Common use of Inter-Agency Transfer Clause in Contracts

Inter-Agency Transfer. Employees who accept an inter-Agency transfer pursuant to Article 30, shall serve an initial probationary period of three hundred sixty-five (365) days. If the employee fails to perform the job requirements of the new position to the Employer’s satisfaction, the Employer may remove the employee. Upon probationary removal from the receiving agency, the employee shall be offered an open position for which they are qualified within the releasing agency, if the Employer and the Union mutually agree upon a classification and location. The releasing agency is not required to make such an offer if it will create an overage or if the agency is prohibited from hiring the employee. Once the releasing agency makes an offer, the employee has no right to grieve the removal if the offer was in a mutually agreed upon classification and within a mutually agreed upon location. If an employee is removed and not returned to the releasing agency through the above referenced process, the employee has the right to grieve the probationary removal. If a grievance of a probationary removal advances to arbitration, the Arbitrator is limited to determining whether the Employer acted in an arbitrary, capricious or discriminatory manner. An employee who is returned to the releasing Agency may be required to serve an initial probationary period of one hundred and eighty (180) days. Employees who accept an inter-Agency transfer to a position with a higher pay range than that currently held by the employee, shall be placed in the step to guarantee an increase of approximately four percent (4%). Employees who accept an inter-Agency transfer to a position in the same pay range currently held by the employee, shall be placed in the same step of the pay range. Employees who accept an inter-Agency transfer to a position in a lower pay range than that currently held by the employee, shall be placed in the step closest to but not to exceed the step currently held by the employee. The employee, at his or her option, may transfer leave balances except for compensatory time.

Inter-Agency Transfer. Employees who accept an inter-Agency transfer pursuant to Article 30, shall serve an initial probationary period of three hundred sixty-five (365) daysperiod. If the employee fails to perform the job requirements of the new position to the Employer’s satisfaction, the Employer may remove the employee. Upon probationary removal from the receiving agency, the employee shall be offered an open position for which they are qualified within the releasing agency, if the Employer and the Union mutually agree upon a classification and location. The releasing agency is not required to make such an offer if it will create an overage or if the agency is prohibited from hiring the employee. Once the releasing agency makes an offer, the employee has no right to grieve the removal if the offer was in a mutually agreed upon classification and within a mutually agreed upon location. If an employee is removed and not returned to the releasing agency through the above referenced process, the employee has the right to grieve the probationary removalsuch decision. If a grievance of a probationary removal advances to arbitrationUpon mutual agreement, the Arbitrator is limited releasing Agency may agree, in writing, to determining whether allow the Employer acted in an arbitrary, capricious or discriminatory manneremployee to return to a mutually agreed upon classification. The employee does not have the right to grieve the releasing Agency’s refusal to consider allowing the employee to return to the releasing Agency. Such agreement shall take precedence over any other Section/Article of this Agreement. An employee who is returned to the releasing Agency may be required to by mutual agreement shall serve an initial probationary period. If the employee fails to complete the probationary period of one hundred served upon return to the releasing Agency, the Employer may remove the employee and eighty (180) daysthe employee has no right to grieve such decision. Employees who accept an inter-Agency transfer to a position with a higher pay range than that currently held by the employee, shall be placed in the step to guarantee an increase of approximately four percent (4%). Employees who accept an inter-inter- Agency transfer to a position in the same pay range currently held by the employee, shall be placed in the same step of the pay range. Employees who accept an inter-Agency transfer to a position in a lower pay range than that currently held by the employee, shall be placed in the step closest to but not to exceed the step currently held by the employee. The employee, at his or her option, may transfer leave balances except for compensatory time.

Inter-Agency Transfer. Employees who accept an inter-Agency transfer pursuant to Article 30, shall serve an initial probationary period of three hundred sixty-five (365) daysperiod. If the employee fails to perform the job requirements of the new position to the Employer’s satisfaction, the Employer may remove the employee. Upon probationary removal from the receiving agency, the employee shall be offered an open position for which they are qualified within the releasing agency, if the Employer and the Union mutually agree upon a classification and location. The releasing agency is not required to make such an offer if it will create an overage or if the agency is prohibited from hiring the employee. Once the releasing agency makes an offer, the employee has no right to grieve the removal if the offer was in a mutually agreed upon classification and within a mutually agreed upon location. If an employee is removed and not returned to the releasing agency through the above referenced process, the employee has the right to grieve the probationary removal. If a grievance of a probationary removal advances to arbitration, the Arbitrator is limited to determining whether the Employer acted in an arbitrary, capricious or discriminatory manner. An employee who is returned to the releasing Agency may be required to serve an initial probationary period of one hundred and eighty (180) days. Employees who accept an inter-Agency transfer to a position with a higher pay range than that currently held by the employee, shall be placed in the step to guarantee an increase of approximately four percent (4%). Employees who accept an inter-Agency transfer to a position in the same pay range currently held by the employee, shall be placed in the same step of the pay range. Employees who accept an inter-Agency transfer to a position in a lower pay range than that currently held by the employee, shall be placed in the step closest to but not to exceed the step currently held by the employee. The employee, at his or her option, may transfer leave balances except for compensatory time.

Inter-Agency Transfer. Employees who accept an inter-Agency agency transfer pursuant to Article 30, shall serve an initial probationary period of three hundred sixty-five (365) daysperiod. If the employee fails to perform the job requirements of the new position to the Employer’s satisfaction, the Employer may remove the employee. Upon probationary removal from the receiving agency, the employee shall be offered an open position for which they are qualified within the releasing agency, if the Employer and the Union mutually agree upon a classification and location. The releasing agency is not required to make such an offer if it will create an overage or if the agency is prohibited from hiring the employee. Once the releasing agency makes an offer, the employee has no right to grieve the removal if the offer was in a mutually agreed upon classification and within a mutually agreed upon location. If an employee is removed and not returned to the releasing agency through the above referenced process, the employee has the right to grieve the probationary removalsuch decision. If a grievance of a probationary removal advances to arbitrationUpon mutual agreement, the Arbitrator is limited releasing Agency may agree, in writing, to determining whether allow the Employer acted in an arbitrary, capricious or discriminatory manneremployee to return to a mutually agreed upon classification. The employee does not have the right to grieve the releasing Agency’s refusal to consider allowing the employee to return to the releasing Agency. Such agreement shall take precedence over any other Section/Article of this Agreement. An employee who is returned to the releasing Agency may be required to by mutual agreement shall serve an initial probationary period. If the employee fails to complete the probationary period of one hundred served upon return to the releasing agency, the Employer may remove the employee and eighty (180) daysthe employee has no right to grieve such decision. Employees who accept an inter-Agency agency transfer to a position with a higher pay range than that currently held by the employee, shall be placed in the step to guarantee an increase of approximately four percent (4%). Employees who accept an inter-Agency agency transfer to a position in the same pay range currently held by the employee, shall be placed in the same step of the pay range. Employees who accept an inter-Agency agency transfer to a position in a lower pay range than that currently held by the employee, shall be placed in the step closest to but not to exceed the step currently held by the employee. The employee, at his or her option, may transfer leave balances except for compensatory time.

Inter-Agency Transfer. Employees who accept an inter-Agency transfer pursuant to Article 30, shall serve an initial probationary period of three hundred sixty-five (365) daysperiod. If the employee fails to perform the job requirements of the new position to the Employer’s satisfaction, the Employer may remove the employee. Upon probationary removal from the receiving agency, the employee shall be offered an open position for which they are qualified within the releasing agency, if the Employer and the Union mutually agree upon a classification and location. The releasing agency is not required to make such an offer if it will create an overage or if the agency is prohibited from hiring the employee. Once the releasing agency makes an offer, the employee has no right to grieve the removal if the offer was in a mutually agreed upon classification and within a mutually agreed upon location. If an employee is removed and not returned to the releasing agency through the above referenced process, the employee has the right to grieve the probationary removalsuch decision. If a grievance of a probationary removal advances to arbitrationUpon mutual agreement, the Arbitrator is limited releasing Agency may agree, in writing, to determining whether allow the Employer acted in an arbitrary, capricious or discriminatory manneremployee to return to a mutually agreed upon classification. The employee does not have the right to grieve the releasing Agency’s refusal to consider allowing the employee to return to the releasing Agency. Such agreement shall take precedence over any other Section/Article of this Agreement. An employee who is returned to the releasing Agency may be required to by mutual agreement shall serve an initial probationary period. If the employee fails to complete the probationary period of one hundred served upon return to the releasing Agency, the Employer may remove the employee and eighty (180) daysthe employee has no right to grieve such decision. Employees who accept an inter-Agency transfer to a position with a higher pay range than that currently held by the employee, shall be placed in the step to guarantee an increase of approximately four percent (4%). Employees who accept an inter-Agency transfer to a position in the same pay range currently held by the employee, shall be placed in the same step of the pay range. Employees who accept an inter-Agency transfer to a position in a lower pay range than that currently held by the employee, shall be placed in the step closest to but not to exceed the step currently held by the employee. The employee, at his or her option, may transfer leave balances except for compensatory time.

Inter-Agency Transfer. Employees who accept an inter-Agency transfer pursuant to Article 30, shall serve an initial probationary period of three hundred sixty-five (365) daysperiod. If the employee fails to perform the job requirements of the new position to the Employer’s satisfaction, the Employer may remove the employee. Upon probationary removal from the receiving agency, the employee shall be offered an open position for which they are qualified within the releasing agency, if the Employer and the Union mutually agree upon a classification and location. The releasing agency is not required to make such an offer if it will create an overage or if the agency is prohibited from hiring the employee. Once the releasing agency makes an offer, the employee has no right to grieve the removal if the offer was in a mutually agreed upon classification and within a mutually agreed upon location. If an employee is removed and not returned to the releasing agency through the above referenced process, the employee has the right to grieve the probationary removalsuch decision. If a grievance of a probationary removal advances to arbitrationUpon mutual agreement, the Arbitrator is limited releasing Agency may agree, in writing, to determining whether allow the Employer acted in an arbitrary, capricious or discriminatory manneremployee to return to a mutually agreed upon classification. The employee does not have the right to grieve the releasing Agency’s refusal to consider allowing the employee to return to the releasing Agency. Such agreement shall take precedence over any other Section/Article of this Agreement. An employee who is returned to the releasing Agency may be required to by mutual agreement shall serve an initial probationary period. If the employee fails to complete the probationary period of one hundred served upon return to the releasing Agency, the Employer may remove the employee and eighty (180) daysthe employee has no right to grieve such decision. Employees who accept an inter-Agency transfer to a position with a higher pay range than that currently held by the employee, shall be placed in the step to guarantee an increase of approximately four percent (4%). Employees who accept an inter-Agency transfer to a position in the same pay range currently held by the employee, shall be placed in the same step of the pay range. Employees who accept an inter-Agency transfer to a position in a lower pay range than that currently held by the employee, shall be placed in the step closest to but not to exceed the step currently held by the employee. The employee, at his or her option, may transfer leave balances except for compensatory time. Explanation: Language allows an Agency which releases an employee for an inter- agency transfer to allow that employee to return to a mutually agreed upon classification. Filling a position in this manner is not considered a vacancy. Further, the employee has no grievance rights. Language establishes the placement within a pay range for employees requesting an inter-agency transfer. Instructions: Any agreement to allow an employee to return to your Agency must be in writing.

Inter-Agency Transfer. Employees who accept an inter-Agency transfer pursuant to Article 30, shall serve an initial probationary period of three hundred sixty-five (365) daysperiod. If the employee fails to perform the job requirements of the new position to the Employer’s satisfaction, the Employer may remove the employee. Upon probationary removal from the receiving agency, the employee shall be offered an open position for which they are qualified within the releasing agency, if the Employer and the Union mutually agree upon a classification and location. The releasing agency is not required to make such an offer if it will create an overage or if the agency is prohibited from hiring the employee. Once the releasing agency makes an offer, the tThe employee has no the right to grieve the removal if the offer was in a mutually agreed upon classification and within a mutually agreed upon locationlocationsuch decision. If an employee is removed and not returned to the releasing agency through the above referenced process, the employee has the right to grieve the probationary removal. If a grievance of a probationary removal advances to arbitration, the Arbitrator is limited to determining whether the Employer acted in an arbitrary, capricious or discriminatory manner.Upon mutual agreement, the releasing Agency may agree, in writing, to allow the employee to return to a mutually agreed upon classification. The employee does not have t he right to grieve the releasing Agency’s refusal to consider allowing the employee to return to the releasing Agency. Such agreement shall take precedence over any other Section/Article of this Agreement. An employee who is returned to the releasing Agency by mutual agreement shall may be required to serve an initial probationary period of one hundred and eighty (180) days. If the employee fails to complete the probationary period served upon return to the releasing Agency, the Employer may remove the employee and the employee has no right to grieve such decision. Employees who accept an inter-Agency transfer to a position with a higher pay range than that currently held by the employee, shall be placed in the step to guarantee an increase of approximately four percent (4%). Employees who accept an inter-Agency transfer to a position in the same pay range currently held by the employee, shall be placed in the same step of the pay range. Employees who accept an inter-Agency transfer to a position in a lower pay range than that currently held by the employee, shall be placed in the step closest to but not to exceed the step currently held by the employee. The employee, at his or her option, may transfer leave balances except for compensatory time.

Inter-Agency Transfer. Employees who accept an inter-Agency transfer pursuant to Article 30, shall serve an initial probationary period of three hundred sixty-sixty five (365) days. If the employee fails to perform the job requirements of the new position to the Employer’s satisfaction, the Employer may remove the employee. Upon probationary removal from the receiving agency, the employee shall be offered an open position for which they are qualified within the releasing agency, if the Employer and the Union mutually agree upon a classification and location. The releasing agency is not required to make such an offer if it will create an overage or if the agency is prohibited from hiring the employee. Once the releasing agency makes an offer, the employee has no right to grieve the removal if the offer was in a mutually agreed upon classification and within a mutually agreed upon location. If an employee is removed and not returned to the releasing agency through the above referenced process, the employee has the right to grieve the probationary removal. If a grievance of a probationary removal advances to arbitration, the Arbitrator is limited to determining whether the Employer acted in an arbitrary, capricious or discriminatory manner. An employee who is returned to the releasing Agency may be required to serve an initial probationary period of one hundred and eighty (180) days. Employees who accept an inter-Agency transfer to a position with a higher pay range than that currently held by the employee, shall be placed in the step to guarantee an increase of approximately four percent (4%). Employees who accept an inter-Agency transfer to a position in the same pay range currently held by the employee, shall be placed in the same step of the pay range. Employees who accept an inter-Agency transfer to a position in a lower pay range than that currently held by the employee, shall be placed in the step closest to but not to exceed the step currently held by the employee. The employee, at his or her option, may transfer leave balances except for compensatory time.