be entitled to return to the position from which promoted within ninety (90) days of the promotion,
unless this period is extended for an additional thirty (30) days by the Library Director.
Probationary Period:
The probationary period for all new hires will be at least minety (90) calendar days and may be
extended by management in order to provide the employ ce additional time to be successful. In no
case will the probationary period be more than 180 days. For promotional employees, the
probationary period is ninety (90) calendar day s, unless extended for an additional thirty (30) days
as set forth above.
Rate of Pay:
Persons app ointed to positions for the first time shall be paid an amount within the established range
for the position except that no new employee shall be paid more than a current employ ee in that
position with the same years of relevant experience and relevant education. Relevant education and
relevant prior job experience will be considered when determining where a newly appointed person
will be placed in the established pay range for a position. Whenever the Director recommends and
the Board approves pay ment of anew hire at a rate higher than a current employ ce in that grade, the
Board shall provide to the Union, in writing, the relevant experience and/or relevant education of
the new employ ce.
Lay-Off Provision:
The Library Board of Trustees reserves the right to institute a reduction in force as it deems
necessary to conduct its operations.
If the Board is contemp lating a reduction in force or elimination of a position, the Board will notify
any employ ee to be laid off four (4) weeks before the proposed effective date of lay off. Such notice
will be in writing and will include the proposed time schedule and the reason for the proposed
reduction in force. Such written notice shall be provided to the Union president at the same time.
When making layoff decisions, qualification factors such as education and experience, job
performance and absenteeism will be considered. If management finds all factors to be reasonably
equal for the employees subject to layoff, then reverse seniority shall be utilized in making the
lay off decision.
Bumping Rights:
A full time emp loy ce shall be eligible to “bump” the least senior full-time employ ee in a position in
the grade for which they are qualified. A part-time employ ce shall be eligible to “bump” the least
senior part-time employee in a position and the grade for which they are qualified. If this is not
possible, the employ ce shall be eligible to bump the least senior employee in the grade below ina
position for which he/she is qualified, if any. Anemploy ee may bump the least senior person in any
lower paid grade for a position for which he/she is qualified. An employee who is displaced as a
result of an employ ce asserting bump ing rights, shall be entitled to the same bumping procedures
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