Common use of Bargaining Unit Vacancies Clause in Contracts

Bargaining Unit Vacancies. Section 1. When a bargaining unit position becomes vacant because of retirement, A. A notice of vacancy shall be communicated to the Chief Xxxxxxx and posted on the University’s website for campus distribution for at least eight (8) working days. The notice shall describe thejob duties and the minimum qualifications for the position. B. Any non-probationary employee may apply for the position on an application update form to be furnished by the University. In the event the University decides to use a Position Search Waiver, it will first notify and discuss the decision with the Union. A bargaining unit member who anticipates that a posting may occur during their vacation may submit an application update which shall be effective until their return. A bargaining unit member who is absent during the period of posting due to vacation, illness, leave of absence, or layoff and has not submitted an advance application update, may make application for the posted position and will be considered if the position has not already been filled and the successful applicant notified. C. It is understood, however, that no posting or award shall be deferred to accommodate an employee’s absence. Section 2. Determining job content, minimum qualifications and required job skills, Section 3. The University shall evaluate all candidates to ensure they meet the minimum criteria stated in the job classification specifications and, in selecting among such candidates, may take into account work record, demonstrated job performance, skills, attitude, knowledge and capacity. The University may utilize assembled or unassembled testing to aid in its determination and such testing, whether written or oral or a combination thereof, may include: 1. demonstration of skill, physical fitness, efficiency, and manual dexterity; or 2. evaluation of capacity, knowledge, training, experience or adaptability. Section 4. As among those bargaining unit candidates who meet the job criteria determined and published by the University pursuant to Section 2, the University may award the job to a candidate deemed qualified by the University. When the University awards the job to a member of the bargaining unit, the employee shall be transferred to the new job within four (4) weeks following the award, unless operational requirements dictate a longer period. The new pay rate, if applicable, shall commence the day the employee actually commences the new job or four (4) weeks following the award, whichever occurs sooner. All unsuccessful candidates may inquire of the designated employment coordinator as to the reasons they were not a successful applicant. If no bargaining unit employee is selected by the University for the opening, the University may extend the search outside the bargaining unit. Section 5. When a vacancy exists that may create an operational inconvenience or Section 6. If an employee moves to a higher pay grade position, the change is considered Section 7. An employee shall suffer no reduction in wage as a result of being awarded Section 8. Employees who are awarded a vacancy may not apply for a new position for Section 9. The Chief Xxxxxxx will be notified quarterly, by email, of any of the following

Bargaining Unit Vacancies. Section 1. When a bargaining unit position becomes vacant because of retirement, A. A notice of vacancy shall be communicated to the Chief Xxxxxxx and posted on the University’s website for campus distribution for at least eight (8) working days. The notice shall describe thejob the job duties and the minimum qualifications for the position. B. Any non-probationary employee may apply for the position on an application update form to be furnished by the University. In the event the University decides to use a Position Search Waiver, it will first notify and discuss the decision with the Union. A bargaining unit member who anticipates that a posting may occur during their vacation may submit an application update which shall be effective until their return. A bargaining unit member who is absent during the period of posting due to vacation, illness, leave of absence, or layoff and has not submitted an advance application update, may make application for the posted position and will be considered if the position has not already been filled and the successful applicant notified. C. It is understood, however, that no posting or award shall be deferred to accommodate an employee’s absence. Section 2. Determining job content, minimum qualifications and required job skills, Section 3. The University shall evaluate all candidates to ensure they meet the minimum criteria stated in the job classification specifications and, in selecting among such candidates, may take into account work record, demonstrated job performance, skills, attitude, knowledge and capacity. The University may utilize assembled or unassembled testing to aid in its determination and such testing, whether written or oral or a combination thereof, may include: 1. demonstration of skill, physical fitness, efficiency, and manual dexterity; or 2. evaluation of capacity, knowledge, training, experience or adaptability. The candidate awarded the vacancy shall be notified in writing or by email. Section 4. As among those bargaining unit candidates who meet the job criteria determined and published by the University pursuant to Section 2, the University may award the job to a candidate deemed qualified by the University. When the University awards the job to a member of the bargaining unit, the employee shall be transferred to the new job within four (4) weeks following the award, unless operational requirements dictate a longer period. The new pay rate, if applicable, shall commence the day the employee actually commences the new job or four (4) weeks following the award, whichever occurs sooner. All unsuccessful candidates may inquire of the designated employment coordinator as to the reasons they were not a successful applicant. If no bargaining unit employee is selected by the University for the opening, the University may extend the search outside the bargaining unit.criteria Section 5. When a vacancy exists that may create an operational inconvenience or Section 6. If an employee moves to a higher pay grade position, the change is considered Section 7. An employee shall suffer no reduction in wage as a result of being awarded Section 8. Employees who are awarded a vacancy may not apply for a new position for Section 9. The Chief Xxxxxxx will be notified quarterly, by email, of any of the following

Bargaining Unit Vacancies. Section 1. When a bargaining unit position becomes vacant because of retirement,, resignation, separation or the creation of an additional job, and the University decides to fill the vacancy, it shall be filled in the following manner: A. A notice of vacancy shall be communicated to the Chief Xxxxxxx and posted on the University’s website for campus distribution for at least eight (8) working days. The notice shall describe thejob the job duties and the minimum qualifications for the position. B. Any non-probationary employee may apply for the position on an application update form to be furnished by the University. In the event the University decides to use a Position Search Waiver, it will first notify and discuss the decision with the Union. A bargaining unit member who anticipates that a posting may occur during their vacation may submit an application update which shall be effective until their return. A bargaining unit member who is absent during the period of posting due to vacation, illness, leave of absence, or layoff and has not submitted an advance application update, may make application for the posted position and will be considered if the position has not already been filled and the successful applicant notified. C. It is understood, however, that no posting or award shall be deferred to accommodate an employee’s absence. Section 2. Determining job content, minimum qualifications and required job skills,, knowledge and aptitude is the function of the University. The University shall determine and publish such minimum requirements in the form of job classification specifications. Section 3. The University shall evaluate all candidates to ensure they meet the minimum criteria stated in the job classification specifications and, in selecting among such candidates, may take into account work record, demonstrated job performance, skills, attitude, knowledge and capacity. The University may utilize assembled or unassembled testing to aid in its determination and such testing, whether written or oral or a combination thereof, may include: 1. demonstration of skill, physical fitness, efficiency, and manual dexterity; or 2. evaluation of capacity, knowledge, training, experience or adaptability. The candidate awarded the vacancy shall be notified in writing or by email. Section 4. As among those bargaining unit candidates who meet the job criteria determined and published by the University pursuant to Section 2, the University may award the job to a candidate deemed qualified by the University. When the University awards the job to a member of the bargaining unit, the employee shall be transferred to the new job within four (4) weeks following the award, unless operational requirements dictate a longer period. The new pay rate, if applicable, shall commence the day the employee actually commences the new job or four (4) weeks following the award, whichever occurs sooner. All unsuccessful candidates may inquire of the designated employment coordinator as to the reasons they were not a successful applicant. If no bargaining unit employee is selected by the University for the opening, the University may extend the search outside the bargaining unit.to Section 5. When a vacancy exists that may create an operational inconvenience or emergency situation, the University may temporarily fill the vacancy pursuant to Article 18, Reassignments, in order to assure continued job coverage while a qualified replacement is being sought. The vacancy may be temporarily filled by the transfer of a bargaining unit employee or, where there is not a fully qualified bargaining unit member, the use of part-time, casual, seasonal or student help. In no case shall the vacancy be filled for a period longer than ten (10) weeks unless the vacancy results from the extended illness of a regular bargaining unit member. Section 6. If an employee moves to a higher pay grade position, the change is consideredconsidered a promotion. Employees who are promoted shall receive a promotional increment in the amount of four percent (4%) of the employee’s current wage for each pay grade increased, or an increment that will bring them to the minimum of the new pay scale, whichever is greater. Section 7. An employee shall suffer no reduction in wage as a result of being awardedawarded a position within their current pay grade, per this Article. Section 8. Employees who are awarded a vacancy may not apply for a new position for Section 9for four (4) months unless otherwise permitted by the University. Employees awarded a position shall serve a probationary period of one hundred twenty (120) days during which they may be returned to their prior or equivalent position at the discretion of the University. The Chief Xxxxxxx University will be notified quarterly, by email, of any of the followingprovide such employees with a sixty (60) day interim evaluation during their said probationary period.

Bargaining Unit Vacancies. Section 1. When a bargaining unit position becomes vacant because of retirement, A. A notice of vacancy shall be communicated to the Chief Xxxxxxx and posted on the University’s website for campus distribution for at least eight (8) working days. The notice shall describe thejob the job duties and the minimum qualifications for the position. B. Any non-probationary employee may apply for the position on an application update form to be furnished by the University. In the event the University decides to use a Position Search Waiver, it will first notify and discuss the decision with the Union. A bargaining unit member who anticipates that a posting may occur during their vacation may submit an application update which shall be effective until their return. A bargaining unit member who is absent during the period of posting due to vacation, illness, leave of absence, or layoff and has not submitted an advance application update, may make application for the posted position and will be considered if the position has not already been filled and the successful applicant notified. C. It is understood, however, that no posting or award shall be deferred to accommodate an employee’s absence. Section 2. Determining job content, minimum qualifications and required job skills,job Section 3. The University shall evaluate all candidates to ensure they meet the minimum criteria stated in the job classification specifications and, in selecting among such candidates, may take into account work record, demonstrated job performance, skills, attitude, knowledge and capacity. The University may utilize assembled or unassembled testing to aid in its determination and such testing, whether written or oral or a combination thereof, may include:meet 1. demonstration of skill, physical fitness, efficiency, and manual dexterity; or 2. evaluation of capacity, knowledge, training, experience or adaptability. The Chief Xxxxxxx and candidate awarded the vacancy shall be notified in writing or by email. Section 4. As among those bargaining unit candidates who meet the job criteria determined and published by the University pursuant to Section 2, the University may award the job to a candidate deemed qualified by the University. When the University awards the job to a member of the bargaining unit, the employee shall be transferred to the new job within four (4) weeks following the award, unless operational requirements dictate a longer period. The new pay rate, if applicable, shall commence the day the employee actually commences the new job or four (4) weeks following the award, whichever occurs sooner. All unsuccessful candidates may inquire of the designated employment coordinator as to the reasons they were not a successful applicant. If no bargaining unit employee is selected by the University for the opening, the University may extend the search outside the bargaining unit.job Section 5. When a vacancy exists that may create an operational inconvenience orinconvenience Section 6. If an employee moves to a higher pay grade position, the change is consideredis Section 7. An employee shall suffer no reduction in wage as a result of being awardedbeing Section 8. Employees who are awarded a vacancy may not apply for a new position forposition Section 9. The Chief Xxxxxxx will be notified quarterly, by email, of any of the followingthe