Common use of Filling of Vacancy Clause in Contracts

Filling of Vacancy. 6.01 The major responsibilities and qualifications of each occupational index by class listed in Appendix B of the Agreement are identified in the Lansing School District's May, 1979 Classification Plan for the Clerical-Secretarial Service and serve as official class specifications. The Board retains the exclusive right to determine and assign the responsibilities, duties and tasks performed by bargaining unit members. In the event the Board intends to significantly alter the major responsibilities of an existing position or create a new position not previously in existence, the Board shall notify the Union fourteen (14) calendar days prior to implementation of such change(s) and provide the Union the opportunity to meet and confer the effect of the change with the Board. 6.02 Newly created positions and vacancies within the bargaining unit shall be advertised for bargaining unit personnel and others through the Human Resources website, Jobs Hotline, a copy sent to the Union and an email to all District employees. An applying employee meeting the minimum posted qualifications will be interviewed by a selection panel appointed by the employer, unless the number of bargaining unit applicants is unreasonably large. Applying employees not meeting the minimum qualifications will be so notified prior to the interviews. In determining the individual to be selected for the position, consideration shall be given in accordance with the secretarial/clerical selection grid in Appendix F. The employer shall provide the Union with a written list of the applicants and the name of the successful candidate within 10 working days of the appointment. Unsuccessful Union candidates shall also be notified in writing of their non-selection and the name of the successful candidate within the same time period. a. Vacancies in level IV and level V positions will not be filled by a non- bargaining unit applicant unless no internal applicant possesses the minimum qualifications, or the selected non-bargaining unit applicant scores more points than all qualified internal applicants as determined by the secretarial/clerical selection grid. b. This section shall apply to vacancies which are newly created positions and vacancies which are not filled by the recall of laid off secretaries pursuant to Section 14.03. However, a vacancy shall be posted in accordance with this section, rather than filled by the recall of a laid off secretary, if the vacancy involves more work weeks than the position held by the laid off secretary at the time he/she was laid off. 6.03 If a secretary is forced from a position due to a transfer and there are no job openings in the secretary's classification or a higher classification, the secretary would be paid his/her existing salary in a lower classified job until the secretary could be offered or assigned to a job in the secretary's classification or a higher classification. 6.04 New hires shall not be eligible to compete with other bargaining unit members for promotion or transfer until they have completed six months of service with the District as a member of the bargaining unit. No member of the bargaining unit may compete with other bargaining unit members for promotion or transfer within one year of being promoted or transferred. Exceptions to this provision may be made by mutual agreement between the Board and the Union. 6.05 The Board declares its support of a policy of promotions from within its own secretarial staff. 6.06 The Board will make a good faith effort to post and fill all new and vacant positions in a reasonable period of time unless the Board determines that a vacant position should be eliminated or not filled. The Board will not use temporary employees to avoid the creation of a new position except where it can be shown that the work satisfies one of the following definitions: (1) It is of a seasonal nature, temporary in duration, and the placement shall in no event exceed a total of twenty (20) weeks for the intended purpose: (2) It is of a temporary nature, the purpose is not anticipated to be recurring in nature, and the placement shall not exceed twenty (20) weeks without mutual agreement by the parties to extend the temporary placement; or (3) It is of a temporary nature, to assist the regular work force with normal periods of heavy work load off and on during the year, and the use of the temporary employee(s) shall not exceed a total of twenty (20) weeks during any fiscal year. This provision shall not alter the Board's practice of determining whether and when to declare a vacancy in a position from which the incumbent has taken a leave of absence. This provision shall not be interpreted as impacting the use of temporary employees to substitute for bargaining unit members. 6.07 An LAES representative will be invited to interviews for bargaining unit positions but they shall not participate in the process.

Filling of Vacancy. 6.01 The major responsibilities and qualifications of each occupational index by class listed in Appendix B of the Agreement are identified in the Lansing School District's May, 1979 Classification Plan for the Clerical-Secretarial Service and serve as official class specifications. The Board retains the exclusive right to determine and assign the responsibilities, duties and tasks performed by bargaining unit members. In the event the Board intends to significantly alter the major responsibilities of an existing position or create a new position not previously in existence, the Board shall notify the Union fourteen (14) calendar days prior to implementation of such change(s) and provide the Union the opportunity to meet and confer the effect of the change with the Board. 6.02 Newly created positions and vacancies within the bargaining unit shall be advertised for bargaining unit personnel and others through the Human Resources website, Jobs Hotlineor any applicable site, a copy sent to the Union and an email to all District employees. An applying employee meeting the minimum posted qualifications will be interviewed by a selection panel appointed by the employer, unless the number of bargaining unit applicants is unreasonably large. Applying employees not meeting the minimum qualifications will be so notified prior to the interviews. In determining the individual to be selected for the position, consideration shall be given in accordance with the secretarial/clerical selection grid in Appendix F. The employer shall provide the Union with a written list of the applicants and the name of the successful candidate within 10 working days of the appointment. Unsuccessful Union candidates shall also be notified in writing of their non-selection and the name of the successful candidate within the same time period. a. Vacancies in level IV and level V positions will not be filled by a non- bargaining unit applicant unless no internal applicant possesses the minimum qualifications, or the selected non-bargaining unit applicant scores more points than all qualified internal applicants as determined by the secretarial/clerical selection grid. b. This section shall apply to vacancies which are newly created positions and vacancies which are not filled by the recall of laid off secretaries pursuant to Section 14.03. However, a vacancy shall be posted in accordance with this section, rather than filled by the recall of a laid off secretary, if the vacancy involves more work weeks than the position held by the laid off secretary at the time he/she was laid off. 6.03 If a secretary is forced from a position due to a transfer and there are no job openings in the secretary's classification or a higher classification, the secretary would be paid his/her existing salary in a lower classified job until the secretary could be offered or assigned to a job in the secretary's classification or a higher classification. 6.04 New hires shall not be eligible to compete with other bargaining unit members for promotion or transfer until they have completed six months of service with the District as a member of the bargaining unit. No member of the bargaining unit may compete with other bargaining unit members for promotion or transfer within one year of being promoted or transferred. Exceptions to this provision may be made by mutual agreement between the Board and the Union. 6.05 The Board declares its support of a policy of promotions from within its own secretarial staff. 6.06 The Board will make a good faith effort to post and fill all new and vacant positions in a reasonable period of time unless the Board determines that a vacant position should be eliminated or not filled. The Board will not use temporary employees to avoid the creation of a new position except where it can be shown that the work satisfies one of the following definitions: (1) It is of a seasonal nature, temporary in duration, and the placement shall in no event exceed a total of twenty (20) weeks for the intended purpose: (2) It is of a temporary nature, the purpose is not anticipated to be recurring in nature, and the placement shall not exceed twenty (20) weeks without mutual agreement by the parties to extend the temporary placement; or (3) It is of a temporary nature, to assist the regular work force with normal periods of heavy work load off and on during the year, and the use of the temporary employee(s) shall not exceed a total of twenty (20) weeks during any fiscal year. This provision shall not alter the Board's practice of determining whether and when to declare a vacancy in a position from which the incumbent has taken a leave of absence. This provision shall not be interpreted as impacting the use of temporary employees to substitute for bargaining unit members. 6.07 An LAES representative will be invited to interviews for bargaining unit positions but they shall not participate in the process.

Filling of Vacancy. 6.01 The major responsibilities and qualifications of each occupational index by class listed in Appendix B of the Agreement are identified in the Lansing School District's May, 1979 Classification Plan for the Clerical-Secretarial Service and serve as official class specifications. The Board retains the exclusive right to determine and assign the responsibilities, duties and tasks performed by bargaining unit members. Step 1 In the event of a vacancy occurring during the Board intends to significantly alter the major responsibilities of an existing position or create a new position not previously in existenceschool year, the Board shall notify the Union fourteen (14) calendar days prior to implementation of such change(s) and provide the Union the opportunity to meet and confer the effect of the change with the Board. 6.02 Newly created positions and vacancies within the bargaining unit shall be advertised for bargaining unit personnel and others through the Human Resources website, Jobs Hotline, a copy sent to the Union and DISTRICT will send an email to all District SESPA members. The vacancy process will stay at Step 1 for five (5) work days from the date of the email. A laid-off employee in recall status will be notified by e-mail of any new vacancies. Employee’s wishing to receive this notification must provide the DISTRICT with a personal e-mail address at the time of layoff. Due to mechanisms of the e-mail system these personal addresses cannot be kept confidential by the DISTRICT. If a vacancy occurs during the summer months, notices will be mailed to all permanent employees. An applying employee meeting may advise the minimum posted qualifications will be interviewed by a selection panel appointed by DISTRICT in writing that the employer, unless the number of bargaining unit applicants is unreasonably large. Applying employees not meeting the minimum qualifications will be so notified prior to the interviews. In determining the individual employee wishes to be selected considered for the vacant position, consideration shall be given in accordance with as well as any other vacancy which arises directly as a result of filling the secretarial/clerical selection grid in Appendix F. The employer shall provide original vacancy; for only vacancies which arise directly as a result of filling the Union with a written list of original vacancy, the applicants and the name of the successful candidate within 10 working days of the appointment. Unsuccessful Union candidates shall also be notified in writing of their non-selection and the name of the successful candidate within the same time period. a. Vacancies in level IV and level V positions DISTRICT will not be filled by required to email or mail a non- bargaining unit applicant unless no internal applicant possesses notice. An employee may not request a position in a job classification from which the minimum qualificationsemployee was involuntarily removed due to job performance within the past three (3) years. Step 2 The selection process will occur in the following order: 1. Building Level; 2. District-Wide; and 3. External. 1. Building Level: From among employees qualified for a posted job, or the selected non-bargaining unit applicant scores more points than all DISTRICT will award the job to the most qualified internal applicants employee as determined by the secretarial/clerical selection grid. b. This section shall apply to vacancies DISTRICT within the building site at which are newly created positions and vacancies which are not filled the vacancy occurred. Qualifications will include job performance, training and/or experience in the specific skill areas required by the recall of laid off secretaries pursuant to Section 14.03. Howeverposition, a vacancy shall be posted in accordance with this section, rather than filled by the recall of a laid off secretary, if the vacancy involves more work weeks than the position held by the laid off secretary at the time he/she was laid off. 6.03 If a secretary is forced from a position due to a transfer and there are no job openings seniority in the secretary's classification or a higher classification, the secretary would DISTRICT. A laid-off employee in recall status will be paid his/her existing salary in a lower classified job until the secretary could be offered or assigned to a job in the secretary's classification or a higher classification. 6.04 New hires shall not be eligible to compete with other bargaining unit members for promotion or transfer until they have completed six months of service with the District as a member considered at this level. If application of the bargaining unit. No member of the bargaining unit may compete with other bargaining unit members for promotion or transfer within one year of being promoted or transferred. Exceptions to this provision may be made by mutual agreement between the Board and the Union. 6.05 The Board declares its support of a policy of promotions from within its own secretarial staff. 6.06 The Board will make a good faith effort to post and fill all new and vacant positions preceding paragraph results in a reasonable period of time unless the Board determines that a vacant position should be eliminated or not filled. The Board will not use temporary employees to avoid the creation of a new position except where it can be shown that the work satisfies one of the following definitions: (1) It is of a seasonal nature, temporary in duration, and the placement shall in no event exceed a total of twenty (20) weeks for the intended purpose: two (2) It is of a temporary natureor more employees having the same qualifications, the purpose is not anticipated DISTRICT will award the job to be recurring in nature, and the placement shall not exceed twenty (20) weeks without mutual agreement by the parties to extend the temporary placement; or (3) It is of a temporary nature, to assist the regular work force with normal periods of heavy work load off and on during the year, and the use of the temporary employee(s) shall not exceed a total of twenty (20) weeks during any fiscal year. This provision shall not alter the Board's practice of determining whether and when to declare a vacancy in a position from which the incumbent has taken a leave of absence. This provision shall not be interpreted as impacting the use of temporary employees to substitute for bargaining unit memberssenior employee. 6.07 An LAES representative will be invited to interviews for bargaining unit positions but they shall not participate in the process.