Movement. Permanent Employees, for transfer, voluntary demotion or elevation for project and non-project positions. Employees will serve a trial service period upon transfer, voluntary demotion, or promotion to a non-project position in a job classification that the employees have not previously attained permanent status in.
Movement. Employees who began service prior to January 1, of the current year, shall normally advance one step on the salary schedule on July 1. Any employee, who on July 1 is on a disciplinary probation or Plan of Assistance, shall not advance on the salary schedule. Upon successful completion of a disciplinary probation or Plan of Assistance the employee is be eligible for step movement, that will be prorated from the date of completion of the disciplinary probation or Plan of Assistance, if employed prior to January 1st, of the current calendar year.
Movement. Employees who began service prior to January 1, of the current year, shall normally advance one step on the salary schedule on July 1. Any employee, who on July 1 is on a disciplinary probation or Plan of Assistance, shall not advance on the salary schedule. For the 2019-2020 school year only, all eligible employees will receive one (1) step movement on the salary schedule. For the 2019-2020 school year only, employees who were eligible for steps in years when steps were frozen and not waived by the bargaining unit, shall advance to the correct catch up step on the salary schedule. Notwithstanding anything to the contrary herein, Safety Services employees shall not move a step for the 2020-2021 school year and thereafter.
Movement. Withholding of increments shall be non-grievable. Since experience cannot be separated from performance, the movement from one salary step to another implies not only an added year of experience, but also “proficient” or above based on the PERA Professional Appraisal Plan. The Board reserves the right, based on the recommendations of the administration, to stop a teacher’s progress on the salary schedule until such time as evidence of “proficient” performance is determined by evaluation. The procedure, criteria and standards of evaluation have been mutually approved by the Board and the AEEA. Any teacher who receives such a rating may, before being placed on a Professional Development Plan or remediation, request that an academic member of the Cabinet observe and evaluate their performance. Such evaluations will then be provided along with the original evaluation to the Superintendent or designee.
Movement. Except where prohibited by law, whenever the Company transfers operations from any plant or office covered by this Agreement to another plant or office owned, acquired or built by the Company, employees engaged in such operations or any employee laid off as a result of such transfer may, if they so desire, be trans- ferred to the new plant or office with their full Company seniority including all the benefits provided for in this Agreement. Any employee declining such a transfer may accept a termi- nation and be eligible to receive severance pay in accordance with the requirements of Ontario law. An employee accepting a transfer will be paid a moving allowance provided
Movement through the salary scales shall be by automatic annual increment, except for senior nurses whose advancement through the steps in their salary grade shall be annual, subject to satisfactory performance which will be assumed to be the case unless the employee is otherwise advised. Movement across senior salary grades shall only occur with a change in position.