6.1 MERIT SYSTEM STAFF MEMBERS.
(Amended 3/02)

When a staff member transfers from one department to another, sick leave benefits and accrued vacation time also transfer and are assumed by the new department.

a. In the case of a transfer involving movement of a staff member from one department to another, a Transfer Form is initiated by the appropriate department with the special note that the staff member is transferring to another department. Except for regularly scheduled merit increases in salary, all other changes in the status of a staff member, such as changes in positions within a department, changes in percent of time worked, changes of name and marital status, changes in accounts from which paid and changes from temporary to permanent or student to nonstudent status and vice versa, are made by use of the Change in Status form.

b. Forms signed by the departmental executive officer are forwarded directly to Human Resources unless the departmental executive officer's dean or administrative officer has issued other instructions. Where such recommendations for an appointment or change in status conform to the line budget and are within the University compensation and employment policies, Human Resources is authorized to approve the recommendation.

c. Where such recommendations do not conform to the line budget, they are referred by Human Resources to the dean or chief administrative officer of the college or division with instructions for further action. In such cases, it is necessary to arrange with the Office of the Senior Vice President for Finance and Operations for approval for changes in the line budget or transfer of funds, or both.

d. Provision is made for advancement in salary for staff members in classified general service positions in accordance with the current collective bargaining agreement, or by means of periodic merit salary reviews in accordance with the Regents' Merit System.

6.2 TRANSFERS OF FACULTY FROM DEPARTMENTS OR COLLEGES.
(Regents 6/26/75)

a. No faculty member shall be transferred involuntarily from the department or college in which he or she holds an appointment, except when:
(1) For educational, financial or administrative reasons, the University, after consulting interested parties, decides to abolish one or more colleges or academic departments, reduce the size of either or both, consolidate either or both, divide either or both into two or more units, reorient the scope of either or both or move one or more departments from one college to another; or

(2) After appropriate consultation with interested parties, there are good reasons to believe that the educational program of the University will be forwarded by such a transfer and that the services of the faculty member can be utilized more effectively in the transferee department or college than in the transferor department or college. Before such a transfer is made, consideration should be given to alternative methods of achieving the educational goal and an involuntary transfer should be made only if no other reasonable means is available to achieve that goal.

b. No faculty member may be transferred under the provisions of these regulations as a sanction or penalty for personal or professional action of the faculty member.

c. No faculty member shall be transferred under the provisions of paragraph a(2) of this policy:

(1) Prior to being given at least three months' notice.

(2) Prior to being given a written statement of the reasons for the proposed transfer as well as the conditions, if any, under which the transferring faculty member will be transferred back to the transferor department or college.

(3) Unless the proposed transfer has been reviewed by a committee of the Faculty Senate which shall advise whether the proposed transfer meets the standards established herein.

d. A faculty member who is transferred involuntarily under the terms of this policy shall retain her or his rank, tenure rights (if any), promotion opportunities (if any), salary, and other perquisites acquired during prior service at the University.

e. As used in this policy, the words "interested parties" shall, at a minimum, include the faculty member or members being transferred, the dean or deans of the college or colleges involved, the departmental executive officers of the departments directly affected and, through them, members of such departments.

f. If a faculty member files a grievance concerning his or her proposed involuntary transfer, such grievance may be brought in accord with procedures specified in III-29.6 (Grievance) of the Faculty Dispute Procedures on the issue of whether the proposed transfer meets the terms of this policy.
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6.3 VOLUNTARY CHANGE TO A LOWER GRADE FOR PROFESSIONAL AND SCIENTIFIC EMPLOYEES.
(4/02)

a. When a Professional and Scientific employee accepts a voluntary change to a lower salary grade, the following policy shall apply. The employee's new salary may be set between the minimum salary for the lower pay grade, up to the employee's current salary if it does not exceed the maximum salary for the new pay grade. The rate of pay for other employees in the department, and employees in the same salary grade relative to their experience, will be considered when determining salary. It is the intent of this policy that an employee who voluntarily accepts a position in a lower grade not receive an increase in salary as a result of this transfer and may be required to take a reduction in pay.

b. Only in extreme circumstances, e.g., where it is critical to the success of the hiring department, will the option to increase the salary of an employee who accepts a voluntary change to a lower grade be considered. If an increase in salary is requested, Central Human Resources, Classification and Compensation Unit, will review the departmental request, even if the proposed salary is within the first quartile, and make a final determination before an offer is extended to the employee.
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