14. Work Assignments
14. Work Assignments
14. Work Assignments
14. Work Assignments
The Union recognizes the Charter authority of the Superintendent in assigning employees under their direction. The following does not negate the authority of the Superintendent under the City Charter and Civil Service, but is an effort to establish acceptable procedures to be followed in making assignments. The following also does not limit the authority of the Appointing Officer to determine if and when a vacant position will be filled.
The Union recognizes the Charter authority of the Superintendent in assigning employees under their direction. The following does not negate the authority of the Superintendent under the City Charter and Civil Service, but is an effort to establish acceptable procedures to be followed in making assignments. The following also does not limit the authority of the Appointing Officer to determine if and when a vacant position will be filled.
The Union recognizes the Charter authority of the Superintendent in assigning employees under their direction. The following does not negate the authority of the Superintendent under the City Charter and Civil Service, but is an effort to establish acceptable procedures to be followed in making assignments. The following also does not limit the authority of the Appointing Officer to determine if and when a vacant position will be filled.
The Union recognizes the Charter authority of the Superintendent in assigning employees under their direction. The following does not negate the authority of the Superintendent under the City Charter and Civil Service, but is an effort to establish acceptable procedures to be followed in making assignments. The following also does not limit the authority of the Appointing Officer to determine if and when a vacant position will be filled.
14.1 The District, realizing staffing reductions could result in increased workload pressure upon employees, agrees to attempt to equitably distribute the workload among employees and any increased workload will be duly considered in performance evaluations and promotional interviews.
14.1 The District, realizing staffing reductions could result in increased workload pressure upon employees, agrees to attempt to equitably distribute the workload among employees and any increased workload will be duly considered in performance evaluations and promotional interviews.
14.1 The District, realizing staffing reductions could result in increased workload pressure upon employees, agrees to attempt to equitably distribute the workload among employees and any increased workload will be duly considered in performance evaluations and promotional interviews.
14.1 The District, realizing staffing reductions could result in increased workload pressure upon employees, agrees to attempt to equitably distribute the workload among employees and any increased workload will be duly considered in performance evaluations and promotional interviews.
14.1.1 The District acknowledges that employees may not be able to accomplish the additional work created by staffing reduction and increased workload in the same standard as their prior workload.
14.1.1 The District acknowledges that employees may not be able to accomplish the additional work created by staffing reduction and increased workload in the same standard as their prior workload.
14.1.1 The District acknowledges that employees may not be able to accomplish the additional work created by staffing reduction and increased workload in the same standard as their prior workload.
14.1.1 The District acknowledges that employees may not be able to accomplish the additional work created by staffing reduction and increased workload in the same standard as their prior workload.
14.2 The District will provide specifically requested information relating to staff levels and workload in a given department upon written request to the Head of Human Resources.
14.2 The District will provide specifically requested information relating to staff levels and workload in a given department upon written request to the Head of Human Resources.
14.2 The District will provide specifically requested information relating to staff levels and workload in a given department upon written request to the Head of Human Resources.
14.2 The District will provide specifically requested information relating to staff levels and workload in a given department upon written request to the Head of Human Resources.
14.3 When requested by the Union, upon mutual agreement of the District, the District will perform a desk audit of positions and meet with the Union to evaluate options for classifications and workload adjustments.
14.3 When requested by the Union, upon mutual agreement of the District, the District will perform a desk audit of positions and meet with the Union to evaluate options for classifications and workload adjustments.
14.3 When requested by the Union, upon mutual agreement of the District, the District will perform a desk audit of positions and meet with the Union to evaluate options for classifications and workload adjustments.
14.3 When requested by the Union, upon mutual agreement of the District, the District will perform a desk audit of positions and meet with the Union to evaluate options for classifications and workload adjustments.
14.4 When requested by the Union, the District and the Union will meet at reasonable intervals to evaluate strategies to increase recruitment and retention. Such strategies shall not include matters that are properly the subject of negotiations.
14.4 When requested by the Union, the District and the Union will meet at reasonable intervals to evaluate strategies to increase recruitment and retention. Such strategies shall not include matters that are properly the subject of negotiations.
14.4 When requested by the Union, the District and the Union will meet at reasonable intervals to evaluate strategies to increase recruitment and retention. Such strategies shall not include matters that are properly the subject of negotiations.
14.4 When requested by the Union, the District and the Union will meet at reasonable intervals to evaluate strategies to increase recruitment and retention. Such strategies shall not include matters that are properly the subject of negotiations.
14.5 No member in the bargaining unit shall be requested to serve in place of a certificated personnel.
14.5 No member in the bargaining unit shall be requested to serve in place of a certificated personnel.
14.5 No member in the bargaining unit shall be requested to serve in place of a certificated personnel.
14.5 No member in the bargaining unit shall be requested to serve in place of a certificated personnel.
14.6 Training in new procedures and equipment will be provided in the normal course of business.
14.6 Training in new procedures and equipment will be provided in the normal course of business.
14.6 Training in new procedures and equipment will be provided in the normal course of business.
14.6 Training in new procedures and equipment will be provided in the normal course of business.
14.7 Employees who are required to perform work-related duties beyond their normal workday shall be compensated in accordance with section 5.5.9 (overtime) of this Agreement.
14.7 Employees who are required to perform work-related duties beyond their normal workday shall be compensated in accordance with section 5.5.9 (overtime) of this Agreement.
14.7 Employees who are required to perform work-related duties beyond their normal workday shall be compensated in accordance with section 5.5.9 (overtime) of this Agreement.
14.7 Employees who are required to perform work-related duties beyond their normal workday shall be compensated in accordance with section 5.5.9 (overtime) of this Agreement.
14.7.1 Advance notice will normally be given to an employee required to work overtime or extra time. Volunteers for such assignments will normally be sought, on a rotational seniority basis among qualified members in the department or site. The supervisor will make an effort to equalize overtime among volunteers on an annual basis. Employees shall work overtime and extra time assignments, but may be excused from this obligation at the discretion of the District.
14.7.1 Advance notice will normally be given to an employee required to work overtime or extra time. Volunteers for such assignments will normally be sought, on a rotational seniority basis among qualified members in the department or site. The supervisor will make an effort to equalize overtime among volunteers on an annual basis. Employees shall work overtime and extra time assignments, but may be excused from this obligation at the discretion of the District.
14.7.1 Advance notice will normally be given to an employee required to work overtime or extra time. Volunteers for such assignments will normally be sought, on a rotational seniority basis among qualified members in the department or site. The supervisor will make an effort to equalize overtime among volunteers on an annual basis. Employees shall work overtime and extra time assignments, but may be excused from this obligation at the discretion of the District.
14.7.1 Advance notice will normally be given to an employee required to work overtime or extra time. Volunteers for such assignments will normally be sought, on a rotational seniority basis among qualified members in the department or site. The supervisor will make an effort to equalize overtime among volunteers on an annual basis. Employees shall work overtime and extra time assignments, but may be excused from this obligation at the discretion of the District.
14.8 No employee shall be required to perform personal errands for other members of the staff.
14.8 No employee shall be required to perform personal errands for other members of the staff.
14.8 No employee shall be required to perform personal errands for other members of the staff.
14.8 No employee shall be required to perform personal errands for other members of the staff.
14.9 Members of the bargaining unit will receive consideration in the filling of vacancies for the summer school program on the basis of program needs and seniority. All things being equal, seniority will be the governing factor.
14.9 Members of the bargaining unit will receive consideration in the filling of vacancies for the summer school program on the basis of program needs and seniority. All things being equal, seniority will be the governing factor.
14.9 Members of the bargaining unit will receive consideration in the filling of vacancies for the summer school program on the basis of program needs and seniority. All things being equal, seniority will be the governing factor.
14.9 Members of the bargaining unit will receive consideration in the filling of vacancies for the summer school program on the basis of program needs and seniority. All things being equal, seniority will be the governing factor.
14.10 In the event that regular, additional work hours are available at a job site, a bargaining unit member working four (4) hours per day, or less, shall receive, upon request, priority consideration for having an increase in their assigned hours.
14.10 In the event that regular, additional work hours are available at a job site, a bargaining unit member working four (4) hours per day, or less, shall receive, upon request, priority consideration for having an increase in their assigned hours.
14.10 In the event that regular, additional work hours are available at a job site, a bargaining unit member working four (4) hours per day, or less, shall receive, upon request, priority consideration for having an increase in their assigned hours.
14.10 In the event that regular, additional work hours are available at a job site, a bargaining unit member working four (4) hours per day, or less, shall receive, upon request, priority consideration for having an increase in their assigned hours.
14.11 An employee whose regularly assigned schedule and/or work hours is changed by the District will be given twenty one (21) calendar days’ notice of such change. When any changes in regularly assigned schedules impacts more than five (5) unit members, the union will be concurrently notified in advance of the change(s). Involuntary changes in regularly assigned schedules and/or work hours will be made on a reverse seniority basis. Permanent employees will have priority of assigned schedules over on-call as-needed employees. The District shall meet and confer with the Union upon request over the effects of any schedule changes.
14.11 An employee whose regularly assigned schedule and/or work hours is changed by the District will be given twenty one (21) calendar days’ notice of such change. When any changes in regularly assigned schedules impacts more than five (5) unit members, the union will be concurrently notified in advance of the change(s). Involuntary changes in regularly assigned schedules and/or work hours will be made on a reverse seniority basis. Permanent employees will have priority of assigned schedules over on-call as-needed employees. The District shall meet and confer with the Union upon request over the effects of any schedule changes.
14.11 An employee whose regularly assigned schedule and/or work hours is changed by the District will be given twenty one (21) calendar days’ notice of such change. When any changes in regularly assigned schedules impacts more than five (5) unit members, the union will be concurrently notified in advance of the change(s). Involuntary changes in regularly assigned schedules and/or work hours will be made on a reverse seniority basis. Permanent employees will have priority of assigned schedules over on-call as-needed employees. The District shall meet and confer with the Union upon request over the effects of any schedule changes.
14.11 An employee whose regularly assigned schedule and/or work hours is changed by the District will be given twenty one (21) calendar days’ notice of such change. When any changes in regularly assigned schedules impacts more than five (5) unit members, the union will be concurrently notified in advance of the change(s). Involuntary changes in regularly assigned schedules and/or work hours will be made on a reverse seniority basis. Permanent employees will have priority of assigned schedules over on-call as-needed employees. The District shall meet and confer with the Union upon request over the effects of any schedule changes.
14.12 Confidential Employee Work Assignments
14.12 Confidential Employee Work Assignments
14.12 Confidential Employee Work Assignments
14.12 Confidential Employee Work Assignments
The District shall notify the Union on or before July 15 of each year as to what unit classifications and number of employees are with “confidential” status as of that date. Thereafter, the District shall notify the Union thirty (30) days prior to any additional designation of unit classification as “confidential.” Upon request, the District shall meet and confer with the Union.
The District shall notify the Union on or before July 15 of each year as to what unit classifications and number of employees are with “confidential” status as of that date. Thereafter, the District shall notify the Union thirty (30) days prior to any additional designation of unit classification as “confidential.” Upon request, the District shall meet and confer with the Union.
The District shall notify the Union on or before July 15 of each year as to what unit classifications and number of employees are with “confidential” status as of that date. Thereafter, the District shall notify the Union thirty (30) days prior to any additional designation of unit classification as “confidential.” Upon request, the District shall meet and confer with the Union.
The District shall notify the Union on or before July 15 of each year as to what unit classifications and number of employees are with “confidential” status as of that date. Thereafter, the District shall notify the Union thirty (30) days prior to any additional designation of unit classification as “confidential.” Upon request, the District shall meet and confer with the Union.
14.13 Voluntary Reduced Work Week
14.13 Voluntary Reduced Work Week
14.13 Voluntary Reduced Work Week
14.13 Voluntary Reduced Work Week
- Employees in any classification, upon the recommendation of the Superintendent and subject to the approval of the Director of Human Resources, may voluntarily elect to work a reduced work week for a specific period of time. Such reduced work week shall not be less than twenty (20) hours per week for a period of not less than three (3), nor more than six (6) continuous months during the fiscal year.
- Employees in any classification, upon the recommendation of the Superintendent and subject to the approval of the Director of Human Resources, may voluntarily elect to work a reduced work week for a specific period of time. Such reduced work week shall not be less than twenty (20) hours per week for a period of not less than three (3), nor more than six (6) continuous months during the fiscal year.
- Employees in any classification, upon the recommendation of the Superintendent and subject to the approval of the Director of Human Resources, may voluntarily elect to work a reduced work week for a specific period of time. Such reduced work week shall not be less than twenty (20) hours per week for a period of not less than three (3), nor more than six (6) continuous months during the fiscal year.
- Employees in any classification, upon the recommendation of the Superintendent and subject to the approval of the Director of Human Resources, may voluntarily elect to work a reduced work week for a specific period of time. Such reduced work week shall not be less than twenty (20) hours per week for a period of not less than three (3), nor more than six (6) continuous months during the fiscal year.
- Pay, vacation, holidays and sick pay shall be reduced in accordance with such reduced work week. Voluntary reduction of hours shall have no effect on health service coverage, dental coverage, salary step increases and seniority for layoff purposes.
- Pay, vacation, holidays and sick pay shall be reduced in accordance with such reduced work week. Voluntary reduction of hours shall have no effect on health service coverage, dental coverage, salary step increases and seniority for layoff purposes.
- Pay, vacation, holidays and sick pay shall be reduced in accordance with such reduced work week. Voluntary reduction of hours shall have no effect on health service coverage, dental coverage, salary step increases and seniority for layoff purposes.
- Pay, vacation, holidays and sick pay shall be reduced in accordance with such reduced work week. Voluntary reduction of hours shall have no effect on health service coverage, dental coverage, salary step increases and seniority for layoff purposes.
- Employees in any classification, upon the recommendation of the Superintendent and subject to the approval of the Director of Human Resources, may voluntarily elect to work a reduced work week for a specific period of time. Such reduced work week shall not be less than twenty (20) hours per week for a period of not less than three (3), nor more than six (6) continuous months during the fiscal year.
- Employees in any classification, upon the recommendation of the Superintendent and subject to the approval of the Director of Human Resources, may voluntarily elect to work a reduced work week for a specific period of time. Such reduced work week shall not be less than twenty (20) hours per week for a period of not less than three (3), nor more than six (6) continuous months during the fiscal year.
- Employees in any classification, upon the recommendation of the Superintendent and subject to the approval of the Director of Human Resources, may voluntarily elect to work a reduced work week for a specific period of time. Such reduced work week shall not be less than twenty (20) hours per week for a period of not less than three (3), nor more than six (6) continuous months during the fiscal year.
- Employees in any classification, upon the recommendation of the Superintendent and subject to the approval of the Director of Human Resources, may voluntarily elect to work a reduced work week for a specific period of time. Such reduced work week shall not be less than twenty (20) hours per week for a period of not less than three (3), nor more than six (6) continuous months during the fiscal year.
- Pay, vacation, holidays and sick pay shall be reduced in accordance with such reduced work week. Voluntary reduction of hours shall have no effect on health service coverage, dental coverage, salary step increases and seniority for layoff purposes.
- Pay, vacation, holidays and sick pay shall be reduced in accordance with such reduced work week. Voluntary reduction of hours shall have no effect on health service coverage, dental coverage, salary step increases and seniority for layoff purposes.
- Pay, vacation, holidays and sick pay shall be reduced in accordance with such reduced work week. Voluntary reduction of hours shall have no effect on health service coverage, dental coverage, salary step increases and seniority for layoff purposes.
- Pay, vacation, holidays and sick pay shall be reduced in accordance with such reduced work week. Voluntary reduction of hours shall have no effect on health service coverage, dental coverage, salary step increases and seniority for layoff purposes.
- Employees in any classification, upon the recommendation of the Superintendent and subject to the approval of the Director of Human Resources, may voluntarily elect to work a reduced work week for a specific period of time. Such reduced work week shall not be less than twenty (20) hours per week for a period of not less than three (3), nor more than six (6) continuous months during the fiscal year.
- Employees in any classification, upon the recommendation of the Superintendent and subject to the approval of the Director of Human Resources, may voluntarily elect to work a reduced work week for a specific period of time. Such reduced work week shall not be less than twenty (20) hours per week for a period of not less than three (3), nor more than six (6) continuous months during the fiscal year.
- Employees in any classification, upon the recommendation of the Superintendent and subject to the approval of the Director of Human Resources, may voluntarily elect to work a reduced work week for a specific period of time. Such reduced work week shall not be less than twenty (20) hours per week for a period of not less than three (3), nor more than six (6) continuous months during the fiscal year.
- Employees in any classification, upon the recommendation of the Superintendent and subject to the approval of the Director of Human Resources, may voluntarily elect to work a reduced work week for a specific period of time. Such reduced work week shall not be less than twenty (20) hours per week for a period of not less than three (3), nor more than six (6) continuous months during the fiscal year.
- Pay, vacation, holidays and sick pay shall be reduced in accordance with such reduced work week. Voluntary reduction of hours shall have no effect on health service coverage, dental coverage, salary step increases and seniority for layoff purposes.
- Pay, vacation, holidays and sick pay shall be reduced in accordance with such reduced work week. Voluntary reduction of hours shall have no effect on health service coverage, dental coverage, salary step increases and seniority for layoff purposes.
- Pay, vacation, holidays and sick pay shall be reduced in accordance with such reduced work week. Voluntary reduction of hours shall have no effect on health service coverage, dental coverage, salary step increases and seniority for layoff purposes.
- Pay, vacation, holidays and sick pay shall be reduced in accordance with such reduced work week. Voluntary reduction of hours shall have no effect on health service coverage, dental coverage, salary step increases and seniority for layoff purposes.
- Employees in any classification, upon the recommendation of the Superintendent and subject to the approval of the Director of Human Resources, may voluntarily elect to work a reduced work week for a specific period of time. Such reduced work week shall not be less than twenty (20) hours per week for a period of not less than three (3), nor more than six (6) continuous months during the fiscal year.
- Employees in any classification, upon the recommendation of the Superintendent and subject to the approval of the Director of Human Resources, may voluntarily elect to work a reduced work week for a specific period of time. Such reduced work week shall not be less than twenty (20) hours per week for a period of not less than three (3), nor more than six (6) continuous months during the fiscal year.
- Employees in any classification, upon the recommendation of the Superintendent and subject to the approval of the Director of Human Resources, may voluntarily elect to work a reduced work week for a specific period of time. Such reduced work week shall not be less than twenty (20) hours per week for a period of not less than three (3), nor more than six (6) continuous months during the fiscal year.
- Employees in any classification, upon the recommendation of the Superintendent and subject to the approval of the Director of Human Resources, may voluntarily elect to work a reduced work week for a specific period of time. Such reduced work week shall not be less than twenty (20) hours per week for a period of not less than three (3), nor more than six (6) continuous months during the fiscal year.
- Pay, vacation, holidays and sick pay shall be reduced in accordance with such reduced work week. Voluntary reduction of hours shall have no effect on health service coverage, dental coverage, salary step increases and seniority for layoff purposes.
- Pay, vacation, holidays and sick pay shall be reduced in accordance with such reduced work week. Voluntary reduction of hours shall have no effect on health service coverage, dental coverage, salary step increases and seniority for layoff purposes.
- Pay, vacation, holidays and sick pay shall be reduced in accordance with such reduced work week. Voluntary reduction of hours shall have no effect on health service coverage, dental coverage, salary step increases and seniority for layoff purposes.
- Pay, vacation, holidays and sick pay shall be reduced in accordance with such reduced work week. Voluntary reduction of hours shall have no effect on health service coverage, dental coverage, salary step increases and seniority for layoff purposes.
14.14 Attribution of Hours
14.14 Attribution of Hours
14.14 Attribution of Hours
14.14 Attribution of Hours
14.14.1 A classified employee who is assigned to work a minimum of thirty (30) minutes per day in excess of their original schedule, for a period of twenty (20) consecutive working days or more, shall have their FTE adjusted to reflect the new schedule they are being asked to work. The supervisor must submit an increased work form to Human Resources outlining the new FTE and the dates for which the additional hours will be needed. At the conclusion of the need for additional work, the employee will be returned to the originally assigned FTE. Requests for increased FTE may not cross the fiscal year. If the department desires the employee to continue in the higher FTE beyond the fiscal year, the employee must be offered the higher FTE on a permanent basis.
14.14.1 A classified employee who is assigned to work a minimum of thirty (30) minutes per day in excess of their original schedule, for a period of twenty (20) consecutive working days or more, shall have their FTE adjusted to reflect the new schedule they are being asked to work. The supervisor must submit an increased work form to Human Resources outlining the new FTE and the dates for which the additional hours will be needed. At the conclusion of the need for additional work, the employee will be returned to the originally assigned FTE. Requests for increased FTE may not cross the fiscal year. If the department desires the employee to continue in the higher FTE beyond the fiscal year, the employee must be offered the higher FTE on a permanent basis.
14.14.1 A classified employee who is assigned to work a minimum of thirty (30) minutes per day in excess of their original schedule, for a period of twenty (20) consecutive working days or more, shall have their FTE adjusted to reflect the new schedule they are being asked to work. The supervisor must submit an increased work form to Human Resources outlining the new FTE and the dates for which the additional hours will be needed. At the conclusion of the need for additional work, the employee will be returned to the originally assigned FTE. Requests for increased FTE may not cross the fiscal year. If the department desires the employee to continue in the higher FTE beyond the fiscal year, the employee must be offered the higher FTE on a permanent basis.
14.14.1 A classified employee who is assigned to work a minimum of thirty (30) minutes per day in excess of their original schedule, for a period of twenty (20) consecutive working days or more, shall have their FTE adjusted to reflect the new schedule they are being asked to work. The supervisor must submit an increased work form to Human Resources outlining the new FTE and the dates for which the additional hours will be needed. At the conclusion of the need for additional work, the employee will be returned to the originally assigned FTE. Requests for increased FTE may not cross the fiscal year. If the department desires the employee to continue in the higher FTE beyond the fiscal year, the employee must be offered the higher FTE on a permanent basis.
14.15 Alternative Work Schedules
14.15 Alternative Work Schedules
14.15 Alternative Work Schedules
14.15 Alternative Work Schedules
14.15.1 The District may establish alternative work schedules available by mutual agreement to those employees whose duties are not required for a workweek of five (5) consecutive days. Work schedules do not include the work location.
14.15.1 The District may establish alternative work schedules available by mutual agreement to those employees whose duties are not required for a workweek of five (5) consecutive days. Work schedules do not include the work location.
14.15.1 The District may establish alternative work schedules available by mutual agreement to those employees whose duties are not required for a workweek of five (5) consecutive days. Work schedules do not include the work location.
14.15.1 The District may establish alternative work schedules available by mutual agreement to those employees whose duties are not required for a workweek of five (5) consecutive days. Work schedules do not include the work location.
14.15.2 Nothing herein shall restrict the District from establishing an alternative work schedule as part of a publicly posted job recruitment, or as a reasonable accommodation for a bargaining unit member with a qualifying need.
14.15.2 Nothing herein shall restrict the District from establishing an alternative work schedule as part of a publicly posted job recruitment, or as a reasonable accommodation for a bargaining unit member with a qualifying need.
14.15.2 Nothing herein shall restrict the District from establishing an alternative work schedule as part of a publicly posted job recruitment, or as a reasonable accommodation for a bargaining unit member with a qualifying need.
14.15.2 Nothing herein shall restrict the District from establishing an alternative work schedule as part of a publicly posted job recruitment, or as a reasonable accommodation for a bargaining unit member with a qualifying need.
14.16 Transportation for Workers Assigned to Multiple Worksites
14.16 Transportation for Workers Assigned to Multiple Worksites
14.16 Transportation for Workers Assigned to Multiple Worksites
14.16 Transportation for Workers Assigned to Multiple Worksites
14.16.1 Workers regularly assigned to multiple worksites and who use transit to travel between those worksites, or who drive a personal vehicle between sites, qualify for the mileage reimbursement program.
14.16.1 Workers regularly assigned to multiple worksites and who use transit to travel between those worksites, or who drive a personal vehicle between sites, qualify for the mileage reimbursement program.
14.16.1 Workers regularly assigned to multiple worksites and who use transit to travel between those worksites, or who drive a personal vehicle between sites, qualify for the mileage reimbursement program.
14.16.1 Workers regularly assigned to multiple worksites and who use transit to travel between those worksites, or who drive a personal vehicle between sites, qualify for the mileage reimbursement program.
Actual travel time for these employees will be included in daily hours assigned.
Actual travel time for these employees will be included in daily hours assigned.
Actual travel time for these employees will be included in daily hours assigned.
Actual travel time for these employees will be included in daily hours assigned.
14.17 Shift Bidding Process
14.17 Shift Bidding Process
14.17 Shift Bidding Process
14.17 Shift Bidding Process
14.17.1 Purpose
14.17.1 Purpose
14.17.1 Purpose
14.17.1 Purpose
To ensure consistency, transparency, and operational efficiency, the District and SEIU Local 1021 agree that all bargaining-unit employees in Custodial, Student Nutrition Services (SNS) shall participate in a single, district-wide annual bidding process for the subsequent school year within the unit member’s classification.
To ensure consistency, transparency, and operational efficiency, the District and SEIU Local 1021 agree that all bargaining-unit employees in Custodial, Student Nutrition Services (SNS) shall participate in a single, district-wide annual bidding process for the subsequent school year within the unit member’s classification.
To ensure consistency, transparency, and operational efficiency, the District and SEIU Local 1021 agree that all bargaining-unit employees in Custodial, Student Nutrition Services (SNS) shall participate in a single, district-wide annual bidding process for the subsequent school year within the unit member’s classification.
To ensure consistency, transparency, and operational efficiency, the District and SEIU Local 1021 agree that all bargaining-unit employees in Custodial, Student Nutrition Services (SNS) shall participate in a single, district-wide annual bidding process for the subsequent school year within the unit member’s classification.
14.17.2 Timing of the Annual Bid
14.17.2 Timing of the Annual Bid
14.17.2 Timing of the Annual Bid
14.17.2 Timing of the Annual Bid
The bidding process shall occur at least twice each fiscal year, as mutually agreed in writing by the District and Union, so long as there are open positions to be filled.
The bidding process shall occur at least twice each fiscal year, as mutually agreed in writing by the District and Union, so long as there are open positions to be filled.
The bidding process shall occur at least twice each fiscal year, as mutually agreed in writing by the District and Union, so long as there are open positions to be filled.
The bidding process shall occur at least twice each fiscal year, as mutually agreed in writing by the District and Union, so long as there are open positions to be filled.
All new assignments shall be announced at least one (1) month prior to the end of the employee’s work calendar in the current fiscal year.
All new assignments shall be announced at least one (1) month prior to the end of the employee’s work calendar in the current fiscal year.
All new assignments shall be announced at least one (1) month prior to the end of the employee’s work calendar in the current fiscal year.
All new assignments shall be announced at least one (1) month prior to the end of the employee’s work calendar in the current fiscal year.
No additional bidding processes shall occur. Any vacancies arising after completion of the cycle shall be handled under Section 14.15 Transfers.
No additional bidding processes shall occur. Any vacancies arising after completion of the cycle shall be handled under Section 14.15 Transfers.
No additional bidding processes shall occur. Any vacancies arising after completion of the cycle shall be handled under Section 14.15 Transfers.
No additional bidding processes shall occur. Any vacancies arising after completion of the cycle shall be handled under Section 14.15 Transfers.
14.17.3 Eligibility
14.17.3 Eligibility
14.17.3 Eligibility
14.17.3 Eligibility
All permanent (PCS) employees within the Custodial, SNS, units are eligible to participate in the bid within their respective classification(s).
All permanent (PCS) employees within the Custodial, SNS, units are eligible to participate in the bid within their respective classification(s).
All permanent (PCS) employees within the Custodial, SNS, units are eligible to participate in the bid within their respective classification(s).
All permanent (PCS) employees within the Custodial, SNS, units are eligible to participate in the bid within their respective classification(s).
Employees on approved leave may participate by submitting preferences in writing or electronically if it is their intention to return to service at the time the new bid will go into effect.
Employees on approved leave may participate by submitting preferences in writing or electronically if it is their intention to return to service at the time the new bid will go into effect.
Employees on approved leave may participate by submitting preferences in writing or electronically if it is their intention to return to service at the time the new bid will go into effect.
Employees on approved leave may participate by submitting preferences in writing or electronically if it is their intention to return to service at the time the new bid will go into effect.
Provisional and exempt employees are not eligible to bid in their first year of service. Management retains its right to assign substitute employees.
Provisional and exempt employees are not eligible to bid in their first year of service. Management retains its right to assign substitute employees.
Provisional and exempt employees are not eligible to bid in their first year of service. Management retains its right to assign substitute employees.
Provisional and exempt employees are not eligible to bid in their first year of service. Management retains its right to assign substitute employees.
14.17.4 Notice of Bidding
14.17.4 Notice of Bidding
14.17.4 Notice of Bidding
14.17.4 Notice of Bidding
- The District shall issue written notice of the upcoming bid at least four (4) weeks prior to the start of the process.
- The District shall issue written notice of the upcoming bid at least four (4) weeks prior to the start of the process.
- The District shall issue written notice of the upcoming bid at least four (4) weeks prior to the start of the process.
- The District shall issue written notice of the upcoming bid at least four (4) weeks prior to the start of the process.
- The District shall issue written notice of the upcoming bid at least four (4) weeks prior to the start of the process.
- The District shall issue written notice of the upcoming bid at least four (4) weeks prior to the start of the process.
- The District shall issue written notice of the upcoming bid at least four (4) weeks prior to the start of the process.
- The District shall issue written notice of the upcoming bid at least four (4) weeks prior to the start of the process.
- The District shall issue written notice of the upcoming bid at least four (4) weeks prior to the start of the process.
- The District shall issue written notice of the upcoming bid at least four (4) weeks prior to the start of the process.
- The District shall issue written notice of the upcoming bid at least four (4) weeks prior to the start of the process.
- The District shall issue written notice of the upcoming bid at least four (4) weeks prior to the start of the process.
- The District shall issue written notice of the upcoming bid at least four (4) weeks prior to the start of the process.
- The District shall issue written notice of the upcoming bid at least four (4) weeks prior to the start of the process.
- The District shall issue written notice of the upcoming bid at least four (4) weeks prior to the start of the process.
- The District shall issue written notice of the upcoming bid at least four (4) weeks prior to the start of the process.
2. Each notice shall include:
2. Each notice shall include:
2. Each notice shall include:
2. Each notice shall include:
a. Timeline and deadlines
a. Timeline and deadlines
a. Timeline and deadlines
a. Timeline and deadlines
b. A list of all known and anticipated openings by site, shift, hours, and program type
b. A list of all known and anticipated openings by site, shift, hours, and program type
b. A list of all known and anticipated openings by site, shift, hours, and program type
b. A list of all known and anticipated openings by site, shift, hours, and program type
c. Instructions for submitting bid preferences
c. Instructions for submitting bid preferences
c. Instructions for submitting bid preferences
c. Instructions for submitting bid preferences
d. The current seniority list for the affected classifications
d. The current seniority list for the affected classifications
d. The current seniority list for the affected classifications
d. The current seniority list for the affected classifications
3. All written materials shall be provided in English, Spanish, Chinese, and Tagalog, or in additional languages as mutually agreed.
3. All written materials shall be provided in English, Spanish, Chinese, and Tagalog, or in additional languages as mutually agreed.
3. All written materials shall be provided in English, Spanish, Chinese, and Tagalog, or in additional languages as mutually agreed.
3. All written materials shall be provided in English, Spanish, Chinese, and Tagalog, or in additional languages as mutually agreed.
14.17.5 Submission of Bids
14.17.5 Submission of Bids
14.17.5 Submission of Bids
14.17.5 Submission of Bids
- Employees shall have two (2) weeks from the date of having received their Bid Preference Form to submit their completed Bid Preference Form.
- Employees shall have two (2) weeks from the date of having received their Bid Preference Form to submit their completed Bid Preference Form.
- Employees shall have two (2) weeks from the date of having received their Bid Preference Form to submit their completed Bid Preference Form.
- Employees shall have two (2) weeks from the date of having received their Bid Preference Form to submit their completed Bid Preference Form.
- Each employee may list up to five (5) preferred assignments in order of preference.
- Each employee may list up to five (5) preferred assignments in order of preference.
- Each employee may list up to five (5) preferred assignments in order of preference.
- Each employee may list up to five (5) preferred assignments in order of preference.
- Failure to submit a Bid Preference Form by the deadline shall indicate intent to remain in the current assignment.
- Failure to submit a Bid Preference Form by the deadline shall indicate intent to remain in the current assignment.
- Failure to submit a Bid Preference Form by the deadline shall indicate intent to remain in the current assignment.
- Failure to submit a Bid Preference Form by the deadline shall indicate intent to remain in the current assignment.
- Employees shall have two (2) weeks from the date of having received their Bid Preference Form to submit their completed Bid Preference Form.
- Employees shall have two (2) weeks from the date of having received their Bid Preference Form to submit their completed Bid Preference Form.
- Employees shall have two (2) weeks from the date of having received their Bid Preference Form to submit their completed Bid Preference Form.
- Employees shall have two (2) weeks from the date of having received their Bid Preference Form to submit their completed Bid Preference Form.
- Each employee may list up to five (5) preferred assignments in order of preference.
- Each employee may list up to five (5) preferred assignments in order of preference.
- Each employee may list up to five (5) preferred assignments in order of preference.
- Each employee may list up to five (5) preferred assignments in order of preference.
- Failure to submit a Bid Preference Form by the deadline shall indicate intent to remain in the current assignment.
- Failure to submit a Bid Preference Form by the deadline shall indicate intent to remain in the current assignment.
- Failure to submit a Bid Preference Form by the deadline shall indicate intent to remain in the current assignment.
- Failure to submit a Bid Preference Form by the deadline shall indicate intent to remain in the current assignment.
- Employees shall have two (2) weeks from the date of having received their Bid Preference Form to submit their completed Bid Preference Form.
- Employees shall have two (2) weeks from the date of having received their Bid Preference Form to submit their completed Bid Preference Form.
- Employees shall have two (2) weeks from the date of having received their Bid Preference Form to submit their completed Bid Preference Form.
- Employees shall have two (2) weeks from the date of having received their Bid Preference Form to submit their completed Bid Preference Form.
- Each employee may list up to five (5) preferred assignments in order of preference.
- Each employee may list up to five (5) preferred assignments in order of preference.
- Each employee may list up to five (5) preferred assignments in order of preference.
- Each employee may list up to five (5) preferred assignments in order of preference.
- Failure to submit a Bid Preference Form by the deadline shall indicate intent to remain in the current assignment.
- Failure to submit a Bid Preference Form by the deadline shall indicate intent to remain in the current assignment.
- Failure to submit a Bid Preference Form by the deadline shall indicate intent to remain in the current assignment.
- Failure to submit a Bid Preference Form by the deadline shall indicate intent to remain in the current assignment.
- Employees shall have two (2) weeks from the date of having received their Bid Preference Form to submit their completed Bid Preference Form.
- Employees shall have two (2) weeks from the date of having received their Bid Preference Form to submit their completed Bid Preference Form.
- Employees shall have two (2) weeks from the date of having received their Bid Preference Form to submit their completed Bid Preference Form.
- Employees shall have two (2) weeks from the date of having received their Bid Preference Form to submit their completed Bid Preference Form.
- Each employee may list up to five (5) preferred assignments in order of preference.
- Each employee may list up to five (5) preferred assignments in order of preference.
- Each employee may list up to five (5) preferred assignments in order of preference.
- Each employee may list up to five (5) preferred assignments in order of preference.
- Failure to submit a Bid Preference Form by the deadline shall indicate intent to remain in the current assignment.
- Failure to submit a Bid Preference Form by the deadline shall indicate intent to remain in the current assignment.
- Failure to submit a Bid Preference Form by the deadline shall indicate intent to remain in the current assignment.
- Failure to submit a Bid Preference Form by the deadline shall indicate intent to remain in the current assignment.
14.17.6 Assignment of Positions
14.17.6 Assignment of Positions
14.17.6 Assignment of Positions
14.17.6 Assignment of Positions
- The District will rank all bidding employees by seniority within their classification.
- The District will rank all bidding employees by seniority within their classification.
- The District will rank all bidding employees by seniority within their classification.
- The District will rank all bidding employees by seniority within their classification.
- Assignments will be made in order of seniority, granting each employee their highest available preference at the time their turn is reached.
- Assignments will be made in order of seniority, granting each employee their highest available preference at the time their turn is reached.
- Assignments will be made in order of seniority, granting each employee their highest available preference at the time their turn is reached.
- Assignments will be made in order of seniority, granting each employee their highest available preference at the time their turn is reached.
- If an employee’s listed preferences are no longer available, they will remain in their current position unless otherwise displaced.
- If an employee’s listed preferences are no longer available, they will remain in their current position unless otherwise displaced.
- If an employee’s listed preferences are no longer available, they will remain in their current position unless otherwise displaced.
- If an employee’s listed preferences are no longer available, they will remain in their current position unless otherwise displaced.
- Ties in seniority shall be resolved consistent with Civil Service procedures.
- Ties in seniority shall be resolved consistent with Civil Service procedures.
- Ties in seniority shall be resolved consistent with Civil Service procedures.
- Ties in seniority shall be resolved consistent with Civil Service procedures.
- The District will rank all bidding employees by seniority within their classification.
- The District will rank all bidding employees by seniority within their classification.
- The District will rank all bidding employees by seniority within their classification.
- The District will rank all bidding employees by seniority within their classification.
- Assignments will be made in order of seniority, granting each employee their highest available preference at the time their turn is reached.
- Assignments will be made in order of seniority, granting each employee their highest available preference at the time their turn is reached.
- Assignments will be made in order of seniority, granting each employee their highest available preference at the time their turn is reached.
- Assignments will be made in order of seniority, granting each employee their highest available preference at the time their turn is reached.
- If an employee’s listed preferences are no longer available, they will remain in their current position unless otherwise displaced.
- If an employee’s listed preferences are no longer available, they will remain in their current position unless otherwise displaced.
- If an employee’s listed preferences are no longer available, they will remain in their current position unless otherwise displaced.
- If an employee’s listed preferences are no longer available, they will remain in their current position unless otherwise displaced.
- Ties in seniority shall be resolved consistent with Civil Service procedures.
- Ties in seniority shall be resolved consistent with Civil Service procedures.
- Ties in seniority shall be resolved consistent with Civil Service procedures.
- Ties in seniority shall be resolved consistent with Civil Service procedures.
- The District will rank all bidding employees by seniority within their classification.
- The District will rank all bidding employees by seniority within their classification.
- The District will rank all bidding employees by seniority within their classification.
- The District will rank all bidding employees by seniority within their classification.
- Assignments will be made in order of seniority, granting each employee their highest available preference at the time their turn is reached.
- Assignments will be made in order of seniority, granting each employee their highest available preference at the time their turn is reached.
- Assignments will be made in order of seniority, granting each employee their highest available preference at the time their turn is reached.
- Assignments will be made in order of seniority, granting each employee their highest available preference at the time their turn is reached.
- If an employee’s listed preferences are no longer available, they will remain in their current position unless otherwise displaced.
- If an employee’s listed preferences are no longer available, they will remain in their current position unless otherwise displaced.
- If an employee’s listed preferences are no longer available, they will remain in their current position unless otherwise displaced.
- If an employee’s listed preferences are no longer available, they will remain in their current position unless otherwise displaced.
- Ties in seniority shall be resolved consistent with Civil Service procedures.
- Ties in seniority shall be resolved consistent with Civil Service procedures.
- Ties in seniority shall be resolved consistent with Civil Service procedures.
- Ties in seniority shall be resolved consistent with Civil Service procedures.
- The District will rank all bidding employees by seniority within their classification.
- The District will rank all bidding employees by seniority within their classification.
- The District will rank all bidding employees by seniority within their classification.
- The District will rank all bidding employees by seniority within their classification.
- Assignments will be made in order of seniority, granting each employee their highest available preference at the time their turn is reached.
- Assignments will be made in order of seniority, granting each employee their highest available preference at the time their turn is reached.
- Assignments will be made in order of seniority, granting each employee their highest available preference at the time their turn is reached.
- Assignments will be made in order of seniority, granting each employee their highest available preference at the time their turn is reached.
- If an employee’s listed preferences are no longer available, they will remain in their current position unless otherwise displaced.
- If an employee’s listed preferences are no longer available, they will remain in their current position unless otherwise displaced.
- If an employee’s listed preferences are no longer available, they will remain in their current position unless otherwise displaced.
- If an employee’s listed preferences are no longer available, they will remain in their current position unless otherwise displaced.
- Ties in seniority shall be resolved consistent with Civil Service procedures.
- Ties in seniority shall be resolved consistent with Civil Service procedures.
- Ties in seniority shall be resolved consistent with Civil Service procedures.
- Ties in seniority shall be resolved consistent with Civil Service procedures.
14.17.7 Union Access and Verification
14.17.7 Union Access and Verification
14.17.7 Union Access and Verification
14.17.7 Union Access and Verification
- At the time the bid notices are provided to employees, the District will provide the Union with:
- At the time the bid notices are provided to employees, the District will provide the Union with:
- At the time the bid notices are provided to employees, the District will provide the Union with:
- At the time the bid notices are provided to employees, the District will provide the Union with:
- At the time the bid notices are provided to employees, the District will provide the Union with:
- At the time the bid notices are provided to employees, the District will provide the Union with:
- At the time the bid notices are provided to employees, the District will provide the Union with:
- At the time the bid notices are provided to employees, the District will provide the Union with:
- At the time the bid notices are provided to employees, the District will provide the Union with:
- At the time the bid notices are provided to employees, the District will provide the Union with:
- At the time the bid notices are provided to employees, the District will provide the Union with:
- At the time the bid notices are provided to employees, the District will provide the Union with:
- At the time the bid notices are provided to employees, the District will provide the Union with:
- At the time the bid notices are provided to employees, the District will provide the Union with:
- At the time the bid notices are provided to employees, the District will provide the Union with:
- At the time the bid notices are provided to employees, the District will provide the Union with:
a. A copy of all openings
a. A copy of all openings
a. A copy of all openings
a. A copy of all openings
b. The final seniority list used for bidding
b. The final seniority list used for bidding
b. The final seniority list used for bidding
b. The final seniority list used for bidding
- No later than thirty (30) days after the conclusion of the bid, the District will provide the Union with:
- No later than thirty (30) days after the conclusion of the bid, the District will provide the Union with:
- No later than thirty (30) days after the conclusion of the bid, the District will provide the Union with:
- No later than thirty (30) days after the conclusion of the bid, the District will provide the Union with:
- No later than thirty (30) days after the conclusion of the bid, the District will provide the Union with:
- No later than thirty (30) days after the conclusion of the bid, the District will provide the Union with:
- No later than thirty (30) days after the conclusion of the bid, the District will provide the Union with:
- No later than thirty (30) days after the conclusion of the bid, the District will provide the Union with:
- No later than thirty (30) days after the conclusion of the bid, the District will provide the Union with:
- No later than thirty (30) days after the conclusion of the bid, the District will provide the Union with:
- No later than thirty (30) days after the conclusion of the bid, the District will provide the Union with:
- No later than thirty (30) days after the conclusion of the bid, the District will provide the Union with:
- No later than thirty (30) days after the conclusion of the bid, the District will provide the Union with:
- No later than thirty (30) days after the conclusion of the bid, the District will provide the Union with:
- No later than thirty (30) days after the conclusion of the bid, the District will provide the Union with:
- No later than thirty (30) days after the conclusion of the bid, the District will provide the Union with:
a. The final list of assignments and unfilled vacancies
a. The final list of assignments and unfilled vacancies
a. The final list of assignments and unfilled vacancies
a. The final list of assignments and unfilled vacancies
- The Union and the District may designate a mutually agreed upon observer to be present during the assignment process.
- The Union and the District may designate a mutually agreed upon observer to be present during the assignment process.
- The Union and the District may designate a mutually agreed upon observer to be present during the assignment process.
- The Union and the District may designate a mutually agreed upon observer to be present during the assignment process.
- The observer release time will be in accordance with Article 9.
- The observer release time will be in accordance with Article 9.
- The observer release time will be in accordance with Article 9.
- The observer release time will be in accordance with Article 9.
- The Union and the District may designate a mutually agreed upon observer to be present during the assignment process.
- The Union and the District may designate a mutually agreed upon observer to be present during the assignment process.
- The Union and the District may designate a mutually agreed upon observer to be present during the assignment process.
- The Union and the District may designate a mutually agreed upon observer to be present during the assignment process.
- The observer release time will be in accordance with Article 9.
- The observer release time will be in accordance with Article 9.
- The observer release time will be in accordance with Article 9.
- The observer release time will be in accordance with Article 9.
- The Union and the District may designate a mutually agreed upon observer to be present during the assignment process.
- The Union and the District may designate a mutually agreed upon observer to be present during the assignment process.
- The Union and the District may designate a mutually agreed upon observer to be present during the assignment process.
- The Union and the District may designate a mutually agreed upon observer to be present during the assignment process.
- The observer release time will be in accordance with Article 9.
- The observer release time will be in accordance with Article 9.
- The observer release time will be in accordance with Article 9.
- The observer release time will be in accordance with Article 9.
- The Union and the District may designate a mutually agreed upon observer to be present during the assignment process.
- The Union and the District may designate a mutually agreed upon observer to be present during the assignment process.
- The Union and the District may designate a mutually agreed upon observer to be present during the assignment process.
- The Union and the District may designate a mutually agreed upon observer to be present during the assignment process.
- The observer release time will be in accordance with Article 9.
- The observer release time will be in accordance with Article 9.
- The observer release time will be in accordance with Article 9.
- The observer release time will be in accordance with Article 9.
14.17.8 Implementation and Transition
14.17.8 Implementation and Transition
14.17.8 Implementation and Transition
14.17.8 Implementation and Transition
1. Upon ratification, this bidding process shall replace all prior bidding provisions in Article 17 (Custodial) and Article 18 (SNS) and any separate Early Education bidding practices.
1. Upon ratification, this bidding process shall replace all prior bidding provisions in Article 17 (Custodial) and Article 18 (SNS) and any separate Early Education bidding practices.
1. Upon ratification, this bidding process shall replace all prior bidding provisions in Article 17 (Custodial) and Article 18 (SNS) and any separate Early Education bidding practices.
1. Upon ratification, this bidding process shall replace all prior bidding provisions in Article 17 (Custodial) and Article 18 (SNS) and any separate Early Education bidding practices.
2. Any interim vacancies between ratification and the first unified bid shall be filled temporarily until the new cycle commences.
2. Any interim vacancies between ratification and the first unified bid shall be filled temporarily until the new cycle commences.
2. Any interim vacancies between ratification and the first unified bid shall be filled temporarily until the new cycle commences.
2. Any interim vacancies between ratification and the first unified bid shall be filled temporarily until the new cycle commences.
3. The annual bid shall take effect on the first day of the pay period including the first working day in August of the following school year.
3. The annual bid shall take effect on the first day of the pay period including the first working day in August of the following school year.
3. The annual bid shall take effect on the first day of the pay period including the first working day in August of the following school year.
3. The annual bid shall take effect on the first day of the pay period including the first working day in August of the following school year.
14.17.9 Dispute Resolution
14.17.9 Dispute Resolution
14.17.9 Dispute Resolution
14.17.9 Dispute Resolution
Disputes regarding implementation or seniority application in the annual bid shall be subject to the grievance procedure set forth in this agreement.
Disputes regarding implementation or seniority application in the annual bid shall be subject to the grievance procedure set forth in this agreement.
Disputes regarding implementation or seniority application in the annual bid shall be subject to the grievance procedure set forth in this agreement.
Disputes regarding implementation or seniority application in the annual bid shall be subject to the grievance procedure set forth in this agreement.
14.18 Transfers
14.18 Transfers
14.18 Transfers
14.18 Transfers
Transfer made by the District shall be subject to the following conditions:
Transfer made by the District shall be subject to the following conditions:
Transfer made by the District shall be subject to the following conditions:
Transfer made by the District shall be subject to the following conditions:
14.18.1 Voluntary Transfer
14.18.1 Voluntary Transfer
14.18.1 Voluntary Transfer
14.18.1 Voluntary Transfer
A voluntary transfer is a transfer initiated at the request of the permanent unit member and shall be limited to one (1) lateral transfer per school year, provided that the unit member’s job performance is satisfactory and the unit member meets the minimum job-related qualifications. A unit member is not eligible for transfer during their first twelve (12) months of employment with the District. A unit member wishing to transfer from one work site or department to another shall request such transfer in writing to the Human Resources Division.
A voluntary transfer is a transfer initiated at the request of the permanent unit member and shall be limited to one (1) lateral transfer per school year, provided that the unit member’s job performance is satisfactory and the unit member meets the minimum job-related qualifications. A unit member is not eligible for transfer during their first twelve (12) months of employment with the District. A unit member wishing to transfer from one work site or department to another shall request such transfer in writing to the Human Resources Division.
A voluntary transfer is a transfer initiated at the request of the permanent unit member and shall be limited to one (1) lateral transfer per school year, provided that the unit member’s job performance is satisfactory and the unit member meets the minimum job-related qualifications. A unit member is not eligible for transfer during their first twelve (12) months of employment with the District. A unit member wishing to transfer from one work site or department to another shall request such transfer in writing to the Human Resources Division.
A voluntary transfer is a transfer initiated at the request of the permanent unit member and shall be limited to one (1) lateral transfer per school year, provided that the unit member’s job performance is satisfactory and the unit member meets the minimum job-related qualifications. A unit member is not eligible for transfer during their first twelve (12) months of employment with the District. A unit member wishing to transfer from one work site or department to another shall request such transfer in writing to the Human Resources Division.
The Human Resources Division shall maintain a file of unit member requests for voluntary transfer for each fiscal year (July 1-June 30). The requesting employee will complete an Internal Transfer Request Form that will be reviewed by Human Resources. The unit member will be notified within ten (10) business days of the status of their transfer request.
The Human Resources Division shall maintain a file of unit member requests for voluntary transfer for each fiscal year (July 1-June 30). The requesting employee will complete an Internal Transfer Request Form that will be reviewed by Human Resources. The unit member will be notified within ten (10) business days of the status of their transfer request.
The Human Resources Division shall maintain a file of unit member requests for voluntary transfer for each fiscal year (July 1-June 30). The requesting employee will complete an Internal Transfer Request Form that will be reviewed by Human Resources. The unit member will be notified within ten (10) business days of the status of their transfer request.
The Human Resources Division shall maintain a file of unit member requests for voluntary transfer for each fiscal year (July 1-June 30). The requesting employee will complete an Internal Transfer Request Form that will be reviewed by Human Resources. The unit member will be notified within ten (10) business days of the status of their transfer request.
14.18.2 Involuntary Transfer
14.18.2 Involuntary Transfer
14.18.2 Involuntary Transfer
14.18.2 Involuntary Transfer
An involuntary transfer is a change in the unit member’s department or work site, when the District deems such a change to be necessary for the benefit of a department, school, or program; or for other reasons related to the legitimate needs of the District. In a non-emergency situation, before any request for an involuntary transfer is acted upon, the unit member must be notified in writing that an involuntary transfer is being made, and no such transfer shall be made without fifteen (15) work business days’ notice. An involuntary transfer shall not be arbitrary and/or capricious.
An involuntary transfer is a change in the unit member’s department or work site, when the District deems such a change to be necessary for the benefit of a department, school, or program; or for other reasons related to the legitimate needs of the District. In a non-emergency situation, before any request for an involuntary transfer is acted upon, the unit member must be notified in writing that an involuntary transfer is being made, and no such transfer shall be made without fifteen (15) work business days’ notice. An involuntary transfer shall not be arbitrary and/or capricious.
An involuntary transfer is a change in the unit member’s department or work site, when the District deems such a change to be necessary for the benefit of a department, school, or program; or for other reasons related to the legitimate needs of the District. In a non-emergency situation, before any request for an involuntary transfer is acted upon, the unit member must be notified in writing that an involuntary transfer is being made, and no such transfer shall be made without fifteen (15) work business days’ notice. An involuntary transfer shall not be arbitrary and/or capricious.
An involuntary transfer is a change in the unit member’s department or work site, when the District deems such a change to be necessary for the benefit of a department, school, or program; or for other reasons related to the legitimate needs of the District. In a non-emergency situation, before any request for an involuntary transfer is acted upon, the unit member must be notified in writing that an involuntary transfer is being made, and no such transfer shall be made without fifteen (15) work business days’ notice. An involuntary transfer shall not be arbitrary and/or capricious.