Common use of Clerical Clause in Contracts

Clerical. 1. Seniority shall be considered as one factor in determining voluntary transfers provided, however, transfer applications shall not be considered unless: a. The Employee has six (6) months seniority with the DISTRICT; and b. The Employee has not been transferred at his/her request during the preceding 12 months. At the request of the ADMINISTRATION, the UNION may waive this requirement. 2. It shall be the responsibility of the supervisory staff and the Director of Employee Services or his/her designee to evaluate each Employee being considered for a change in position or classification, and to make a decision. It is incumbent upon them to make such decisions fairly and without favoritism. 3. A probationary period of sixty (60) working days shall be in effect for all transfers and/or promotions before job seniority becomes effective, but having satisfactorily completed the probationary period, seniority shall be retroactive to the date of the transfer or promotion. If an Employee does not successfully complete the probationary period, he/she shall be returned to a position comparable to the one held prior to his/her transfer, but not necessarily the same position, with no loss of job seniority. 4. Unsuccessful applicants for transfer or promotion will be notified. 5. An Employee hired to perform a new job shall generally be moved to the new position within two (2) weeks of obtaining the new position provided, however, in some cases the period of transition may be longer, but not to exceed twenty (20) days. 6. When a job is filled and the Employee awarded that position does not accept the position, the DISTRICT has the option to award the job to its second choice or repost the position. 7. Applications for transfer will be submitted to the Director of Employee Services. Forms for applying the transfers may be obtained from the principal’s office or the Human Resources office. An administrator may not refuse to sign a voluntary transfer application. 8. Seniority of Employees shall be an important factor, but not the only factor, in determining transfers. Other factors that will be considered are ability, qualifications and performance. Thus, if two (2) Employees who are equal in ability, qualifications and performance are being considered for the same position, the Employee with greater seniority would be given the position. If, however, the Employee with greater seniority was not as well qualified as the other Employee, then the other Employee would be given the position. . Employees will be given the position over non-DISTRICT applicants when the Employee and the applicant are equal in ability, qualifications and performance. Managerial, supervisory and administrative positions may be filled without regard to seniority.

Clerical. 1. Seniority shall be considered as one factor in determining voluntary transfers provided, however, transfer applications shall not be considered unless: a. The Employee has six (6) months seniority with the DISTRICTDistrict; and b. The Employee has not been transferred at his/her request during the preceding 12 months. At the request of the ADMINISTRATIONDistrict, the UNION may waive this requirement. 2. It shall be the responsibility of the supervisory staff and the Director of Employee Services or his/her designee to evaluate each Employee person being considered for a change in position or classification, and to make a decision. It is incumbent upon them to make such decisions fairly and without favoritism. 3. A probationary period of sixty (60) 60 working days shall be in effect for all transfers and/or promotions before job seniority becomes effective, but having satisfactorily completed the probationary period, seniority shall be retroactive to the date of the transfer or promotion. If an Employee a person does not successfully complete the probationary period, he/she shall be returned to a position comparable to the one held prior to his/her transfer, but not necessarily the same position, with no loss of job seniority. 4. Unsuccessful applicants for transfer or promotion will be notified. 5. An Employee hired to perform a new job shall generally be moved to the new position within two (2) weeks of obtaining the new position provided, however, in some cases the period of transition may be longer, but not to exceed twenty (20) 20 days. 6. When a job is filled and the Employee awarded that position does not accept the position, the DISTRICT District has the option to award the job to its second choice or repost the position. 7. Applications for transfer will be submitted to the Director of Employee Services. Forms for applying the transfers may be obtained from the principal’s office or the Human Resources office. An administrator may not refuse to sign a voluntary transfer application. 8. Seniority of Employees shall be an important factor, but not the only factor, in determining transfers. Other factors that will be considered are ability, qualifications and performance. Thus, if two (2) Employees who are equal in ability, qualifications and performance are being considered for the same position, the Employee with greater seniority would be given the position. If, however, the Employee employee with greater seniority was not as well qualified as the other Employee, then the other Employee would be given the position. . Employees of District 150 will be given the position preferential consideration over non-DISTRICT non- District applicants when the Employee and the applicant are equal in ability, qualifications and performancefor any vacancies which occur. Managerial, supervisory and supervisory, or administrative positions may be filled without regard to seniority.