Common use of Employment Qualifications Clause in Contracts

Employment Qualifications. (a) In relation to employment within UFV, it lies with the Employer to determine whether a candidate for first employment, or an existing employee, has the skills, qualifications and abilities which are required to assume a position and perform the tasks involved in that position. This determination by the Employer will arise in a variety of employment circumstances, including the filling of vacancies on a temporary or permanent basis, promotions, transfers, substitutions, return from long term disability leave, and in connection with layoff, recall and bumping. (b) In cases where layoff, recall or bumping are not involved, the Selection Advisory Committee process as per ARTICLE 11: (VACANCIES WITHIN THE BARGAINING UNIT) shall be used subject to 4.2 (c), (d), and (e) below. (c) In making determinations about the qualifications, abilities and skills of an employee or of a candidate for employment, the Employer is obligated to make judgments based on fair and objective standards. The Employer must not treat any employee or candidate for employment in a manner which is arbitrary, discriminatory, capricious or unreasonable. (d) The determinations of the Employer must be made within the parameters of the requirements of the applicable job description, and the relevant selection criteria established for the position. (e) When new staff positions are created or existing positions have changes to duties, education, or experience, the Director of Employee Services and an Association member of the JCAC will meet to review the position prior to circulation to determine in which pay group the position should be placed.

Employment Qualifications. (a) In relation to employment within UFVthe University College, it lies with the Employer University College to determine whether a candidate for first employment, or an existing employee, has the skills, qualifications quali- fications and abilities which are required to assume a position and perform the tasks involved in that position. This determination by the Employer University College will arise in a variety of employment circumstances, including the filling of vacancies on a temporary or permanent basis, promotions, transfers, substitutions, return from long term disability leave, and in connection with layoff, recall and bumping. (b) In cases where layoff, recall or bumping are not involved, the Selection Advisory Committee process as per ARTICLE 1113: (VACANCIES WITHIN THE BARGAINING UNIT) shall be used subject to 4.2 (c), (d), and (e) below. (c) In making determinations about the qualifications, abilities and skills of an employee or of a candidate for employmentemp loyment, the Employer University College is obligated to make judgments based on fair and objective standards. The Employer University College must not treat any employee or candidate for employment in a manner which is arbitrary, discriminatory, capricious or unreasonable. (d) The determinations of the Employer University College must be made within the parameters of the requirements require - ments of the applicable job description, and the relevant selection criteria established for the position. (e) When new staff positions are created or existing positions have changes to duties, education, or experience, the Director of Employee Services and an Association FSA member of the JCAC will meet to review the position prior to circulation to determine in which pay group the position should be placed.

Employment Qualifications. (a) In relation to employment within UFVUCFV, it lies with the Employer to determine whether a candidate for first employment, or an existing employee, has the skills, qualifications and abilities which are required to assume a position and perform the tasks involved in that position. This determination by the Employer will arise in a variety of employment circumstances, including the filling of vacancies on a temporary or permanent basis, promotions, transfers, substitutions, return from long term disability leave, and in connection with layoff, recall and bumping. (b) In cases where layoff, recall or bumping are not involved, the Selection Advisory Committee process as per ARTICLE 11: (VACANCIES WITHIN THE BARGAINING UNIT) shall be used subject to 4.2 (c), (d), and (e) below. (c) In making determinations about the qualifications, abilities and skills of an employee or of a candidate for employment, the Employer is obligated to make judgments based on fair and objective standards. The Employer must not treat any employee or candidate for employment in a manner which is arbitrary, discriminatory, capricious or unreasonable. (d) The determinations of the Employer must be made within the parameters of the requirements of the applicable job description, and the relevant selection criteria established for the position. (e) When new staff positions are created or existing positions have changes to duties, education, or experience, the Associate Director of Employee Services and an Association member of the JCAC will meet to review the position prior to circulation to determine in which pay group the position should be placed.