AND JOB POSTING. In the case of temporary transfers of employees, seniority shall be the governing factor where ability and performance are relatively equal between two (2) or more employees.
AND JOB POSTING. The purpose of seniority regulations is to provide a policy governing layoff, recall and job posting. In the event of a reduction of the working force, the Employer shall apply the principle of “last on, first off”, provided the employees to be retained have the necessary qualifications and ability to perform the work required. Recalling laid- off employees shall be in the reverse order of the layoff proce- dure above, provided the employees to be recalled have the necessary qualifications and ability to perform the work required of them. Qualifications and ability being relatively equal, then seniority shall govern. However, where a senior employee is, in fact, not capable or qualified to perform the work of a junior employee, the Employer may lay off the senior employee and retain the junior employee. Employees' names shall be placed on the seniority list in order of their last respective dates of hiring. New employees shall not be placed on the seniority list until they have completed sixty (60) calendar days' employment with the Employer. Grievances may not be presented in connection with the discharge or layoff of a probationary employee, unless discrimination for Union activity is alleged. It is understood by the parties to this Agreement that student employees shall not acquire seniority status. A seniority list shall be placed on the bulletin board and will be revised by the Employer When a new job is created or where a vacancy occurs, it shall be posted by the Employer for five (5) days in order to give all interested employees the opportunity to apply in writing for such job. All jobs will be posted within seven (7) days from the time the vacancy occurs, except when a job is discontinued. However, the Employer shall have the right to fill such vacancies in the meantime pend- ing the final decision regarding the replacement. A vacancy shall not exist due to reasons of an employee or employees being on vacation, layoffs of short duration, illness of short duration or granted leave of absence. The Employer agrees to provide the President of the local Union with copies of all job Careful consideration will be given to applications received in relation to the following:
AND JOB POSTING. Seniority based on the length of continuous service with the Corporation since the last of hire, save and except seniority dates for employees whose seniority shall be determined on a basis back to the original date of hire as a When a new employee is hired, he shall be on probation for a period of ninety (90) calendar days any consecutive six period. During his probationary period, an employee shall not be covered by any of the terms of this Agreement, except for his rate of pay Schedules and and payment of Union dues under Article It is expressly understood by both parties that during the probationary period, an employee shall be considered as being employed on a trial basis and may be discharged at any time at the sole discretion of the Corporation. The Corporation may dismiss a probationary employee for- provided it does not act in bad faith and this shall constitute a lesser standard for the purpose of Section of the Labour Relations Act. The Corporation may a probationary employee in its discretion provided only that such discretion shall not be exercised in a manner that is in bad faith.
AND JOB POSTING. Section -Definition of Seniority Section Definition of Work Groups Section Lay Off and Recall Procedures Section Return From Inactive Payroll Section Filling Vacancies and Job Posting Section -Temporary Vacancies Section -Vacancies Outside the Bargaining Unit Section Special Placement ARTICLE CODE OF PRACTICE Page ARTICLE - JOB EVALUATION AND WAGE ADMINISTRATION Section Purpose. Section General. Section Union Job Evaluation Committee Section Descriptions. Section Changes to Jobs on the Ladder Chart. Section -Establishment of New Jobs Section - JobReviews Increases. Section Failure to Agree on Evaluation. Section Hiring Rates Section Step-Rate Section -Employee Section Employee Downgradings. Section Substitution. Section Lateral Transfers. Section Fueling Allowance Section -Termination and Amendment SCHEDULE “A” Basic Hourly Wage Schedule (Effective April 1996). Applies to all employees hired before April SCHEDULE “A-1’’ Basic Hourly Wage Schedule (Effective April 1996). Applies to all employees hired on or after April Basic Hourly Wage Schedule (Effective September 1998). Applies to all employees hired before April Basic Hourly Wage Schedule (Effective September 1998). Applies to all employees hired on or after April SCHEDULE Hourly Wage Schedule for Apprentices Effective April SCHEDULE Hourly Wage Schedule for Apprentices Effective September SCHEDULE Occupational Classifications and Wage Groups. SCHEDULE Classifications of Employees to Receive Laundering of Issue Clothing THIS AGREEMENT made in duplicate this 1st day of April, Between: TORONTO TRANSIT COMMISSION, hereinafter called “THE COMMISSION” Party of the First Part: and CANADIAN UNION OF PUBLIC EMPLOYEES, LOCAL NO. hereinafter called “THE UNION” Party of the Second Part. The parties hereto agree with each other as follows:
