Inplacement Sample Clauses
The Inplacement clause defines the process by which an employee is reassigned or transitioned to a new role within the same organization, rather than being terminated or laid off. Typically, this clause outlines the criteria for eligibility, the support provided to the employee—such as training or job matching—and the responsibilities of both the employer and employee during the transition. Its core practical function is to retain valuable talent within the company while minimizing the disruption and costs associated with external hiring or layoffs.
Inplacement. If an employee has been issued a layoff notice pursuant to Section 5.5 and has no reassignment in lieu of layoff rights pursuant to Section 5.6 (a) and (b), then that employee shall be considered for inplacement. Inplacement is an offer of transfer (within specific wage bands) or demotion to an employee with a layoff notice into a vacant position, which the County intends to fill during the layoff notice period. The following conditions apply to the inplacement process:
a) An employee must be qualified to transfer or demote. The Personnel Director shall determine qualifications.
1. Testing requirements will be the same as if the employee had been reclassified.
2. In determining qualifications and possible positions, transfers and demotions to both related and non-related classes may be considered.
b) Transfer will be deemed a "lateral transfer" if movement from one class to another does not exceed an upward salary change of 5% (five percent).
c) Normal transfer (ordinance code) rules apply (i.e., the employee can be taken on a permanent or probationary basis at the discretion of the appointing authority). If an employee has underlying permanent status the probationary period following the transfer shall be considered a subsequent probation. Consistent with this status, the employee on a subsequent probation with underlying permanent status has Personnel Board appeal rights.
d) The employee may express a preference for certain occupational fields, assignments or departments. However, the employee has no right to claim any position nor is the County required to offer placement.
e) A position shall not be considered "vacant" for inplacement purposes if the position has been identifiable as claimable under Section 5.6 (a) and (b) by another employee who has been issued a layoff notice under Section 5.5 or by an employee on a re-employment list established pursuant to Section 5.8.
f) An employee who is placed under Section 5.15 or laid off under Section 5.7 shall have his/her name placed on all re-employment lists pursuant to Section 5.8 for the appropriate classification.
g) In determining placement offers, the Union and the County, on a case-by-case basis, may by mutual agreement include as part of the placement offer:
1. basic skill competency training and/or;
2. literacy training and/or;
3. other methods (other than transfer or demotion) of filling vacant positions that do not violate Merit System principles or County Ordinance Code provisions.
h) All inpla...
Inplacement. The employee can elect to be considered for in-placement instead of returning to former class.
Inplacement. In the event of layoff(s), the Court and CEMA will attempt to identify transfers and/or demotions available to laid-off individuals on a voluntary basis prior to exercise of displacement rights ("bumping"). Transfers and/or demotions shall be limited to available positions only (a vacant position which the Court, in its sole discretion, has determined to fill in order to meet operational needs). To be eligible for inplacement, an employee must meet the minimum qualifications for the transfer or demotion position. Inplacement under this Section 14.6(a) will exempt the employee from serving a probationary period in the transfer or demotion to an available position.
Inplacement. In the event of layoff(s), the Court and the Union will attempt to identify transfers, promotions and demotions available on a voluntary basis, prior to displacement, to individuals who have received lay-off notices.
Inplacement. If an employee has been issued a layoff notice pursuant to Section 131315.5, Notice of Layoff, and has no reassignment in lieu of layoff rights pursuant to Section 1315.6 or 1315.7 then that employee shall be considered for inplacement. Inplacement is an offer of transfer (within specific wage bands) or demotion to an employee with a layoff notice to a vacant position which the County intends to fill during the layoff notice period. The following conditions apply to the inplacement process:
Inplacement. The employee can elect to be considered for inplacement – as defined in section 15.8 – instead of returning to former class.