Filling Bargaining Unit Vacancies Sample Clauses

Filling Bargaining Unit Vacancies. When the Employer/University Administration decides to fill a vacant bargaining unit position, the Employer/University Administration shall post the vacancy campus-wide for not less than seven (7) working days. The Employer/University Administration may advertise the position externally (off campus) simultaneously with the internal posting, but applications from external applicants for the position shall be held by the Human Resources Office. In instances in which electronic applications are used, they shall be emailed directly to Human Resources. Each shall be forwarded to the chair of the search committee with the appropriate pool. Electronic applications may be used in place of paper applications provided such process is noted in the job advertisement. For any bargaining unit vacancy at or below Grade Xxxxx 00 xx Xxxxxxx xx Xxxxx Xxxxx 00 at Boston, the appointing authority shall determine whether a Search Committee shall be established to assist in the filling of such vacancy. This process shall be evaluated by the parties during negotiations for a successor Agreement. Upon completion of the internal posting period specified above, the department head or chair of the search committee shall evaluate the pool of internal candidates to determine whether its composition is sufficient for the search to proceed. An internal pool shall be considered sufficient if it: 1) contains at least the number of applicants who meet the posted qualifications as the number of finalists requested by the department/unit head, normally three and never more than five; and 2) meets Affirmative Action guidelines as determined by the Affirmative Action office. If the pool is not sufficient, the department head or chair of the search committee may add external applicants to the pool. If the augmented pool meets Affirmative Action guidelines, the search committee shall begin its review. In the event of multiple vacancies for the same position within the same department, the pool shall be evaluated for sufficiency before the first vacancy is filled, and then immediately prior to filling each of the multiple vacancies until the internal pool is found to be not sufficient. At this time the search committee may add the external applicants to the internal pool. The search committee shall normally be composed of from three to seven people, and shall have at least one (1) bargaining unit member. The union shall be notified within ten days of the appointment of a bargaining unit member to...
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Filling Bargaining Unit Vacancies. 11.1 All vacant positions will be posted on the district electronic application system (currently Ed-Join). 11.1.1 The District shall provide for an Administrator Transfer Survey for employees to indicate preferences for transfer prior to April 30 of each year. 11.2 Process for applying for positions when staff has received re-assignment letters, seeking voluntary re-assignment, or is being involuntarily transferred is as follows: 11.2.1 If position is a lateral position (e.g. IS to IS or Coordinator to Coordinator), employee may: (a) Send email of letter of interest to the Human Resources Certificated Director and be placed on eligibility list. (b) Request the option of participation in first round interview; opportunity to interview will be provided. (c) Second round interviews are not guaranteed. 11.2.2 If a position is a demotion and employee has never held that position (e.g. Coordinator to Elementary Principal), employee must: (a) Submit resume, letters of recommendation, other required supporting documentation. (b) Participate in the first round interview. 11.2.3 If a position is a demotion and the employee has previously held the position, employee will: (a) Send a letter of interest to Human Resources. (b) The employee will be placed in the applicant pool for consideration. 11.2.4 If position is a promotion, employee must: (a) Submit resume, letters of recommendation, other required supporting documentation. (b) Participate in first round interview. 11.2.5 If an administrator is interested in a position which he/she has never held or the position is a promotion (higher salary range), the employee must (a) Send a letter to Human Resources stating his/her interest in the position. (b) Apply for the position and go through the established process. 11.3 The District will not appoint for promotional WCCAA positions. 11.4 If appointment is not made by District, the position will be posted for applicants. 11.5 If staff is appointed on interim basis, employee must go through interview process to become permanent.
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Filling Bargaining Unit Vacancies. When the Employer/University Administration decides to fill a vacant bargaining unit position, the Employer/University Administration shall either: a) Notify all bargaining unit members in at least the Major Budgetary Unit (MBU) of the vacancy and accept applications from said members for no less than ten
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Filling Bargaining Unit Vacancies. A. Openings in the bargaining unit shall generally be posted throughout the University for ten
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Filling Bargaining Unit Vacancies. Bargaining unit positions that are vacant or 24 newly created shall be filled by applicants in the following order:
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Filling Bargaining Unit Vacancies. Such request for transfer shall be made in writing to the Human Resources Department.
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Filling Bargaining Unit Vacancies. ‌ If a search committee is established to assist the filling of a bargaining unit vacancy, the search committee shall have at least (1) bargaining unit member. The union shall be notified within ten (10) days of the appointment of a bargaining unit member to the committee of the name of the member; this requirement shall be non grievable and failure to comply shall not be grounds to disqualify the search. DocuSign Envelope ID: D7DCD4A0-710A-4DC0-B75A-6FFD33263668 DocuSign Envelope ID: AB1BA999-55B6-44ED-BDF1-2F7871E15C9B
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Related to Filling Bargaining Unit Vacancies

  • Union Bargaining Committee A Union Bargaining Committee shall be appointed by the Union and shall consist of up to three (3) members of the Union together with the President of the Union or her designate. The Union shall have the right at any time to have the assistance of members of the staff of the Union when negotiating with the Employer.

  • Bargaining Unit Work The City agrees that it will not assign work currently performed by employees under this Agreement to City employees in other bargaining units.

  • Positions outside the Bargaining Unit (a) An employee may substitute temporarily in a position outside the bargaining unit for up to fifteen (15) months from the date of the assignment. Bargaining unit employees shall be given the first opportunity to fill the resulting vacancy. The employee shall have the right to return to her or his bargaining unit position prior to the expiry of the fifteen (15) month period by giving the Employer six (6) weeks’ notice. Where an employee is backfilling outside of the bargaining unit for purposes of pregnancy and/or parental leave, the period of time will be extended up to nineteen (19) months from the date of the assignment. An employee who remains outside of the bargaining unit beyond the period covered by this article shall lose all seniority. When the employee returns to the bargaining unit, all other employee(s) shall revert to their previous positions. An employee must remain in the bargaining unit for a period of at least three (3) months before transferring out of the bargaining unit again or she or he will lose all seniority held at the time of the subsequent transfer unless the parties agree otherwise. (b) An employee who accepts a transfer under (a) above will not be required to pay Union dues for any complete calendar month during which no bargaining unit work is performed. (c) An employee who accepts a permanent position outside of the bargaining unit will lose all seniority held at the time of the transfer. (d) The Employer will advise the Union of the names of any employees pursuant to Article 9.17(a) or (b).

  • Work of the Bargaining Unit (a) In order to protect the standard of nursing care, the Employer shall not contract out the work normally performed by members of this bargaining unit except: i) For purposes of instruction, ii) In the event of an emergency situation, iii) When performing developmental or experimental work, or iv) When employees are not available due to an employee not reporting for work as scheduled or not being available for work. (b) Reassignment to other employees of work normally performed by members of the bargaining unit shall not result in the termination, layoff or reduction in hours of any member of the bargaining unit. (c) When it is decided to not fill a position following an employee’s resignation, the Home will provide the rationale in writing for this decision to the Union. The Union may request a meeting to make representations on this matter.

  • Bargaining Unit The term "bargaining unit" as used in this Agreement refers to the bargaining unit defined in Article 1, Recognition.

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