Transfers Within the Bargaining Unit. (a) Transfers may be made within the City from one Department to another without loss of seniority, on the following basis:
Transfers Within the Bargaining Unit. (a) All transfers will be made on a trial basis or on a temporary basis and the employee will retain his/her seniority in the classification from which he/she was transferred during the trial or temporary period.
Transfers Within the Bargaining Unit. 16.01 Employees temporarily transferred to a higher classification for a period of at least one (1) full working day shall receive the wage rate in the salary range for that higher classification which is next highest to his/her current rate from the commencement of that working day.
Transfers Within the Bargaining Unit. Modify Appendix A, Section 3 as follows: Employees who are involuntarily transferred from one employment category to another will receive the rate of pay for the job to which they are involuntarily transferred or their previous position, whichever is greater at the time of transfer. However, the rate of pay will be “red circled” until the wage rate for the classification exceeds that of the “red circled” wage rate. If the existing job should re-open within a two-year window, said employee will be given the opportunity to return to the position from which they were previously transferred provided that their performance was satisfactory. All employees, with more than one (1) year of service in the District, who transfer from one employment category to another; e.g., clerk to secretary, will be paid at the Group 1 2 rate for sixty (60) calendar days, after which they will move to Group 2 3 until they complete their fourth (4th) year of service in that new category. Provided, however, that the District may, in its sole discretion, start the transferring employee at a rate higher than Group 2 based on qualifications and other relevant factors, in which case step progression shall follow the wage schedule. {remainder of section unchanged}
Transfers Within the Bargaining Unit. No employee shall be transferred to a position within the bargaining unit without his or her consent.
Transfers Within the Bargaining Unit. An employee who transfers to another position in the bargaining unit will be placed as follows: Employees transferring to a higher paid position will be placed at the lowest step in the new position which will result in a wage increase. Employees transferring to a lower paid position will be placed at not less than the base rate for that new position. Radiology Techs, who move from a Rad Tech I to a Rad Tech II, or a Rad Tech II to a Rad Tech III, will be placed on the scale for the higher position at one step less than the employee's existing step in the lower position. (For example, a Rad Tech I, step four, who upgrades his/her skills to qualify for a Rad Tech II position will be elevated to a Rad Tech II, step three, at which step the employee will remain for the next twelve months). Ultra Sound Techs moving from an Ultra Sound Tech I position to an Ultra Sound Tech II position will be treated in this same manner.
Transfers Within the Bargaining Unit. If an employee is temporarily transferred from an occupation in the Bargaining Unit to another, and such transfer exceeds thirty (30) days, the parties will agree to meet to discuss a plan to address the temporary transfer. Such assignments shall take precedence over all recalls, promotions or shift transfer requests in the affected classification.
Transfers Within the Bargaining Unit. All position vacancies in this bargaining unit that the Clerk intends to fill shall be posted prior to being filled outside the bargaining unit.
Transfers Within the Bargaining Unit. Transfer shall mean the reassignment of any Employee to any positions not deemed a promotion as provided in this Agreement, and without a reduction in salary, other than shift premium, or an assignment within his/her classification to a different work location or shift. An Employee may request a transfer with a reduction of salary and/or benefits. Any transfer from a part-time position to a full-time position shall be subject to a ninety (90) calendar day trial period. This procedure is to determine if the person is qualified to perform full-time employment and any additional requirements as contained within the job description that may be associated with the full-time position or in the case of promotion to determine if the person is capable of performing all duties and functions required in the position. Notwithstanding this provision, the Employee’s previous benefits shall not be diminished during this trial period. Written evaluations by the District shall be made on the 25th day, 50th day, and 80th day with the final decision being made on or before the 90th day. Notwithstanding, if after twenty
Transfers Within the Bargaining Unit. Delete Article 16.04 · Add Sentence to the end of Article 16.05 as follows: “Such transfers may be effected without regard to seniority.” · Delete Article 16.07 · Renumber Article 16 accordingly. · Delete Letter of Understanding #5 - RE: Recruitment/Selection/Internal Job Competition The amendments to the language have been made in this Collective Agreement. Implementation of the new process is to be completed by September 15, 2005. Until implementation, September 15, 2005, the language and process for Article 15 Promotions and Job Postings and Article 16 Transfers Within the Bargaining Unit, as covered in the Collective Agreement dated May 9, 2003 to March 31, 2005, will remain in effect. Yours truly, Executive Director SCHEDULE “D” Policy & Procedure Policy # PER-100-01 Section: General Approved On: May 5, 1993 HARASSMENT IN THE WORKPLACE POLICY STATEMENT The Association will not tolerate any form of harassment in the workplace. The Association has the responsibility to ensure the provision of a work environment free of harassment and discrimination. The Ontario Human Rights Code prohibits harassment in accommodation and employment because of sex, race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, handicap, age, marital status, family status, receipt of public assistance, or record of offenses. It also prohibits unwelcome sexual solicitations or advances made by a person of authority, or a reprisal because an advance has been refused.
