New Search
y.4 5~N1UK1'1'Y YK~N'~K~;N(;~ <br /> a. In instances where employees are being given a preference by the <br /> City in work assignments and where employees' skills in the required areas <br /> and individual performance records are equal, employee career development <br /> plans and seniority will be considered in making assignments. <br /> b. Preference in vacation scheduling, extra days off, or other choices <br /> given by a department to the members of the bargaining, unit shall be by <br /> seniority. <br /> c. In an instance where the City determines that two (2) or more <br /> <br /> i employees are equal in performance,. fitness, and job skills relative to a <br /> bargaining unit position, the City agrees to recognize and consider <br /> established career plans and seniority as factors in determining promotion or <br /> ermanent transfer from one osition to another. A bar ainin unit <br /> p g g <br /> p <br /> employee applying for promotion or permanent transfer to another <br /> classification, who is not granted an interview for that position, will be <br /> given an explanation regarding why no interview was granted. <br /> Article 10 <br /> PROBATIONARY PERIOD <br /> 10.1 An employee who has not completed twelve (12) months of continuous <br /> employment shall not be considered to have seniority, shall not be <br /> considered a re ular em to ee, and shall have no recourse if terminated. <br /> g p Y <br /> 10.2 An em to ee on robation shall receive a written erformance a sisal at <br /> p Y p p pp <br /> six (6) months and twelve (12) months. In addition, the employee should <br /> receive informal feedback, at a minimum, at three (3) and nine (9) months, <br /> with written documentation to the employee that this has occurred. <br /> 10.3 Employees who promote or transfer to another classification shall serve a <br /> probationary period equal to that which a new employee would serve. If the <br /> City determines that a promoted or transferred employee fails to meet the <br /> requirements for the new position at any time during their probation, the <br /> employee shall return to the previously held classification or position <br /> rovided s/he is ualified and has eater service in the classification than <br /> P <br /> q <br /> the employee they would displace. A promoted or transferred employee <br /> shall have access to the grievance. procedure for all grievable issues except <br /> for issues involving the City's determination that the employee fails to meet <br /> the requirements of the new position. <br /> Article 11 <br /> WORK FORCE REDUCTIONS <br /> 1Z <br /> _ <br /> <br />