Floater Positions. (a) The Employer may assign one or more Floaters to a Platoon, as reviewed at the September meeting between the Management Team and the Union referred to in Article 10.3(f) of this Agreement. If there are less than four (4) Firefighters (or less than a full multiple of four (4)) assigned as Floaters by the Employer for a calendar year, the Floaters (or less than a full multiple of four (4)) will be scheduled to change Platoon assignments every payroll cycle. (b) Floaters assigned to a Platoon will be used primarily for the following purposes: (i) to cover Banked Time leave requests from other Employees on the Platoon; (ii) to fill in for an unanticipated vacancy of another Employee on the Platoon; and (iii) to be available to move to another Platoon to fill an unanticipated vacancy as per paragraph (c) below. (c) The Employer may re-assign a Floater to another Platoon at any time to cover an unanticipated vacancy in that other Platoon which the Employer reasonably expects will be for a period of two (2) or more tours of duty. The Employer will advise the Union of the basis for its reasonable expectation. The Floater shall return to the Platoon to which they were initially assigned under paragraph (a) above following the completion of the coverage of the unanticipated vacancy on another Platoon. (d) Within the rules which may be determined by the Union pursuant to 10.3(e) of this Agreement, the Floaters will select their Annual and Statutory leave prior to all other Suppression members. The Floater shall not book more than one block of Annual or Statutory leave per payroll cycle. (e) If a Floaters Platoon assignment is changed pursuant to paragraph (c) above, any affected Annual or Statutory leave they had scheduled under paragraph (d) above will be re-booked as close as possible to the dates originally selected on the Platoon they are moving to, taking into account any special circumstances.

Floater Positions. Management may establish promotional floater positions or detail existing janitorial staff to fill promotional vacancies. If there is a staffing need as determined by management, a member of the floater pool or the existing Janitorial staff, preferably the next highest promotional employee shall be detailed into the vacant position until filled through the bidding process, or replaced by a candidate from the Bidding System, Transfer and Reassignment promotional list. Employees on the promotional list will be eligible to be considered for a floater position under the following conditions: A minimum of a one year commitment as a floater or until promoted from the promotional list. Shall have and maintain a valid Shall receive premium pay at the minimum rate of an additional $0.60 (sixty cents) per hour during periods when they are not being detailed or detail pay rate for the position in which they are being detailed, whichever is greater. Shall meet minimum performance and conduct expectations as defined by District policies, rules, and procedures. Employees that elect to be on the floater list will be selected according to their promotional list ranking.

Floater Positions. These four (4) positions are contracted at a minimum of five (5) hours per day. The Floaters are notified the day the position becomes available as to the location that needs to be filled.

Floater Positions. “Designated relief positions known as “floaters” are open to any qualified paramedic or EMT. These positions will be staffed during a bid process or personnel shall be assigned using reverse seniority should there be a lack of participation. Floaters will be paid the applicable rate to the assigned shift. The Employer reserves the right to create additional “floater” positions, slots, or schedules as the Employer may deem necessary to meet operational needs. If assigned to a unit, the floater shall be released at the end of the shift for the unit assigned. Employees who are normally scheduled as Floaters shall be issued Company pagers 24 hours a day, seven (7) days a week. No floater will be required to work over twelve (12) hours except on a 24-hour unit or a combination of 24-hour units during a 24-hour period.”

Floater Positions. Float positions are defined as a scheduled paramedic or EMT scheduled relief positions. A float employee can have their assigned shift modified, (up to two hours on either side of the original starting time) by the Employer. In the event that occurs, the Employer is responsible to notify the float at least six (6) hours prior to the start of their assigned shift. Employer notification shall not occur after eleven (11) p.m. A float shift shall not be adjusted if the adjustment causes the employee to have less than eight (8) hours between regularly scheduled shift assignments. If assigned to a unit, the floater shall be released at the end of the shift for the unit assigned. Float employees will be paid the appropriate hourly rate of pay based on the schedule type that is bid and such employee will be paid for at least the entire shift regardless of the number of hours worked.

Floater Positions. Management shall determine the number and type of floater positions. Floater personnel may be utilized to reduce overtime costs associated with the temporary absence of permanently positioned unit members. A floater is part of the crew of the station to which he/she is assigned when not required to float to another station for a specific shift or required time period, for the purpose of temporarily replacing a permanent unit member.

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Other Positions Executive shall immediately resign, and shall be deemed to have immediately resigned without the requirement of any additional action, from any and all position Executive holds with the Company and its Affiliates on Executive’s Date of Termination.
New Positions The Board, in consultation with the Association, shall prepare a new job description whenever a new position of special responsibility is created or whenever the duties of any such position are changed or increased. When such a position is created or changed, the allowance shall be subject to negotiations between the Board and the Association.
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.
Permanent Positions All part-time and full-time positions shall be permanent unless identified as being fixed term in accordance with clause 2.2.5.
Open Positions In order to ensure that all interested employees are advised of employment opportunities, notice of job vacancies for regular full or part time positions will be sent to the Union, and job announcements will be posted on designated bulletin boards in the office. In addition, information about all job vacancies will be available to employees by calling the office and in pay envelopes. All regular full or part time vacancies will be posted and filled in accordance with this Agreement. Postings will include position requirements, minimum qualifications, substitute and preferred qualifications (if any) and base rate of pay.
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 they meet 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.
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
Excluded Positions When a College temporarily assigns an employee to the duties and responsibilities of a position excluded from the provisions of this Collective Agreement, the employee's obligations to contribute to the regular monthly Union dues under Article 5.4 and his/her seniority shall continue during the period of such temporary assignment up to a maximum period of twelve
New Position An approved position not reflected in the current year budget complement.
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.

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