Alternative Work Assignments. 14 To maximize the District’s options for meeting the educational, social and emotional needs of 15 students in the unusual circumstances of the 2020-21 school year, the Association and District 16 agree to the following limited opportunity for temporary reassignment of employees:
Alternative Work Assignments. To maximize the District's options for meeting the 12 educational, social and emotional needs of students in the unusual circumstances of the 2020-
Alternative Work Assignments. Temporary When an employee’s standard 2020/21 assignment requires work/services at a District work site and the employee cannot work at the District work site temporarily due to conditions identified in Employees with COVID-19/Suspected COVID-19, Quarantined Due to Possible Exposure to COVID-19, or Higher Risk for COVID-19 Complications Employees, the District will provide the following accommodation, where possible: assigning the employee to available work that can be provided remotely from home on the condition that the employee is qualified, prepared and willing to provide such services. When choosing from among multiple employees for the same available assignment, the District will prioritize employees in the following order:
Alternative Work Assignments. Temporary 40 Employees may be assigned to available work that can be provided remotely from home or in a private 41 work setting on the condition that the employee is qualified, prepared, willing to provide such services, 42 and assuming such work can be provided. 44 When choosing from among multiple employees for the same available assignment, the District will 45 retain the right of assignment but will consider employees in the following order:
Alternative Work Assignments. When an employee’s assignment requires work/services at a District work site and the employee cannot work at a District work site under the conditions above, the District will attempt to accommodate these circumstances by assigning the employee to available work that can be provided remotely from home on the condition that the employee is qualified, prepared, and willing to provide such services. When choosing from among multiple employees for the same available assignment, the District will prioritize employees who hold the appropriate training, licensing, endorsement or other qualifications for the position in the following order: • Higher risk employees or employees with a higher risk individual in the employee’s household; • Employees who cannot wear a mask or other required PPE; • Employees with children impacted by school closure; • Employees caring for someone with COVID-19/suspected COVID-19; • Employees quarantined due to possible exposure to COVID-19; • Employees who have other medical concerns not addressed above will be considered on a case-by-case basis If two or more employees have equal priority under the conditions above, the District will use District seniority to make the assignment. If a remote assignment is created and assigned to an employee with the expectation that it will continue for the entire school year, the District will not be required to reassign employees previously awarded such assignments in order to accommodate remote assignments for other employees whose need for an alternative assignment arises later in the school year. Supervisors will not unreasonably deny working remotely for any employee whose work can be completed remotely.
Alternative Work Assignments. The Employer may, rather than reduce work hours or layoff, assign employees, excluding probationary employees, to work that they are qualified to perform in other departments in reverse order of seniority. The supervisor or designee of the receiving department will greet the assigned employee and review the assignment. The Employer shall keep the employee at their regular rate of pay, unless assigned to a higher paying job. The Employer may first seek volunteers before assigning alternative work to an employee. It is understood that employees assigned to another site within the bargaining unit shall work the hours scheduled for their home department, unless they mutually agree to a schedule change. The Employer may offer a temporary FTE reduction or a low need administrative leave of absence prior to effecting an hours reduction or layoff. Any employee who takes a low need administrative leave of absence shall be able to take such leave as VTO as in 25.1-d above.
