AND JOB POSTING Sample Clauses

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. 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: (a) Seniority; Requirements of the job; (a) If voluntarily quits the employ of the Employer; If is discharged for any cause and is not rein- stated through the Grievance Procedure; If is absent from work for three (3) consecu- tive working days without notifying the Employer and is unable to provide a satisfactory reason to the Employer absence; If fails to report for duty a...
Sample 1
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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. 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.
Sample 1
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 employees. a) A temporary transfer shall be defined as the movement of an employee one classification to another classification, and/or one department to another department, created by production requirements or the absence of a regular employee. Temporary vacancies shall be for periods of thirty (30) calendar days or less, except to replace an employee on Leave of Absence as per Article or on Sick Leave. The Company will fill any temporary vacancy by seniority from the department of their choosing among employees who are able to perform the work without training. The junior employee in the department who is able to perform the work without training may be required to fill the vacancy. Any resultant vacancy will be filled in the same manner as the original vacancy.
Sample 1
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. a) When the Company finds it necessary to temporarily transfer an employee, the employer will only transfer an employee for up to a maximum of thirty (30) working days within a calendar year, unless extended by mutual agreement of the parties to include the affected employee without a temporary job posting. During this period the employer may select the employee to be transferred. Where there is more than one employee selected by the Company for transfer, the Company will consider the senior qualified employee selected, for a choice of the work to be filled. Temporary transfers shall be for periods of thirty
Sample 1
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 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 Basic Hourly Wage Schedule (Effective April 1996). Applies to all employees hired before April 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 Hourly Wage Schedule for Apprentices Effective April Hourly Wage Schedule for Apprentices Effective September Occupational Classifications and Wage Groups. 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” CANADIAN UNION OF PUBLIC EMPLOYEES, LOCAL NO. hereinafter called “THE UNION” The parties hereto agree with each other as follows:
Sample 1
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
Sample 1

Related to AND JOB POSTING

  • JOB POSTING The following provision will appear in all collective agreements replacing any related provision that existed in the hospital's expiring collective agreement: (Any provision pertaining to definition of temporary vacancies, non-bargaining unit applications, outside advertising, interim placements or criteria for selection except as it relates to promotions and transfers that existed in the hospital's expiring collective agreement will be continued as the last paragraph of this Article). "Where a permanent vacancy occurs in a classification within the bargaining unit or a new position within the bargaining unit is established by the Hospital, such vacancy shall be posted for a period of seven (7) consecutive calendar days. Applications for such vacancy shall be made in writing within the seven (7) day period referred to herein. The postings shall stipulate the qualifications, classifications, rate of pay, department and shift and a copy shall be provided to the Chief Xxxxxxx. Vacancies created by the filling of an initial permanent vacancy will be posted for a period of three (3) consecutive calendar days, excluding Saturdays, Sundays and Holidays. Applications for such vacancies shall be made in writing within the three (3) day period referred to herein. In matters of promotion and staff transfer appointment shall be made of the senior applicant able to meet the normal requirements of the job. The name of the successful applicant will be posted on the bulletin board for a period of seven (7) calendar days. Where there are no successful applicants from within this bargaining unit for vacant positions referred to in this Article, employees in other CUPE bargaining units at the Hospital will be selected in accordance with the criteria for selection above, prior to considering persons who are not members of CUPE bargaining units at the Hospital. The employees eligible for consideration shall be limited to those employees who have applied for the position in accordance with this Article, and selection shall be made in accordance with this Article. The successful applicant shall be allowed a trial period of up to thirty (30) days, during which the Hospital will determine if the employee can satisfactorily perform the job. Within this period the employee may voluntarily return, or be returned by the Hospital to the position formerly occupied, without loss of seniority. The vacancy resulting from the posting may be filled on a temporary basis until the trial period is completed. A list of vacancies filled in the preceding month under this Article and the names of the successful applicants will be posted, with a copy provided to the union."

  • Job Postings The employee may apply for a job posting at either home based on their seniority at the designated employer. The vacancy will be filled in accordance with Article 9 of the collective agreement. Where seniority is the deciding factor the most senior candidate will be selected regardless of which home her/his seniority was accumulated.

  • Public Posting of Approved Users’ Research Use Statement The PI agrees that information about themselves and the approved research use will be posted publicly on the dbGaP website. The information includes the PI’s name and Requester, project name, Research Use Statement, and a Non-Technical Summary of the Research Use Statement. In addition, and if applicable, this information may include the Cloud Computing Use Statement and name of the CSP or PCS. Citations of publications resulting from the use of controlled-access datasets obtained through this DAR may also be posted on the dbGaP website.

  • Job Postings and Applications ‌ If a vacancy or a new job is created for which union personnel might reasonably be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) calendar days or more, the vacancy or new job including salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) calendar days, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding (a) above, if the vacancy is a temporary one of less than ninety (90) calendar days and the work is not being performed by a float employee, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 19, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) days. (d) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual work. (e) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (f) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (g) By mutual agreement, the parties may vary the job posting process set out in Article 16.01.

  • Proposed Policies and Procedures Regarding New Online Content and Functionality By October 31, 2017, the School will submit to OCR for its review and approval proposed policies and procedures (“the Plan for New Content”) to ensure that all new, newly-added, or modified online content and functionality will be accessible to people with disabilities as measured by conformance to the Benchmarks for Measuring Accessibility set forth above, except where doing so would impose a fundamental alteration or undue burden. a) When fundamental alteration or undue burden defenses apply, the Plan for New Content will require the School to provide equally effective alternative access. The Plan for New Content will require the School, in providing equally effective alternate access, to take any actions that do not result in a fundamental alteration or undue financial and administrative burdens, but nevertheless ensure that, to the maximum extent possible, individuals with disabilities receive the same benefits or services as their nondisabled peers. To provide equally effective alternate access, alternates are not required to produce the identical result or level of achievement for persons with and without disabilities, but must afford persons with disabilities equal opportunity to obtain the same result, to gain the same benefit, or to reach the same level of achievement, in the most integrated setting appropriate to the person’s needs. b) The Plan for New Content must include sufficient quality assurance procedures, backed by adequate personnel and financial resources, for full implementation. This provision also applies to the School’s online content and functionality developed by, maintained by, or offered through a third-party vendor or by using open sources. c) Within thirty (30) days of receiving OCR’s approval of the Plan for New Content, the School will officially adopt, and fully implement the amended policies and procedures.

  • Linking to the Website and Social Media Features You may link to our homepage, provided you do so in a way that is fair and legal and does not damage our reputation or take advantage of it, but you must not establish a link in such a way as to suggest any form of association, approval, or endorsement on our part. This Website may provide certain social media features that enable you to: • Link from your own or certain third-party websites to certain content on this Website. • Send emails or other communications with certain content, or links to certain content, on this Website. • Cause limited portions of content on this Website to be displayed or appear to be displayed on your own or certain third-party websites. You may use these features solely as they are provided by us, and solely with respect to the content they are displayed with, and otherwise in accordance with any additional terms and conditions we provide with respect to such features. Subject to the foregoing, you must not: • Establish a link from any website that is not owned by you. • Cause the Website or portions of it to be displayed on, or appear to be displayed by, any other site, for example, framing, deep linking, or in-line linking. • Link to any part of the Website other than the homepage. • Otherwise take any action with respect to the materials on this Website that is inconsistent with any other provision of these Terms of Use. The website from which you are linking, or on which you make certain content available, must comply in all respects with the Content Standards set out in these Terms of Use. You agree to cooperate with us in causing any unauthorized framing or linking immediately to stop. We reserve the right to withdraw linking permission without notice. We may disable all or any social media features and any links at any time without notice in our discretion.

  • Instructions Appearing to be Genuine The Custodian and all Domestic Subcustodians shall be fully protected and indemnified in acting as a custodian hereunder upon any Resolutions of the Board of Directors or Trustees, Instructions, Special Instructions, advice, notice, request, consent, certificate, instrument or paper appearing to it to be genuine and to have been properly executed and shall, unless otherwise specifically provided herein, be entitled to receive as conclusive proof of any fact or matter required to be ascertained from any Fund hereunder a certificate signed by any officer of such Fund authorized to countersign or confirm Special Instructions. The Custodian shall have no liability for any losses, damages or expenses incurred by a Fund arising from the use of a non-secure form of email or other non-secure electronic system or process.

  • Provision of Fund Documents Website Posting DocuSign Envelope ID: 23888D3F-AABE-425B-A488-C0A17835B391

  • Public Posting of DPA Pursuant to SOPPA, the LEA shall publish on its website a copy of the DPA between the Provider and the LEA, including this Exhibit G.

  • Contents of Personnel File A. Adverse statements prepared by the County shall not be included in an employee's official personnel file unless a copy is provided to the employee. B. An employee shall have the right to inspect and review the contents of his or her official personnel file at reasonable intervals. C. In addition, an employee shall have the right to inspect and review the contents of his or her official personnel file in any case where the employee has a grievance related to performance; to a performance evaluation; or is contesting his or her suspension or discharge from County service. D. Letters of reference and reports concerning criminal investigations concerning the employee shall be excluded from the provisions of B. and C., above. E. An employee shall have the right to respond in writing or personal interview to any information contained in his or her official personnel file, such reply to become a permanent part of such employee's official personnel file. F. Any contents of an employee's official personnel file may be destroyed pursuant to an agreement between the Chief of Employee Relations and the employee concerned or by an order of an arbitrator, court or impartial hearing officer unless the particular item is otherwise required by law to be kept.

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