Common use of Applicant Consideration Clause in Contracts

Applicant Consideration. Employees serving an initial probationary period shall not be considered for any vacancy except a vacancy in the same class in a different percentage appointment or at a different term appointment. Employees serving an initial probationary period in a temporary position shall be permitted to apply for other positions which are not temporary unless there is a layoff list for the classification of the vacancy. The Employer may deny such a transfer if the employee has received disciplinary action at the level of written warning or higher or has received an unsatisfactory mid-point evaluation. A. First, current bargaining unit employees who have received layoff notice in accordance with Article 16 on the basis of total bargaining unit seniority. B. Next, current bargaining unit employees on layoff list for the classification involved in accordance with Article 16. C. Next, current bargaining unit employee who has passed an initial probation with the University and who has either a) been determined to be disabled according to the provisions of the Americans with Disabilities Act (ADA) and is unable to return to his/her former position because of the disability, or b) is unable to return to their position due to a work related injury and now certified to return to other employment. D. Next, current bargaining unit employees requesting a transfer in the same classification and/or pay range as defined in Article 27, Section 5, in accordance with Section 6 of this Article on the basis of bargaining unit seniority. E. Next, current bargaining unit employees with at least five (5) years of continuous service, on the basis of bargaining unit seniority. F. Next, current bargaining unit employees within the department where the vacancy occurs in order of their departmental seniority. G. Next, current bargaining unit employees within the bargaining unit with less than five (5) years of continuous service in order of their total bargaining unit seniority. H. Next, a University employee who has passed an initial probation with the University and who has been determined to be disabled according to the provisions of the Americans with Disabilities Act (ADA) and is unable to return to his/her former position because of the disability but is now certified to return to other employment shall have the right to any vacant position for which s/he is qualified as determined by the employer. I. Next, a University employee who has passed an initial probation with the University and who has been injured on the job and is unable to return to his/her former position because of the injury but is now certified to return to other employment shall have the right to any vacant position for which s/he is qualified as determined by the employer. J. If no applicant is found in the groups described above (A through I), the Employer shall fill the position using its standard employment procedure which shall not disqualify bargaining unit employees from competing for selection if they apply between the 8th and last day of posting. The Employer shall send the Union the name(s) and classifications of any employee(s) referred to fill a bargaining unit vacancy or shift opening, and the name(s) of employee(s) selected, on a bi-weekly basis. Employees affected shall also be notified by the hiring supervisor within two (2) weeks of the hiring decision, and given the reason therefore. The provisions of Section 2, Posting and Section 3, Applicant Consideration may be waived by written agreement between the Employer and the Union in order to return a bargaining unit employee or a former bargaining unit employee who is on Worker's Compensation or Unemployment Compensation, or a non-bargaining unit employee who has been determined to be disabled according to the provisions of the Americans with Disabilities Act (ADA) and is unable to return to his/her former position due to the disability, to a bargaining unit job.

Applicant Consideration. Employees serving an initial probationary period shall not be considered for any vacancy except a vacancy in the same class in a different percentage appointment or at a different term appointment. Employees serving an initial probationary period in a temporary position shall be permitted to apply for other positions which are not temporary unless there is a layoff list for the classification of the vacancy. The Employer may deny such a transfer if the employee has received disciplinary action at the level of written warning or higher or has received an unsatisfactory mid-point evaluation.temporary A. First, current bargaining unit employees who have received layoff notice in accordance with Article 16 17 on the basis of total bargaining unit seniority. B. Next, current bargaining unit employees on layoff list for the classification involved in accordance with Article 1617. C. Next, current bargaining unit employee who has passed an initial probation with the University and who has either a1) been determined to be disabled according to the provisions of the Americans with Disabilities Act (ADA) and is unable to return to his/her their former position because of the disability, or b2) is unable to return to their position due to a work related injury and now certified to return to other employment. D. Next, current bargaining unit employees requesting a transfer in the same classification and/or pay range as defined in Article 2731, Section 5, in accordance with Section 6 of this Article on the basis of bargaining unit seniority. E. Next, current bargaining unit employees with at least five (5) years of continuous service, on the basis of bargaining unit seniority. F. Next, current bargaining unit employees within the department where the vacancy occurs in order of their departmental seniority. G. Next, current bargaining unit employees within the bargaining unit with less than five (5) years of continuous service in order of their total bargaining unit seniority. H. X. Next, a University employee who has passed an initial probation with the University and who has been determined to be disabled according to the provisions of the Americans with Disabilities Act (ADA) and is unable to return to his/her their former position because of the disability but is now certified to return to other employment shall have the right to any vacant position for which s/he is they are qualified as determined by the employer. I. Next, a University employee who has passed an initial probation with the University and who has been injured on the job and is unable to return to his/her their former position because of the injury but is now certified to return to other employment shall have the right to any vacant position for which s/he is they are qualified as determined by the employer. J. If no applicant is found in the groups described above (A through I), the Employer shall fill the position using its standard employment procedure which shall not disqualify bargaining unit employees from competing for selection if they apply between the 8th and last day of posting. The Employer shall send the Union the name(s) and classifications of any employee(s) referred to fill a bargaining unit vacancy or shift opening, and the name(s) of employee(s) selected, on a bi-weekly basis. Employees affected shall also be notified by the hiring supervisor within two (2) weeks of the hiring decision, and given the reason therefore. The provisions of Section 2, Posting and Section 3, Applicant Consideration of this Article may be waived by written agreement between the Employer and the Union in order to return a bargaining unit employee or a former bargaining unit employee who is on Worker's Compensation or Unemployment Compensation, or a non-bargaining unit employee who has been determined to be disabled according to the provisions of the Americans with Disabilities Act (ADA) and is unable to return to his/her their former position due to the disability, to a bargaining unit job.

Applicant Consideration. Employees serving an initial probationary period shall not be considered for any vacancy except a vacancy in the same class in a different percentage appointment or at a different term appointment. Employees serving an initial probationary period in a temporary position shall be permitted to apply for other positions which are not temporary unless there is a layoff list for the classification of the vacancy. The Employer may deny such a transfer if the employee has received disciplinary action at the level of written warning or higher or has received an unsatisfactory mid-point evaluation.in A. First, current bargaining unit employees who have received layoff notice in accordance with Article 16 17 on the basis of total bargaining unit seniority. B. Next, current bargaining unit employees on layoff list for the classification involved in accordance with Article 1617. C. Next, current bargaining unit employee who has passed an initial probation with the University and who has either a1) been determined to be disabled according to the provisions of the Americans with Disabilities Act (ADA) and is unable to return to his/her their former position because of the disability, or b2) is unable to return to their position due to a work related injury and now certified to return to other employment. D. Next, current bargaining unit employees requesting a transfer in the same classification and/or pay range as defined in Article 2731, Section 5, in accordance with Section 6 of this Article on the basis of bargaining unit seniority. E. Next, current bargaining unit employees with at least five (5) years of continuous service, on the basis of bargaining unit seniority. F. Next, current bargaining unit employees within the department where the vacancy occurs in order of their departmental seniority. G. Next, current bargaining unit employees within the bargaining unit with less than five (5) years of continuous service in order of their total bargaining unit seniority. H. X. Next, a University employee who has passed an initial probation with the University and who has been determined to be disabled according to the provisions of the Americans with Disabilities Act (ADA) and is unable to return to his/her their former position because of the disability but is now certified to return to other employment shall have the right to any vacant position for which s/he is they are qualified as determined by the employer. I. Next, a University employee who has passed an initial probation with the University and who has been injured on the job and is unable to return to his/her their former position because of the injury but is now certified to return to other employment shall have the right to any vacant position for which s/he is they are qualified as determined by the employer. J. If no applicant is found in the groups described above (A through I), the Employer shall fill the position using its standard employment procedure which shall not disqualify bargaining unit employees from competing for selection if they apply between the 8th and last day of posting. The Employer shall send the Union the name(s) and classifications of any employee(s) referred to fill a bargaining unit vacancy or shift opening, and the name(s) of employee(s) selected, on a bi-weekly basis. Employees affected shall also be notified by the hiring supervisor within two (2) weeks of the hiring decision, and given the reason therefore. The provisions of Section 2, Posting and Section 3, Applicant Consideration of this Article may be waived by written agreement between the Employer and the Union in order to return a bargaining unit employee or a former bargaining unit employee who is on Worker's Compensation or Unemployment Compensation, or a non-bargaining unit employee who has been determined to be disabled according to the provisions of the Americans with Disabilities Act (ADA) and is unable to return to his/her their former position due to the disability, to a bargaining unit job.

Applicant Consideration. Employees serving an initial probationary period shall not be considered for any vacancy except a vacancy in the same class in a different percentage appointment or at a different term appointment. Employees serving an initial probationary period in a temporary position shall be permitted to apply for other positions which are not temporary unless there is a layoff list for the classification of the vacancy. The Employer may deny such a transfer if the employee has received disciplinary action at the level of written warning or higher or has received an unsatisfactory mid-point evaluation.temporary A. First, current bargaining unit employees who have received layoff notice in accordance with Article 16 17 on the basis of total bargaining unit seniority. B. Next, current bargaining unit employees on layoff list for the classification involved in accordance with Article 1617. C. Next, current bargaining unit employee who has passed an initial probation with the University and who has either a1) been determined to be disabled according to the provisions of the Americans with Disabilities Act (ADA) and is unable to return to his/her their former position because of the disability, or b2) is unable to return to their position due to a work related injury and now certified to return to other employment. D. Next, current bargaining unit employees requesting a transfer in the same classification and/or pay range as defined in Article 2731, Section 5, in accordance with Section 6 of this Article on the basis of bargaining unit seniority. E. Next, current bargaining unit employees with at least five (5) years of continuous service, on the basis of bargaining unit seniority. F. Next, current bargaining unit employees within the department where the vacancy occurs in order of their departmental seniority. G. Next, current bargaining unit employees within the bargaining unit with less than five (5) years of continuous service in order of their total bargaining unit seniority. H. Next, a University employee who has passed an initial probation with the University and who has been determined to be disabled according to the provisions of the Americans with Disabilities Act (ADA) and is unable to return to his/her their former position because of the disability but is now certified to return to other employment shall have the right to any vacant position for which s/he is they are qualified as determined by the employer. I. Next, a University employee who has passed an initial probation with the University and who has been injured on the job and is unable to return to his/her their former position because of the injury but is now certified to return to other employment shall have the right to any vacant position for which s/he is they are qualified as determined by the employer. J. If no applicant is found in the groups described above (A through I), the Employer shall fill the position using its standard employment procedure which shall not disqualify bargaining unit employees from competing for selection if they apply between the 8th and last day of posting. The Employer shall send the Union the name(s) and classifications of any employee(s) referred to fill a bargaining unit vacancy or shift opening, and the name(s) of employee(s) selected, on a bi-weekly basis. Employees affected shall also be notified by the hiring supervisor within two (2) weeks of the hiring decision, and given the reason therefore. The provisions of Section 2, Posting and Section 3, Applicant Consideration of this Article may be waived by written agreement between the Employer and the Union in order to return a bargaining unit employee or a former bargaining unit employee who is on Worker's Compensation or Unemployment Compensation, or a non-bargaining unit employee who has been determined to be disabled according to the provisions of the Americans with Disabilities Act (ADA) and is unable to return to his/her their former position due to the disability, to a bargaining unit job.

Applicant Consideration. Employees serving an initial probationary period shall not be considered for any vacancy except a vacancy in the same class in a different percentage appointment or at a different term appointment. Employees serving an initial probationary period in a temporary position shall be permitted to apply for other positions which are not temporary unless there is a layoff list for the classification of the vacancy. The Employer may deny such a transfer if the employee has received disciplinary action at the level of written warning or higher or has received an unsatisfactory mid-point evaluation.if A. First, current bargaining unit employees who have received layoff notice in accordance with Article 16 on the basis of total bargaining unit seniority. B. Next, current bargaining unit employees on layoff list for the classification involved in accordance with Article 16. C. Next, current bargaining unit employee who has passed an initial probation with the University and who has either a) been determined to be disabled according to the provisions of the Americans with Disabilities Act (ADA) and is unable to return to his/her former position because of the disability, or b) is unable to return to their position due to a work related injury and now certified to return to other employment. D. Next, current bargaining unit employees requesting a transfer in the same classification and/or pay range as defined in Article 27, Section 5, in accordance with Section 6 of this Article on the basis of bargaining unit seniority. E. Next, current bargaining unit employees with at least five (5) years of continuous service, on the basis of bargaining unit seniority. F. Next, current bargaining unit employees within the department where the vacancy occurs in order of their departmental seniority. G. Next, current bargaining unit employees within the bargaining unit with less than five (5) years of continuous service in order of their total bargaining unit seniority. H. Next, a University employee who has passed an initial probation with the University and who has been determined to be disabled according to the provisions of the Americans with Disabilities Act (ADA) and is unable to return to his/her former position because of the disability but is now certified to return to other employment shall have the right to any vacant position for which s/he is qualified as determined by the employer. I. Next, a University employee who has passed an initial probation with the University and who has been injured on the job and is unable to return to his/her former position because of the injury but is now certified to return to other employment shall have the right to any vacant position for which s/he is qualified as determined by the employer. J. If no applicant is found in the groups described above (A through I), the Employer shall fill the position using its standard employment procedure which shall not disqualify bargaining unit employees from competing for selection if they apply between the 8th and last day of posting. The Employer shall send the Union the name(s) and classifications of any employee(s) referred to fill a bargaining unit vacancy or shift opening, and the name(s) of employee(s) selected, on a bi-weekly basis. Employees affected shall also be notified by the hiring supervisor within two (2) weeks of the hiring decision, and given the reason therefore. The provisions of Section 2, Posting and Section 3, Applicant Consideration may be waived by written agreement between the Employer and the Union in order to return a bargaining unit employee or a former bargaining unit employee who is on Worker's Compensation or Unemployment Compensation, or a non-bargaining unit employee who has been determined to be disabled according to the provisions of the Americans with Disabilities Act (ADA) and is unable to return to his/her former position due to the disability, to a bargaining unit job.

Applicant Consideration. Employees serving an initial probationary period shall not be considered for any vacancy except a vacancy in the same class in a different percentage appointment or at a different term appointment. Employees serving an initial probationary period in a temporary position shall be permitted to apply for other positions which are not temporary unless there is a layoff list for the classification of the vacancy. The Employer may deny such a transfer if the employee has received disciplinary action at the level of written warning or higher or has received an unsatisfactory mid-point evaluation.in A. First, current bargaining unit employees who have received layoff notice in accordance with Article 16 17 on the basis of total bargaining unit seniority. B. Next, current bargaining unit employees on layoff list for the classification involved in accordance with Article 1617. C. Next, current bargaining unit employee who has passed an initial probation with the University and who has either a1) been determined to be disabled according to the provisions of the Americans with Disabilities Act (ADA) and is unable to return to his/her their former position because of the disability, or b2) is unable to return to their position due to a work related injury and now certified to return to other employment. D. Next, current bargaining unit employees requesting a transfer in the same classification and/or pay range as defined in Article 2731, Section 5, in accordance with Section 6 of this Article on the basis of bargaining unit seniority. E. Next, current bargaining unit employees with at least five (5) years of continuous service, on the basis of bargaining unit seniority. F. Next, current bargaining unit employees within the department where the vacancy occurs in order of their departmental seniority. G. Next, current bargaining unit employees within the bargaining unit with less than five (5) years of continuous service in order of their total bargaining unit seniority. H. Next, a University employee who has passed an initial probation with the University and who has been determined to be disabled according to the provisions of the Americans with Disabilities Act (ADA) and is unable to return to his/her their former position because of the disability but is now certified to return to other employment shall have the right to any vacant position for which s/he is they are qualified as determined by the employer. I. Next, a University employee who has passed an initial probation with the University and who has been injured on the job and is unable to return to his/her their former position because of the injury but is now certified to return to other employment shall have the right to any vacant position for which s/he is they are qualified as determined by the employer. J. If no applicant is found in the groups described above (A through I), the Employer shall fill the position using its standard employment procedure which shall not disqualify bargaining unit employees from competing for selection if they apply between the 8th and last day of posting. The Employer shall send the Union the name(s) and classifications of any employee(s) referred to fill a bargaining unit vacancy or shift opening, and the name(s) of employee(s) selected, on a bi-weekly basis. Employees affected shall also be notified by the hiring supervisor within two (2) weeks of the hiring decision, and given the reason therefore. The provisions of Section 2, Posting and Section 3, Applicant Consideration of this Article may be waived by written agreement between the Employer and the Union in order to return a bargaining unit employee or a former bargaining unit employee who is on Worker's Compensation or Unemployment Compensation, or a non-bargaining unit employee who has been determined to be disabled according to the provisions of the Americans with Disabilities Act (ADA) and is unable to return to his/her their former position due to the disability, to a bargaining unit job.

Applicant Consideration. Employees serving an initial probationary period shall not be considered for any vacancy except a vacancy in the same class in a different percentage appointment or at a different term appointment. Employees serving an initial probationary period in a temporary position shall be permitted to apply for other positions which are not temporary unless there is a layoff list for the classification of the vacancy. The Employer may deny such a transfer if the employee has received disciplinary action at the level of written warning or higher or has received an unsatisfactory mid-point evaluation. A. First, current bargaining unit employees who have received layoff notice in accordance with Article 16 on the basis of total bargaining unit seniority. B. Next, current bargaining unit employees on layoff list for the classification involved in accordance with Article 16. C. Next, current bargaining unit employee who has passed an initial probation with the University and who has either a) been determined to be disabled according to the provisions of the Americans with Disabilities Act (ADA) and is unable to return to his/her former position because of the disability, or b) is unable to return to their position due to a work related injury and now certified to return to other employment. D. Next, current bargaining unit employees requesting a transfer in the same classification and/or pay range as defined in Article 27, Section 5, in accordance with Section 6 of this Article on the basis of bargaining unit seniority. E. Next, current bargaining unit employees with at least five (5) years of continuous service, on the basis of bargaining unit seniority. F. Next, current bargaining unit employees within the department where the vacancy occurs in order of their departmental seniority. G. Next, current bargaining unit employees within the bargaining unit with less than five (5) years of continuous service in order of their total bargaining unit seniority. H. X. Next, a University employee who has passed an initial probation with the University and who has been determined to be disabled according to the provisions of the Americans with Disabilities Act (ADA) and is unable to return to his/her former position because of the disability but is now certified to return to other employment shall have the right to any vacant position for which s/he is qualified as determined by the employer. I. Next, a University employee who has passed an initial probation with the University and who has been injured on the job and is unable to return to his/her former position because of the injury but is now certified to return to other employment shall have the right to any vacant position for which s/he is qualified as determined by the employer. J. If no applicant is found in the groups described above (A through I), the Employer shall fill the position using its standard employment procedure which shall not disqualify bargaining unit employees from competing for selection if they apply between the 8th and last day of posting. The Employer shall send the Union the name(s) and classifications of any employee(s) referred to fill a bargaining unit vacancy or shift opening, and the name(s) of employee(s) selected, on a bi-weekly basis. Employees affected shall also be notified by the hiring supervisor within two (2) weeks of the hiring decision, and given the reason thereforetherefor. The provisions of Section 2, Posting and Section 3, Applicant Consideration may be waived by written agreement between the Employer and the Union in order to return a bargaining unit employee or a former bargaining unit employee who is on Worker's Compensation or Unemployment Compensation, or a non-bargaining unit employee who has been determined to be disabled according to the provisions of the Americans with Disabilities Act (ADA) and is unable to return to his/her former position due to the disability, to a bargaining unit job.

Applicant Consideration. Employees serving an initial probationary period shall not be considered for any vacancy except a vacancy in the same class in a different percentage appointment or at a different term appointment. Employees serving an initial probationary period in a temporary position shall be permitted to apply for other positions which are not temporary unless there is a layoff list for the classification of the vacancy. The Employer may deny such a transfer if the employee has received disciplinary action at the level of written warning or higher or has received an unsatisfactory mid-point evaluation. A. First, current bargaining unit employees who have received layoff notice in accordance with Article 16 17 on the basis of total bargaining unit seniority. B. Next, current bargaining unit employees on layoff list for the classification involved in accordance with Article 1617. C. Next, current bargaining unit employee who has passed an initial probation with the University and who has either a1) been determined to be disabled according to the provisions of the Americans with Disabilities Act (ADA) and is unable to return to his/her their former position because of the disability, or b2) is unable to return to their position due to a work related injury and now certified to return to other employment. D. Next, current bargaining unit employees requesting a transfer in the same classification and/or pay range as defined in Article 2731, Section 5, in accordance with Section 6 of this Article on the basis of bargaining unit seniority. E. Next, current bargaining unit employees with at least five (5) years of continuous service, on the basis of bargaining unit seniority. F. Next, current bargaining unit employees within the department where the vacancy occurs in order of their departmental seniority. G. Next, current bargaining unit employees within the bargaining unit with less than five (5) years of continuous service in order of their total bargaining unit seniority. H. Next, a University employee who has passed an initial probation with the University and who has been determined to be disabled according to the provisions of the Americans with Disabilities Act (ADA) and is unable to return to his/her their former position because of the disability but is now certified to return to other employment shall have the right to any vacant position for which s/he is they are qualified as determined by the employer. I. Next, a University employee who has passed an initial probation with the University and who has been injured on the job and is unable to return to his/her their former position because of the injury but is now certified to return to other employment shall have the right to any vacant position for which s/he is they are qualified as determined by the employer. J. If no applicant is found in the groups described above (A through I), the Employer shall fill the position using its standard employment procedure which shall not disqualify bargaining unit employees from competing for selection if they apply between the 8th and last day of posting. The Employer shall send the Union the name(s) and classifications of any employee(s) referred to fill a bargaining unit vacancy or shift opening, and the name(s) of employee(s) selected, on a bi-weekly basis. Employees affected shall also be notified by the hiring supervisor within two (2) weeks of the hiring decision, and given the reason therefore. The provisions of Section 2, Posting and Section 3, Applicant Consideration of this Artile may be waived by written agreement between the Employer and the Union in order to return a bargaining unit employee or a former bargaining unit employee who is on Worker's Compensation or Unemployment Compensation, or a non-bargaining unit employee who has been determined to be disabled according to the provisions of the Americans with Disabilities Act (ADA) and is unable to return to his/her their former position due to the disability, to a bargaining unit job.