Return to Classification Clause Samples
Return to Classification. In the event an employee is awarded a new position which places the employee in a different classification and the employee’s performance proves unsatisfactory, or the employee is dissatisfied with the position, such employee may be returned to his/her former classification (same total hours and appropriate wage placement) within 20 work days of beginning the new position. No seniority right shall be lost due to the return to classification. If the employee is returned to his/her former classification the Superintendent will select the applicant he/she deems most qualified out of all applicants from the bargaining unit and all external applicants.
Return to Classification. The Superintendent/President (or designee) may elect to end an out-of-classification assignment at any time. Upon the expiration or termination of the out-of-classification assignment, the employee shall return to their permanent classified position and resume their regular duties and responsibilities.
Return to Classification. Any employee posting into a different classification within the unit shall be allowed a reasonable period of trial, up to twenty-one (21) working days, and if found unsatisfactory, shall be returned to a position within the bargaining unit.
Return to Classification. Procedures to Allow a Former FOP Represented Employee of the Transit Police Department to Return to the Transit Police Department at the GCRTA
1. A vacant position in the job classification vacated by the former employee must be available.
2. A Transit Police Officer returning to the bargaining unit must comply with O.R.C. 109.77 and all rules promulgated under O.R.C. Chapter 109 as it relates to the qualifications for peace officers with the time period specified in the statutes of rules.
3. For consideration, the past employee must have separated their employment with the GCRTA in good standing and must pass a newly conducted background check appropriate for their job classification. All persons returning to the bargaining unit will be subject to medical and psychological examinations. Terminated employees will not qualify to return to employment with the Transit Police or the GCRTA under this policy.
4. The decision to re-employ a former FOP represented employee within the Transit Police Department is the sole discretion of the Chief of Police/ Director of Security.
5. The following provisions apply to a separated employee who reapplies within 180 days of separation and is rehired within one year of separation by the GCRTA in the Transit Police Department:
a) The employee will receive full system and departmental seniority rights minus the time separated from the GCRTA.
b) In the event an employee returns during the middle of a pick, the Chief of Police/ Director of Security or designee will assign the employee his work hours and days off.
c) Management will not require the employee to complete another probationary period. A police officer, however, must complete a minimum of 40 hours of training with a certified Transit Police Field Training Officer (FTO).
d) The employee’s health care benefits will be restored the first of the month following the date of rehire.
e) An employee, except that of a Security Officer, who returns in the year he was separated will only be eligible for holiday time based on a prorated amount. The prorated amount will be based on any proration of holiday time that occurred at the time of the employee’s separation and the employee’s rehire date. Any employee will not be eligible for any additional personal days until the next year. If the employee, except that of a Security Officer, returns during the year following separation, the employee will be eligible for the appropriate prorated amount of holiday time for that year. Any ...
Return to Classification. If an employee is returned to the higher class which the employee had to leave due to a downward reclassification, the employee shall be compensated per section 6.4 – Step Placement on Promotion, or placed at the same step the employee held prior to downward reclassification, whichever is greater.