Casual Positions Sample Clauses

Casual Positions. 11:11 Applicants for posted casual positions who have been employed in the bargaining unit in the previous twelve (12) months shall have the right to file an individual grievance concerning hiring decisions commencing at Step 2 in the event of a complaint of an improper hiring decision, which resulted in the applicant not being selected for the position in dispute. Grievance Mediation
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Casual Positions. Where a casual full time i.e. 38 hour week position is created, this position shall generally be for a maximum term of 6 months except where the position is a result of or related to an employee absent for or performing modified duties as a result of a Workers Compensation claim, an employee on long term leave due to illness (including employees absent on sick and accident protection) or employees on extended periods of leave whether paid or unpaid. At the completion of this six month period, the need for this position to continue beyond this period will be reviewed. Should the position be deemed ongoing, the position will become either a permanent full time ongoing position or it may be offered as a fixed term contract in accordance with 16.1 above. This Clause does not apply to swimming pool attendants. There are no limitations on the term of engagement where the position involves less than full time hours.
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Casual Positions a) Current employees who work less than full-time (74 hours bi- weekly) may apply to be on a program casual list. Applicants must meet the minimum qualifications for the position(s) applied for.
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Casual Positions. Casual employees shall be paid at the rate specified in Schedule Hourly Rates of Pay, and shall be paid vacation pay at the conclusion of their term. Casual employees are not entitled to any other benefits of this Article
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Casual Positions. I The Human Resources Office at each Institute will keep a casual recall list to be utilized by all divisions within the Institute. The names will he listed in order of seniority and will he called in that order. In the event of unavailability, the next person on the list will be called. Casual employees shall be appointed pursuant to the regular appointment procedure, and will be moved in-scope as stated under Article Notwithstanding and above, the Employer may reassign the duties of, or transfer, an employee within his program or locale. All transfers will be posted with an incumbent subject to challenge. Job referred to in Articles I and above shall allow fourteen (14) calendar days for receipt of applications. Notwithstanding any of the provisions in this Article, nothing shall prevent the Employer from temporarily filling an assignment with a casual employee in order to meet program needs of the Institute to a maximum of thirty (30) working days, except where circumstances warrant, the Institute Committee Chair may agree to an extension of time, which shall not be unreasonably denied. Information in Job will contain the following information: Working title, brief description of duties and classification of position, qualifications, skill, ability and experience required, salary, hours of work and whether the position is regular full-time or regular part-time, or for the casual employment deadline for applications, expected start date and any other pertinent information.
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Casual Positions. In the event that a full-time employee is laid-off, they will have the opportunity to bump into a Casual position as per Article 8.06, subject to the following conditions:
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Casual Positions. ‌ Casual positions are positions where the employee works irregularly scheduled hours and normally covers peak workload or is scheduled on an on-call basis. Casual positions do not have regular hours and, therefore, increases in hours would not be subject to the posting provisions and reduction in hours would not be subject to the lay-off provisions. When additional hours become available in excess of the posted hours, those hours shall be offered to qualified available part-time or casual employees in order of seniority. It shall be the responsibility of the employee to indicate their willingness and availability to work additional hours. A roster shall be kept of all employees who have indicated their availability and willingness to work additional hours. An employee may not exercise seniority for additional hours if:
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Related to Casual Positions

  • Safe Operations Notwithstanding any other provision of this Agreement, an NTO may take, or cause to be taken, such action with respect to the operation of its facilities as it deems necessary to maintain Safe Operations. To ensure Safe Operations, the local operating rules of the ITO(s) shall govern the connection and disconnection of generation with NTO transmission facilities. Safe Operations include the application and enforcement of rules, procedures and protocols that are intended to ensure the safety of personnel operating or performing work or tests on transmission facilities.

  • Filling Positions ‌ The Employer will determine when a position will be filled, the type of appointment to be used when filling the position, and the skills and abilities necessary to perform the duties of the specific position within a job classification. Only those candidates who have the position-specific skills and abilities required to perform the duties of the vacant position will be referred for further consideration by the employing agency.

  • New Positions A. Each newly created position shall be assigned by the Employer to the national craft unit most appropriate for such position within thirty (30) days after its creation. Before such assignment of each new position the Employer shall consult with the Union for the purpose of assigning the new position to the national craft unit most appropriate for such position. The following criteria shall be used in making this determination:

  • Vacant Positions An employee on the reinstatement roster may bid on a vacant position in a different classification in the same manner as any other regular employee pursuant to this agreement.

  • Filling Vacant Positions During the time the procedures outlined herein are in effect, position vacancies to be filled shall first be offered to regular employees who have a contractual right to be recalled to a position in the involved job classification or who may have a right to “bump” or transfer to the position, as the case may be. In such circumstances, the seniority provisions of the Agreement shall be observed. If no regular employee has a contractual right to the position, the following shall be given consideration in the order (priority) indicated below: 1st Priority: Qualified Job Bank employees 2nd Priority: Employees on a recall list 3rd Priority: Employee applicants from a list of eligibles 4th Priority: Displaced certified temporary employees 5th Priority: Non-employee applicants from a list of eligibles The qualifications of an employee in the Job Bank or on a recall list shall be reviewed to determine whether he/she meets the qualifications for a vacant position. Whether the employee can be trained for a position within a reasonable time (not to exceed three months) shall be considered when determining the qualifications of an employee. If it is determined that the employee does not meet the qualifications for a vacant position, the employee may appeal to the Director of Human Resources. If it is determined that an employee in the Job Bank is qualified for a vacant position, the employee shall be selected. The appointing authority may appeal the issue of whether the employee is qualified. The dispute shall be presented to and resolved by the Job Bank Steering Committee. If it is determined that an employee on a recall list is qualified for a vacant position, the employee will be given priority consideration and may be selected. Appeals regarding employees on a recall list and their qualifications for a position will be handled by the Civil Service Commission. The grievance procedure under the Labor Agreement shall not apply to determinations as to qualifications of the employee for a vacant position.

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