunteers will be considered in order of new equipment their classification seniority within their department. Employees who accept a voluntary layoff will be recalled in order of their classification seniority among those on layoff status. Employees on voluntary layoff may waive reinstatement unless they are the least senior employee in the classification on layoff status.
17.7 New employees of the department shall be subject to all provisions of this contract limited only by the following:
(1) New employees shall be subject to the following probationary period: Full-time employees shall have a six (6) month probationary period. Part-time and intermittent employees shall have a probationary period of 1,040 hours or machineryone (1) year, whichever comes first.
(2) New employees may be assigned duties on such basis as deemed necessary for them to be properly trained for the work they are hired to perform.
(3) Full-time employees shall serve a six month or one year probationary period. The one year probationary period shall apply to persons entering a classification or classification series that requires college graduation as a minimum qualification. All employees that receive a career ladder promotion shall serve a three month probationary period. Part-time or intermittent employees shall have a probationary period of the equivalent number of hours as full-time employees or twice the time of probation, whichever comes first. (e.g. 6 month probationary period - 1,040 hours or 1 year.)
(4) All Financial Workers 1 shall serve a nine (9) month probationary period.
17.8 Child Protection Worker Series. Hiring into the classification, Child Protection Worker, will occur through existing Personnel procedures. Individuals permanently appointed to the classification, Child Protection Worker, who elect to accept a voluntary demotion to Social Worker may request reinstatement to the Child Protection Worker classification for up to three (3) years from the date of their voluntary demotion. For the purposes of bidding into a Social Worker position, a Child Protection Worker's seniority will be determined based on their combined seniority in both the Social Worker and Child Protection Worker class. In order to be eligible to accept a Social Worker position outside of child protection, a Child Protection Worker must request a voluntary demotion to Social Worker. For the purposes of - 17b - bidding within child protection, seniority in the classification will be used. Social Worker 3's may request a transfer to a child protection position and maintain their rate of pay and classification as a Social Worker 3. A one year probationary period will be served from the date of the transfer. Social Worker 3's may request career development to Senior Child Protection Worker after passing probation and meeting the minimum qualifications. Social Worker 3's passing probation will receive Child Protection Worker seniority for all time spent working in a Child Protection Worker position. Social Worker 3's transferring under this clause may bid on child protection positions. In the event of a layoff in the Social Worker or Child Protection Worker series, seniority will be determined based on the employee's combined seniority within the two classifications. In the event that a layoff results in a vacancy within the Child Protection Worker classification, management has the right to administratively reassign social work staff meeting the minimum qualifications of the Child Protection Worker classification to the vacancy, pending a permanent appointment.
17.9 Mental Health Practitioner/Professional & Social Worker 2/Social Worker 3 Series. Hiring into the classifications, Mental Health Practitioner, Mental Health Professional, Social Worker 2 and Social Worker 3 will occur through existing Personnel rules. Employees must meet the minimum qualifications for the job classes within these series. Bidding between these positions will be as follows: ▪ A Social Worker 2 may bid on a Mental Health Practitioner vacancy provided they possess the minimum education requirements and conversely, a Mental Health Practitioner may bid on a Social Worker 2 vacancy. ▪ A Social Worker 3 may bid on a Mental Health Professional vacancy provided the employee has one of the identified required licenses which qualify as a Mental Health Professional in the State of Minnesota. Conversely, a Mental Health Professional may bid on a Social Worker 3 vacancy. Social Worker 2’s who transfer to a Mental Health Practitioner vacancy may request career development to Mental Health Professional after passing probation and meeting the minimum qualifications. For the purposes of bidding between Social Worker and Mental Health Practitioner/Professional classes, a worker’s seniority will be determined based on the worker’s combined seniority in both the Social Worker and Mental Health classes. For the purposes of bidding within a classification, the curtailment worker’s seniority in that classification shall be used. In the event of a layoff in the Social Worker series or replacement Mental Health Practitioner or Professional titles, seniority will be determined based on the employee’s combined seniority within the two classifications. In the event that a layoff results in a vacancy within either titles, management has the right to administratively reassign staff who meet the minimum qualifications of existing facilities,the job classification to the vacancy, pending a permanent appointment.
17.10 Employees appointed outside the bargaining unit shall maintain their seniority in the unit through the end of their probationary period.
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Sources: Collective Bargaining Agreement