Effective 7/1/15 - 6/30/17
Neither party will be bound by typographical errors, grammatical errors, or other instances of unintended error in this contract. Furthermore, the parties agree that any unintended changes to the contract language as a result of contract consolidation will not create new legal rights or responsibilities outside of the parties' specific intent. The parties reserve the right to correct any such mistakes or omissions by mutual agreement at any point during the life of the contract in order to preserve the original intent of the language.
It is the policy of the University to encourage job advancement and promote from within. It is the responsibility of each employee seeking promotion or transfer to provide the Employer with complete information regarding the employee's skills and qualifications relative to the position sought. The Employer will make the application process, necessary submittals and the essential skills of the vacant position clear to prospective applicants.
For the purpose of this Article the following definitions apply:
Promotion - Movement to a position with a different classification with a higher salary maximum.
Transfer - Movement to a position with the same salary maximum or same classification.
Voluntary Demotion - Movement to a position with a lower salary maximum, where the position is attained through the employment process. This section does not apply to employees who demote as the result of corrective action.
22.3 Notice that applications are being accepted for vacant bargaining unit positions will be published by the Employer and will be made available in places intended to reach bargaining unit employees for a minimum of seven (7) days prior to the closing of the application period. The University may limit the scope of the posting area if applications only from within the posting area are accepted.
22.4 The Employer will determine if applicants possess the essential skills required of the position. Essential skills are the minimum qualifications listed in the job description for the classification and any specific position requirements. The Employer will refer all current bargaining unit applicants possessing the essential skills prior to referring any non-bargaining unit applicants. Where the skills, abilities and experience of the vacant position applicants are considered equal, the Employer will offer the position to a bargaining unit applicant. In accordance with applicable law, affirmative action goals will be considered when filling vacancies.
At least one (1) bargaining unit applicant per job requisition, who is a regular monthly employee and who possesses the essential skills, shall be among those granted an interview for bargaining unit positions. Which bargaining unit applicant(s) the Employer chooses to interview shall not be grievable.
22.5 Applicants from within the bargaining unit determined not to possess the essential skills for the vacant position may seek a non-grievable review of the assessment through the Human Resources Office. Applicants from the bargaining unit who possess the essential skills but are not offered the position may request an explanation, written or oral, as to why the position was not offered.
22.6 Movement between positions will comply with the following:
Applicable to the University-wide Nonsupervisory, Supervisory, Health Care Professional Technical/Laboratory Technical, HMC Technical, and UW Medicine Contact Center bargaining units:
Local 925 to Local 925 - During the first six (6) weeks of a new appointment employees who transfer, promote or voluntarily demote within a Local 925 bargaining unit may opt to return to the position they left as long as it is still available; or employees who do not meet supervisory expectations may be reassigned to the previous position. For employees who transfer or voluntarily demote, if the former position is no longer available, the employee may be reassigned in the same classification or be placed on the rehire list. Promotional employees have preemptive rights to their former position, if the position still exists even if it has been filled. Paid or unpaid leave taken during the six (6) week trial service period shall extend the length of the trial service period by the amount of paid or unpaid leave taken.
Non-Local 925 Classified to Local 925 - Employees who transfer, promote, or voluntarily demote from a UW non-Local 925 classified position to a Local 925 position will be granted a six (6) week leave of absence without pay for the purpose of serving a six (6) week trial period. During the first six (6) weeks of the new appointment either the employee or the supervisor may end the appointment by providing notice to the employing official. The employee will be returned to the same position or a comparable position in the same class. This notice must be given prior to the end of the six (6) week trial period. For a brief time following the expiration of the six (6) week period, due to operational necessity, the employer may retain the employee in the position. Paid or unpaid leave taken during the six (6) week trial service period shall extend the length of the trial service period by the amount of paid or unpaid leave taken. The six (6) week leave of absence period will not be extended.
Local 925 to Non-Local 925 Classified - Local 925 employees who accept a non-Local 925 classified appointment at the UW will be granted a six (6) week leave of absence without pay from the Local 925 position. Employees who accept a non-Local 925 classified position will serve a probationary period in accordance with the rules governing that non-Local 925 classified position. During the first six (6) weeks of the new appointment, either the employee or the supervisor may end the new appointment by providing notice to the employing official. The employee will be returned to the same position or a comparable position in the same class. This notice must be given prior to the end of the six (6) week trial period. For a brief time following the expiration of the six (6) week period, due to operational necessity, the employer may retain the employee in the position. Beyond this six (6) week timeframe, the employee will be subject to the applicable rules governing that non-Local 925 classified position.
Applicable to the Research Technologist and Research Technologist Supervisor bargaining units:
Movement Between Positions Within the University - Employees who transfer, promote or voluntarily demote shall serve a trial service period during the first six (6) months of a new appointment. During the first six (6) weeks of the trial service period, promotional employees have preemptive rights to their former position if the position still exists, and transferred or voluntarily demoted employees may return to their former position if it still exists and is vacant. After the first six (6) weeks but during the six (6) months, employees who do not meet supervisory expectations shall have the option to be placed on the rehire list. Paid or unpaid leave taken during the six (6) month trial service period shall extend the length of the trial service period by the amount of paid or unpaid leave taken. Employees who return to their former position, whether returning directly or being placed from the rehire list, will not be required to serve an additional three (3) month trial service period per 17.2(e).
Movement from a Non-University Position to a Bargaining Unit Position - Employees will be required to serve a probationary period per Article 16.
22.7 Employees shall receive reasonable paid release time for job interviews (which may include sitting for an examination) at the University. Such time must be approved in advance by the supervisor subject to unit staffing needs.