All qualified internal candidates who submit timely bids will receive an interview for the position vacancy. Upon request, copies of the job description shall be made available.
Each internal candidate will be notified in writing of the decision with respect to his/her candidacy. This decision will indicate: 1) the applicant has been offered the position, or 2) That the applicant has not been offered the position, including a reason for such decision.
Transfer in status or classification shall not delay the use of entitled benefits.
Transferred, re-classified and promoted bargaining unit members shall serve a one-hundred and eighty (180) calendar day probationary period, subject to a thirty (30) calendar day extension. Such supervisors shall retain all benefits and rights pertaining to bargaining unit members, including access to the grievance procedure, except for the decision concerning the outcome and disposition of their probationary period. Should the supervisor fail the probationary period, the University shall return the supervisor to his/her former position if it is still available. Should the supervisor’s former position not be available, his/her employment with the University will be terminated. Individuals who are terminated pursuant to the above circumstances will be allowed to bid as “internal candidates” for up to two months after the effective date of termination.
4.04 Reassignment:
Reassignment is the movement of a bargaining unit member from one job assignment to another within such staff member’s job classification and within his/her department. Such reassignment may be to another geographic location.
When a bargaining unit member is reassigned within his/her job classification, his/her salary shall not be reduced below that which he/she would have received had the staff member continued in his/her original position.
4.05 Labor-Management Committee:
The Union and the University agree to the establishment of a Labor-Management Committee. The committee shall consist of representatives selected by the Union (not to exceed 8) and representatives of the University (not to exceed 8). The Director of Human Resources or designee from each campus shall attend for the University. In addition, a representative from the administrative offices of the relevant administrative Division of the University may attend a specific meeting of the Labor-Management Committee. This meeting will be on a bi-monthly basis. The Director of Labor Relations of the University shall attend the committee meetings on a semi-annual basis.