Filling Job Openings Sample Clauses

Filling Job Openings. Open positions shall be filled as follows: A. By the most senior applicant currently holding the same job classification, who shall meet all minimum skill levels for the open position; or B. By the most qualified applicant from the bargaining unit if no employee holding the same classification applies for the open position; or C. By an outside applicant if no employee holding the same classification or no other qualified applicant from the bargaining unit applies for the open position. Nothing herein shall prohibit the filling on an open position on a temporary basis while the posting procedure is in process. A temporary basis shall be defined as a time period from one (1) to sixty (60) work days. During that sixty (60) day time period, the district shall either fill the position in accordance with the procedures herein, or notify the USA president that the position is not to be filled at that time. The Board shall not purposely terminate the employment of a person in such a position before the sixty (60) work days, and then fill the same position with another person for the purpose of avoiding posting the open position to the bargaining unit in accordance with this Article.
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Filling Job Openings. The sequence in filling job openings will be as follows: (a) Employees with recall rights as defined in Section 13.6 below and employees permanently displaced from the job classification under the provisions of Section
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Filling Job Openings. Job openings will be filled by the District based on the seniority, experience, skills, ability, qualifications, and other relevant factors of the applicants for the positions. The District shall be the sole judge of experience, skills, ability, qualifications, and other relevant factors, provided such judgment is not arbitrary and capricious. In addition, the District shall consider the requirements and intentions of laws and regulations concerning equal employment opportunity and affirmative action programs in filling job openings.
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Filling Job Openings. Job openings for bargaining unit positions, including shift openings, will be offered to full-time employees who have submitted written transfer requests for such positions as follows: (1) in order of general seniority in the classification where the opening exists; (2) as a reasonable accommodation for a bona fide medical condition necessitating a shift change within the employee's classification without bumping more senior employees. If job openings cannot be filled with full-time employees pursuant to the preceding process, the Employer may select a part-time employee to fill a vacancy if part-time employees apply for the position. Should more than one part-time employee apply for a position, the part-time employee with the earliest hire date shall be awarded the position. Employees who upgrade their certifications shall be given preference by the Employer for any new job openings before the Employer hires a new employee. Employees may not transfer to an open position in a lower level classification within the bargaining unit. This paragraph will not apply to Lead Paramedics who opt out of FTO status or, by mutual agreement with the Employer, accept non-Lead Paramedic status. Mutual agreement under the preceding sentence will not be a precedent for any other case. The Employer will provide the Union with copies of job descriptions for all bargaining unit positions and will give copies to each employee of his/her job description if requested by the employee. Displaced employees are defined as any employee who loses their Lead or classification status or whose shift has been discontinued or substantially modified. Such displaced employees may utilize their general seniority to transfer to an open shift. Employees are not eligible for transfer from one operation to another if there is formal corrective action in their file in the preceding twelve (12) months.
Sample 1
Filling Job Openings. A. When a job opening occurs, it shall be filled with the most senior employee on layoff who has previously held the job classification being filled. B. If there are no employees on layoff, the following procedure will be followed: (1) Notices of primary and potential secondary vacancies shall be posted for a period of five (5) working days during which time bids for promotion and transfer will be accepted. The closing date and times are specified in each Job Opportunities List. (a) If no qualified personnel bid for posted positions, the City may fill the vacancy by outside hire. (b) If one or more employees is qualified for a job opening, with two or more equally-qualified, the most senior employee will be offered the promotion. (c) In the absence of at least five (5) bids for promotion and/or transfer by non- probationary employees, probationary and/or outside bids will be accepted. In the event that a probationary employee is promoted/transferred, the hiring supervisor will extend the probationary period to assure an adequate evaluation period, but not to exceed a three (3) month probationary period in the new position. (d) In-house candidates who bid for transfer/promotion and who do not meet minimum qualifications and/or whose employment records during the most recent five years are such that they are not recommended for transfer/promotion will not be interviewed, and will be notified accordingly by the Human Resources Department. In house candidates who bid for a transfer/promotion and who do not meet the minimum qualifications will not be selected for an interview and will be notified accordingly by the HR office.
Sample 1
Filling Job Openings. When a job opening occurs, it shall be filled with the most senior employee on layoff who previously held the job classification of the job being filled.
Sample 1

Related to Filling Job Openings

  • Job Openings The District shall be considered to be engaged in the procedure to fill the position on the posting date of the position(s). Posting shall occur within fifteen (15) working days after Executive Vice Chancellor of Human Resources approval. If the District is unable to post the position within fifteen (15) days or fill the position within the ninety (90) day period, the District will meet and confer with CSEA. Substitute employees may not work more than ninety (90) calendar days in a substitute assignment while the District is engaged in a procedure to fill the vacant permanent position. Should a position be vacated through retirement, resignation or any other reason the District agrees that the position will not be filled by any person(s) for more than one hundred and twenty (120) calendar days excluding temporary upgrades of bargaining unit members. 17.5.1 Unit employees shall be given consideration for reassignment to a higher classification when their training and ability demonstrate that they are qualified for such reassignment. The District will prepare vacancy lists as new openings are announced. Each vacancy shall be assigned a reference number. This reference number shall be used on the Board docket as a method of identifying the position being filled. Vacancy lists will be distributed via e-mail to unit employees, CSEA, posted on designated bulletin boards and the district website. Individual job announcements will be prepared separately and made available to interested employees upon request. 17.5.1.1 Where a pool of qualified applicants for a position existed from a recruitment conducted within the six (6) months preceding the new opening, that pool may be used for the new opening in the same classification. This does not preclude existing unit employees from applying for openings per Article 17.2.2. All new openings shall be internally advertised. 17.5.2 A permanent unit employee who acquires probationary status as the result of job openings or recruitment shall retain permanent status in his former classification until completion of the probationary period in the new classification. In the event that the probationary period in the new classification is not successful, the employee shall revert to his former classification with all the previous rights and privileges. 17.5.3 Unit employee applicants shall be furnished notification of time and date of scheduled interviews a minimum of five (5) days prior to such interviews. 17.5.4 Job openings - Unit employees hired into permanent positions must meet minimum qualifications. 17.5.5 Short-term or substitute employees must meet the minimum qualifications for the classification under which they are employed.

  • 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. A. An agency’s internal layoff list will consist of employees who have elected to place their name on the layoff list through Article 34, Layoff and Recall, of this Agreement and are confined to each individual agency. B. The statewide layoff list will consist of employees who have elected to place their name on the statewide layoff list in accordance with WAC 000-00-000. C. A promotional candidate is defined as an employee who has completed the probationary period within a permanent appointment and has attained permanent status within the agency. D. A transfer candidate is defined as an employee in permanent status in the same classification as the vacancy within the agency. E. A voluntary demotion candidate is defined as an employee in permanent status moving to a class in a lower salary range maximum within the agency. F. When filling a vacant position with a permanent appointment, candidates will be certified for further consideration in the following manner: 1. The most senior candidate on the agency’s internal layoff list with the required skills and abilities who has indicated an appropriate geographic availability will be appointed to the position. 2. If there are no names on the internal layoff list, the agency will certify up to twenty (20) candidates for further consideration. Up to seventy-five percent (75%) of those candidates will be statewide layoff, agency promotional, internal transfers, and agency voluntary demotions. All candidates certified must have the position-specific skills and abilities to perform the duties of the position to be filled. If there is a tie for the last position on the certification for either promotional or other candidates, the agency may consider up to ten

  • Time Clocks The Company shall provide time clocks to enable employees to record their own time for payroll purposes. Employees shall record their own time at the time they start and finish work and the time they commence and return from meal periods and such other recordings as may be required by the Company.

  • Shift Rotation Routine shift rotation is not an approach to staffing endorsed by the Employer. Except for emergency situations where it may be necessary to provide safe patient care, shift rotation will not be utilized without mutual consent. If such an occasion should ever occur, volunteers will be sought first. If no one volunteers, the Employer will rotate shifts on an inverse seniority basis until the staff vacancies are filled.

  • BID OPENING All duly received bids will be opened immediately after the scheduled closing time of Bids at the same venue. Bidders or their accredited agents could be present at the time of opening of bids.

  • Drug Testing (A) The state and the PBA agree to drug testing of employees in accordance with section 112.0455, F.S., the Drug-Free Workplace Act. (B) All classes covered by this Agreement are designated special risk classes for drug testing purposes. Special risk means employees who are required as a condition of employment to be certified under Chapter 633 or Chapter 943, F.S. (C) An employee shall have the right to grieve any disciplinary action taken under section 112.0455, the Drug-Free Workplace Act, subject to the limitations on the grievability of disciplinary actions in Article 10. If an employee is not disciplined but is denied a demotion, reassignment, or promotion as a result of a positive confirmed drug test, the employee shall have the right to grieve such action in accordance with Article 6.

  • Job Control Personal Data being processed on commission (i.e., Personal Data processed on a customer’s behalf) is processed solely in accordance with the Agreement and related instructions of the customer.

  • Training and Professional Development 11.1 The Employer will develop and maintain an employee training and development plan and provide such plan to the Union upon request. Staff training is intended to provide an opportunity for classified staff employees for training sponsored by the University Training and Development and the UW Medical Centers Organizational Development and Training. Education/Professional Leave is intended to facilitate employee access to continuing education opportunities. Training and educational/professional leave may be used for the purpose of improving job performance, maintaining and increasing proficiency, preparing staff for greater responsibility, or increasing promotional opportunities within the framework of staff positions available at the University. 11.2 Any release time for training for employees accepted for such classes shall be in accordance with the Executive Order (currently No. 52) governing this matter. In the event that two or more employees request the same training period and supervision must limit the number of persons who may participate at one time due to work requirements, the selection will be made on a mutually agreeable basis within the department. 11.3 The training program is a proper subject for discussion by either departmental or University-wide Joint Union/Management Committees. 11.4 If the Employer requires an employee to receive training, reimbursement will be provided in accordance with the University travel rules. Employee attendance at Employer required training, either during or outside working hours, will be considered time worked and compensated in accordance with the provisions of this Agreement. 11.5 Employee attendance at training not required by the Employer and not covered by Executive Order 52, either on approved leave from or outside of working hours, will be voluntary and not considered time worked.

  • Alcohol Testing Alcohol testing will be conducted by using an evidential breath-testing device (EBT) approved by the National Highway Traffic Safety Administration. A screening test will be conducted first. This initial screening may be accomplished using a saliva test kit. If the result is an alcohol concentration level of less than 0.02 percent, the test is considered a negative test. If the alcohol concentration level is 0.02 percent or more, a second confirmation test using the EBT will be conducted. The procedures that will be utilized by the lab for collection and testing of the specimen are attached hereto as Appendix A.

  • ACADEMY OPENING DATE The Academy shall open as a school on 1 April 2011 replacing Xxxxxxx School which shall cease to be maintained by the Local Authority on that date, which date shall be the conversion date within the meaning of the Academies Xxx 0000.

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