Work-Site Selection Process Sample Clauses
The Work-Site Selection Process clause defines the procedures and criteria for choosing the physical location where contracted work will be performed. Typically, this clause outlines who has authority to select the site, any requirements or limitations on location, and the steps for approval or notification. For example, it may specify that the client must approve the site or that the contractor must ensure the site meets certain safety standards. The core function of this clause is to ensure that both parties agree on the suitability and appropriateness of the work site, thereby minimizing disputes and ensuring the work can proceed efficiently and safely.
Work-Site Selection Process. Prior to filling a vacant bargaining unit position, regular employees of the 4 bargaining unit in the same classification will be provided with the first opportunity to transfer into 5 the vacancy. The County determines when a position is vacant and when, and if it will be filled. The 6 most senior employee in the classification will receive the first right of refusal for that position, 7 provided the following conditions are met:
Work-Site Selection Process. Prior to filling a vacant bargaining unit position, regular employees of the
Work-Site Selection Process. International Brotherhood of Teamsters Local 117 - Joint Units Agreement January 1, 2018 2021 through December 31, 20202024 28 461MLACLAC012217
1 A. Prior to filling a vacant bargaining unit position, regular employees of the 2 bargaining unit will be provided with the first opportunity to transfer into the vacancy. The County 3 determines when a position is vacant and when, and if it will be filled. The most senior employee in 5 following conditions are met:
6 1. The transfer does not create an actual or potential legal risk to the County, 7 examples of which include:
8 a. There is no legal restraining order requiring separation of the 9 employee requesting the transfer and one or more bargaining unit employees of the planning unit into 10 which the employee wishes to transfer;
11 b. There is no documentation of sexual harassment or other 12 discrimination allegations between the employee requesting the transfer and one or more bargaining 13 unit employees of the planning unit into which the employee wishes to transfer;
14 c. There is no reasonable basis to believe that such a transfer will 15 create a hostile work environment or hostile work relationship; and
16 d. The employee is not currently under investigation or on a corrective 17 action plan as a result of a disciplinary process, unless it is mutually agreed otherwise.
18 B. Employees can submit or withdraw written requests at any time but will only be 19 considered for a transfer if it is on file prior to the transfer review meeting. The County will post a 20 notification at all work units of its intent to review transfer requests ten (10) days prior to doing so as
21 a reminder to employees to submit requests if interested. The advance notification will include the 22 current vacant positions(s). Given that each transfer results in a subsequent vacancy, the current and 23 subsequent vacancies will be addressed simultaneously in the transfer review meeting. All transfers 24 will be reviewed and approved by the maintenance operations manager or designee. Requests on file 25 will be reviewed and approved by the maintenance operations manager or designee. Requests on file 26 will be purged annually. An employee who changes work locations through this process cannot 1 participate again for twelve (12) months following the effective date of the transfer.
Work-Site Selection Process. 5 A. Prior to filling a vacant bargaining unit position, regular employees of the 7 the vacancy. The County determines when a position is vacant and when, and if it will be filled. The 8 most senior employee in the classification will receive the first right of refusal for that position, 9 provided the following conditions are met:
10 1. The transfer does not create an actual or potential legal risk to the County, 11 examples of which include:
12 a. There is no legal restraining order requiring separation of the 14 planning unit into which the employee wishes to transfer;
15 b. There is no documentation of sexual harassment or other
18 c. There is no reasonable basis to believe that such a transfer will 19 create a hostile work environment or hostile work relationship; and
20 d. The employee is not currently under investigation or on a corrective 21 action plan as a result of a disciplinary process, unless it is mutually agreed otherwise. 26 approve such transfer and may extend the employee’s probationary period.