Common use of HIRING AND PROMOTIONS Clause in Contracts

HIRING AND PROMOTIONS. a) The Employer shall email postings to all employees in the production areas for all job vacancies or new positions in the production department. The posting will remain open for a period of ten (10) calendar days. It is understood that the posting of positions excluded from the bargaining unit is for information purposes only and that the remaining provisions of this agreement shall not be applicable to such postings. b) When a posting is revised the original posting will be emailed. An email of each posting will be forwarded to the Union Chairperson. c) The date of posting and the date the posting closes shall appear on the notice along with job classification and basic qualifications required. d) All candidates from within the bargaining unit who apply in writing and who have not been interviewed for the same position in the preceding twelve (12) months shall be granted an interview. e) Employees shall be allowed to submit, in writing, applications for specific jobs in advance of an absence from work provided they are able to assume the position upon award. f) The Employer will encourage the promotion of employees from within the Waterloo Region Record and will attempt to promote from within whenever suitable candidates for promotion are available. Employees shall be free to refuse promotions without penalty. g) Where, in the opinion of the Employer, two (2) or more applicants for bargaining unit positions have relatively equal skill and ability, the employee with the most seniority will be awarded the position. h) An employee’s shift will not be used as a barrier to prevent him or her from being awarded any job vacancy or new position on a different shift. i) The Employer will inform the Committee, in advance, of any hirings or promotions in the bargaining unit. j) Newly hired full-time and part-time employees shall be on probation for three (3) calendar months. The probationary period may be extended by mutual agreement. The Employer may dismiss a probationary employee for any reason whether the probationary period is extended or not, provided such dismissal is not otherwise arbitrary, discriminatory or in bad faith. k) Employees who are transferred laterally or promoted to another classification where the job content is substantially different from their prior classification shall be on a trial period for forty-five (45) days. The Employer may, at any time during this trial period, return the employee to their former classification with no loss of seniority, or the employee may elect to return to their previous classification within the said timeframe. At the conclusion of a successful trial period the employee will be advised in writing that the promotion or transfer has been made permanent. l) Where there is the creation of a new bargaining unit position or a significant change to an existing bargaining unit position, which involves a new title or a change in title, the Employer will notify the Union and will discuss any disagreements with the Union. Notification to the Union will be prior to announcing the new position.

HIRING AND PROMOTIONS. (a) The Employer shall email postings to all employees post notices in the production areas for ten (10) calendar days for all job vacancies or new positions in the production department. The posting will remain open for a period of ten (10) calendar days. It is understood that the posting of positions excluded from the bargaining unit is for information purposes only and that the remaining provisions of this agreement shall not be applicable to such postings. (b) When a posting is revised the original posting will shall remain on the board with a cancelled stamp on it, and the revised posting shall be emailedattached to the original. An email The Employer shall ensure that all postings are also posted on the main Company bulletin board. A copy of each posting will be forwarded to the Union Chairperson. (c) The date of posting and the date the posting closes shall appear on the notice along with job classification and basic qualifications required. (d) All candidates from within the bargaining unit who apply in writing and who have not been interviewed for the same position in the preceding twelve (12) months months, shall be granted an interview. (e) Employees shall be allowed to submit, in writing, standing applications for specific jobs in advance of an absence from work provided they are able to assume the position upon awardjobs. (f) The Employer will encourage the promotion of employees from within the Waterloo Region The Record and will attempt to promote from within whenever suitable candidates for promotion are available. Employees shall be free to refuse promotions without penalty. (g) Where, in the opinion of the Employer, two (2) or more applicants for bargaining unit positions have relatively equal skill and ability, the employee with the most seniority will be awarded the position. (h) An employee’s shift will not be used as a barrier to prevent him or her from being awarded any job vacancy or new position on a different shift. (i) The Employer will inform the Committee, in advance, of any hirings or promotions in the bargaining unit. (j) Newly hired full-time and part-time employees shall be on probation for three (3) calendar months. The probationary period may be extended by mutual agreement. The Employer may dismiss a probationary employee for any reason whether the probationary period is extended or not, provided such dismissal is not otherwise arbitrary, discriminatory or in bad faith. (k) Employees who are transferred laterally or promoted to another classification where the job content is substantially different from their prior classification shall be on a trial period for forty-five (45) days. The Employer may, at any time during this trial period, return the employee to their former classification with no loss of seniority, or the employee may elect to return to their previous classification within the said timeframe. At the conclusion of a successful trial period the employee will be advised in writing that the promotion or transfer has been made permanent. (l) Where there is the creation of a new bargaining unit position or a significant change to an existing bargaining unit position, which involves a new title or a change in title, the Employer will notify the Union and will discuss any disagreements with the Union. Notification to the Union will be prior to announcing the new position.

HIRING AND PROMOTIONS. a) The Employer shall email postings a posting to all employees in the production areas department for all Circulation department job vacancies or new positions positions, covered in the production departmentbargaining unit. The posting will remain open for a period of ten (10) calendar days. It is understood that the posting of positions excluded from the bargaining unit is for information purposes only and that the remaining provisions of this agreement shall not be applicable to such postings. b) The date of posting and the date the posting closes shall appear on the email along with job classification and basic qualifications required. When a posting is revised the original posting will be emailed. An an email of each posting will be forwarded to the Union Chairperson. c) The date of posting and the date the posting closes shall appear on the notice along with job classification and basic qualifications required. d) All candidates from within the bargaining unit who apply in writing writing, and who have not been interviewed for the same position in the preceding twelve (12) months months, shall be granted an interview. e) Employees shall be allowed to submit, in writing, applications for specific jobs in advance of an absence from work provided they are able to assume the position upon award. fd) The Employer will encourage the promotion of employees from within the Waterloo Region Record and Record. but reserves the exclusive right to hire candidates from outside the bargaining unit. Outside candidates will attempt not be appointed to promote from any vacant position within whenever suitable candidates the bargaining unit until inside applications for promotion are available. Employees shall be free to refuse promotions without penaltysuch positions have been dealt with under the provisions of this article. ge) Where, in the opinion of the Employer, two (2) or more employee applicants for bargaining unit positions have relatively equal skill and ability, the employee with the most seniority will be awarded the positionjob. h) An employee’s shift will not be used as a barrier to prevent him or her from being awarded any job vacancy or new position on a different shift. i) The Employer will inform the Committee, in advance, of any hirings or promotions in the bargaining unit. j) Newly hired full-time and part-time employees shall be on probation for three (3) calendar months. The probationary period may be extended by mutual agreement. The Employer may dismiss a probationary employee for any reason whether the probationary period is extended or not, provided such dismissal is not otherwise arbitrary, discriminatory or in bad faith. kf) Employees who are transferred laterally or promoted to another classification where the job content is substantially different from their prior classification shall be on a trial period for forty-five (45) days. The Employer may, at any time during this trial period, return the employee to their former classification with no loss of seniority, or the employee may elect to return to their previous classification within the said timeframe. At the conclusion of a successful trial period the employee will be advised in writing that the promotion or transfer has been made permanent. lg) Where there is the creation of a new bargaining unit position or a significant change The Employer shall, on request, provide an explanation to an existing bargaining unit positionemployee as to why his/her application was not successful and identify areas where improvement could be made. h) New employees shall be on probation for three (3) months. The probationary period may be extended by mutual agreement. The Employer may dismiss a probationary employee for any reason whether the probationary period is extended or not, which involves a new title provided such dismissal is not otherwise arbitrary, discriminatory or a change in titlebad faith. i) Employees shall be free to refuse promotions without penalty. j) Age, sex, lawful union activity, sexual preference, race, creed, colour, national origin, marital or family status, political beliefs, or handicap are not barriers to employment or promotion with the Employer, and the Employer will notify the Union and will discuss any disagreements with the Union. Notification to the Union will be prior to announcing the new positionagrees that this policy shall continue.

HIRING AND PROMOTIONS. (a) The Employer shall email postings to all employees post a notice in the production areas Editorial Department for ten (10) calendar days for all job vacancies or new positions in the production departmentbargaining unit, except editor, managing editor, associate editor. The posting Employer will remain open for a period of ten (10) calendar daysalso post Torstar internship opportunities as they become available. It is understood that the posting of positions excluded from the bargaining unit and Torstar internship opportunities is for information purposes only and that the remaining provisions of this agreement shall not be applicable to such postings. (b) When a posting is revised the original posting will be emailed. An email of each posting will be forwarded to the Union Chairperson. c) The date of posting and the date the posting closes shall appear on the notice along with job classification and basic qualifications required. When a posting is revised the original posting shall remain on the board with a cancelled stamp on it, and the revised posting shall be attached to the original. The Employer shall ensure that all postings under paragraph 8(a) are also posted on the main Employer bulletin board. A copy of each posting will be forwarded to the Union Chairperson. d(c) All candidates from within the bargaining unit who apply in writing writing, and who have not been interviewed for the same position in the preceding twelve (12) months months, shall be granted an interview. e(d) Employees shall be allowed to submit, in writing, standing applications for specific jobs in advance of an absence from work provided they are able to assume the position upon awardjobs. f(e) The Employer will encourage the promotion of employees from within the Waterloo Region The Record and will attempt to promote from within whenever suitable candidates for promotion are available. Employees shall Outside candidates will not be free appointed to refuse promotions without penaltyany vacant position within the bargaining unit until inside applications for such positions have been dealt with under the provisions of this article. g(f) Where, in the opinion of the Employer, two (2) or more applicants for bargaining unit positions have relatively equal skill and ability, the employee with the most seniority will be awarded the positionjob. h(g) An employee’s shift will The Employer shall, on request, provide an explanation to an employee as to why his/her application was not successful and identify areas where improvement could be used as a barrier to prevent him or her from being awarded any job vacancy or new position on a different shiftmade. i(h) The Employer will inform post a notice when beats are to be re-assigned. Employees will then have an opportunity to express interest in being assigned to a specific beat. The Employer will give consideration to such expressions of interest in making the Committee, in advance, decision on the assignment of any hirings or promotions in the bargaining unitbeats. This clause shall also apply when positions such as editor of special editorial sections are to be re- assigned. j(i) Newly hired full-time and part-time New employees shall be on probation for three (3) calendar months. The probationary period may be extended by mutual agreement. The Employer may dismiss a probationary employee for any reason whether the probationary period is extended or not, provided such dismissal is not otherwise arbitrary, discriminatory or in bad faith. k(j) Employees who are transferred laterally or promoted to another classification where the job content is substantially different from their prior classification shall be on a trial period for forty-five (45) days. The Employer may, at any time during this the trial period, return the employee to their former classification with no loss of seniority, or the employee may elect to return to their previous classification within the said timeframe. At the conclusion of a successful trial period the employee will be advised in writing that the promotion or transfer has been made permanent. (k) Employees shall be free to refuse promotions without penalty. (l) Age, sex, lawful union activity, sexual preference, race, creed, colour, national origin, marital or family status, political beliefs, or handicap are not barriers to employment or promotion with the Employer, and the Employer agrees that this policy shall continue. (m) Where there is the creation of a new bargaining unit position or a significant change to an existing bargaining unit position, which involves a new title or a change in title, the Employer will notify the Union and will discuss any disagreements with the Union. Notification to the Union will be prior to announcing the new position.

HIRING AND PROMOTIONS. (a) The Employer shall email postings to all employees post a notice in the production areas department for all job vacancies or new positions in the production department. The posting will remain open for a period of ten (10) calendar days. It is understood that the posting of positions excluded from days for all Circulation department job vacancies or new positions, covered in the bargaining unit is for information purposes only and that the remaining provisions of this agreement shall not be applicable to such postingsunit. (b) When a posting is revised the original posting will be emailed. An email of each posting will be forwarded to the Union Chairperson. c) The date of posting and the date the posting closes shall appear on the notice along with job classification and basic qualifications required. When a posting is revised, the original posting shall remain on the board with a cancelled stamp on it and the revised posting shall be attached to the original. The Employer shall ensure that all postings under paragraph 8 (a) are also posted on the main Employer bulletin board. A copy of each posting will be forwarded to the Union Chairperson. d(c) All candidates from within the bargaining unit who apply in writing writing, and who have not been interviewed for the same position in the preceding twelve (12) months months, shall be granted an interview. e) Employees shall be allowed to submit, in writing, applications for specific jobs in advance of an absence from work provided they are able to assume the position upon award. f(d) The Employer will encourage the promotion of employees from within the Waterloo Region Record and Record. but reserves the exclusive right to hire candidates from outside the bargaining unit. Outside candidates will attempt not be appointed to promote from any vacant position within whenever suitable candidates the bargaining unit until inside applications for promotion are available. Employees shall be free to refuse promotions without penaltysuch positions have been dealt with under the provisions of this article. g(e) Where, in the opinion of the Employer, two (2) or more employee applicants for bargaining unit positions have relatively equal skill and ability, the employee with the most seniority will be awarded the positionjob. h) An employee’s shift will not be used as a barrier to prevent him or her from being awarded any job vacancy or new position on a different shift. i) The Employer will inform the Committee, in advance, of any hirings or promotions in the bargaining unit. j) Newly hired full-time and part-time employees shall be on probation for three (3) calendar months. The probationary period may be extended by mutual agreement. The Employer may dismiss a probationary employee for any reason whether the probationary period is extended or not, provided such dismissal is not otherwise arbitrary, discriminatory or in bad faith. kf) Employees who are transferred laterally or promoted to another classification where the job content is substantially different from their prior classification shall be on a trial period for forty-five (45) days. The Employer may, at any time during this trial period, return the employee to their former classification with no loss of seniority, or the employee may elect to return to their previous classification within the said timeframe. At the conclusion of a successful trial period the employee will be advised in writing that the promotion or transfer has been made permanent. l(g) Where there is the creation of a new bargaining unit position or a significant change The Employer shall, on request, provide an explanation to an existing bargaining unit positionemployee as to why his/her application was not successful and identify areas where improvement could be made. (h) New employees shall be on probation for three (3) months. The probationary period may be extended by mutual agreement. The Employer may dismiss a probationary employee for any reason whether the probationary period is extended or not, which involves a new title provided such dismissal is not otherwise arbitrary, discriminatory or a change in titlebad faith. (i) Employees shall be free to refuse promotions without penalty. (j) Age, sex, lawful union activity, sexual preference, race, creed, colour, national origin, marital or family status, political beliefs, or handicap are not barriers to employment or promotion with the Employer, and the Employer will notify the Union and will discuss any disagreements with the Union. Notification to the Union will be prior to announcing the new positionagrees that this policy shall continue.

HIRING AND PROMOTIONS. (a) The Employer shall email postings to all employees post notices in the production areas for ten (10) calendar days for all job vacancies or new positions in the production department. The posting will remain open for a period of ten (10) calendar days. It is understood that the posting of positions excluded from the bargaining unit is for information purposes only and that the remaining provisions of this agreement shall not be applicable to such postings. (b) When a posting is revised the original posting will shall remain on the board with a cancelled stamp on it, and the revised posting shall be emailedattached to the original. An email The Employer shall ensure that all postings are also posted on the main Company bulletin board. A copy of each posting will be forwarded to the Union Chairperson. (c) The date of posting and the date the posting closes shall appear on the notice along with job classification and basic qualifications required. (d) All candidates from within the bargaining unit who apply in writing and who have not been interviewed for the same position in the preceding twelve (12) months months, shall be granted an interview. (e) Employees shall be allowed to submit, in writing, applications for specific jobs in advance of an absence from work provided they are able to assume the position upon award. (f) The Employer will encourage the promotion of employees from within the Waterloo Region Record and will attempt to promote from within whenever suitable candidates for promotion are available. Employees shall be free to refuse promotions without penalty. (g) Where, in the opinion of the Employer, two (2) or more applicants for bargaining unit positions have relatively equal skill and ability, the employee with the most seniority will be awarded the position. (h) An employee’s shift will not be used as a barrier to prevent him or her from being awarded any job vacancy or new position on a different shift. (i) The Employer will inform the Committee, in advance, of any hirings or promotions in the bargaining unit. (j) Newly hired full-time and part-time employees shall be on probation for three (3) calendar months. The probationary period may be extended by mutual agreement. The Employer may dismiss a probationary employee for any reason whether the probationary period is extended or not, provided such dismissal is not otherwise arbitrary, discriminatory or in bad faith. (k) Employees who are transferred laterally or promoted to another classification where the job content is substantially different from their prior classification shall be on a trial period for forty-five (45) days. The Employer may, at any time during this trial period, return the employee to their former classification with no loss of seniority, or the employee may elect to return to their previous classification within the said timeframe. At the conclusion of a successful trial period the employee will be advised in writing that the promotion or transfer has been made permanent. (l) Where there is the creation of a new bargaining unit position or a significant change to an existing bargaining unit position, which involves a new title or a change in title, the Employer will notify the Union and will discuss any disagreements with the Union. Notification to the Union will be prior to announcing the new position.

HIRING AND PROMOTIONS. a) The Employer shall email postings a posting to all employees in the production areas for all Editorial Department job vacancies or new positions in the production departmentbargaining unit, except editor, managing editor, associate editor. The posting will remain open for a period of ten (10) calendar days. The Employer will also post Torstar internship opportunities as they become available. It is understood that the posting of positions excluded from the bargaining unit and Torstar internship opportunities is for information purposes only and that the remaining provisions of this agreement shall not be applicable to such postings. b) The date of posting and the date the posting closes shall appear on the email along with job classification and basic qualifications required. When a posting is revised the original posting will be emailed. An an email of each posting will be forwarded to the Union Chairperson. c) The date of posting and the date the posting closes shall appear on the notice along with job classification and basic qualifications required. d) All candidates from within the bargaining unit who apply in writing writing, and who have not been interviewed for the same position in the preceding twelve (12) months months, shall be granted an interview. ed) Employees shall be allowed to submit, in writing, applications for specific jobs in advance of an absence from work provided they are able to assume the position upon award. fe) The Employer will encourage the promotion of employees from within the Waterloo Region Record and will attempt to promote from within whenever suitable candidates for promotion are available. Employees shall Outside candidates will not be free appointed to refuse promotions without penaltyany vacant position within the bargaining unit until inside applications for such positions have been dealt with under the provisions of this article. gf) Where, in the opinion of the Employer, two (2) or more applicants for bargaining unit positions have relatively equal skill and ability, the employee with the most seniority will be awarded the positionjob. g) The Employer shall, on request, provide an explanation to an employee as to why his/her application was not successful and identify areas where improvement could be made. h) An employee’s shift The Employer will not post a notice when beats are to be used re-assigned. Employees will then have an opportunity to express interest in being assigned to a specific beat. The Employer will give consideration to such expressions of interest in making the decision on the assignment of the beats. This clause shall also apply when positions such as a barrier editor of special editorial sections are to prevent him or her from being awarded any job vacancy or new position on a different shiftbe re- assigned. i) The Employer will inform the Committee, in advance, of any hirings or promotions in the bargaining unit. j) Newly hired full-time and part-time New employees shall be on probation for three (3) calendar months. The probationary period may be extended by mutual agreement. The Employer may dismiss a probationary employee for any reason whether the probationary period is extended or not, provided such dismissal is not otherwise arbitrary, discriminatory or in bad faith. kj) Employees who are transferred laterally or promoted to another classification where the job content is substantially different from their prior classification shall be on a trial period for forty-five (45) days. The Employer may, at any time during this the trial period, return the employee to their former classification with no loss of seniority, or the employee may elect to return to their previous classification within the said timeframe. At the conclusion of a successful trial period the employee will be advised in writing that the promotion or transfer has been made permanent. k) Employees shall be free to refuse promotions without penalty. l) Age, sex, lawful union activity, sexual preference, race, creed, colour, national origin, marital or family status, political beliefs, or handicap are not barriers to employment or promotion with the Employer, and the Employer agrees that this policy shall continue. m) Where there is the creation of a new bargaining unit position or a significant change to an existing bargaining unit position, which involves a new title or a change in title, the Employer will notify the Union and will discuss any disagreements with the Union. Notification to the Union will be prior to announcing the new position.

HIRING AND PROMOTIONS. (a) The Employer shall email postings to all employees post a notice in the production areas department for all job vacancies or new positions in the production department. The posting will remain open for a period of ten (10) calendar days. It is understood that the posting of positions excluded from days for all Circulation department job vacancies or new positions, covered in the bargaining unit is for information purposes only and that the remaining provisions of this agreement shall not be applicable to such postingsunit. (b) When a posting is revised the original posting will be emailed. An email of each posting will be forwarded to the Union Chairperson. c) The date of posting and the date the posting closes shall appear on the notice along with job classification and basic qualifications required. When a posting is revised, the original posting shall remain on the board with a cancelled stamp on it and the revised posting shall be attached to the original. The Employer shall ensure that all postings under paragraph 8 (a) are also posted on the main Employer bulletin board. A copy of each posting will be forwarded to the Union Chairperson. d(c) All candidates from within the bargaining unit who apply in writing writing, and who have not been interviewed for the same position in the preceding twelve (12) months months, shall be granted an interview. e) Employees shall be allowed to submit, in writing, applications for specific jobs in advance of an absence from work provided they are able to assume the position upon award. f(d) The Employer will encourage the promotion of employees from within the Waterloo Region Record and but reserves the exclusive right to hire candidates from outside the bargaining unit. Outside candidates will attempt not be appointed to promote from any vacant position within whenever suitable candidates the bargaining unit until inside applications for promotion are available. Employees shall be free to refuse promotions without penaltysuch positions have been dealt with under the provisions of this article. g(e) Where, in the opinion of the Employer, two (2) or more employee applicants for bargaining unit positions have relatively equal skill and ability, the employee with the most seniority will be awarded the positionjob. h) An employee’s shift will not be used as a barrier to prevent him or her from being awarded any job vacancy or new position on a different shift. i) The Employer will inform the Committee, in advance, of any hirings or promotions in the bargaining unit. j) Newly hired full-time and part-time employees shall be on probation for three (3) calendar months. The probationary period may be extended by mutual agreement. The Employer may dismiss a probationary employee for any reason whether the probationary period is extended or not, provided such dismissal is not otherwise arbitrary, discriminatory or in bad faith. kf) Employees who are transferred laterally or promoted to another classification where the job content is substantially different from their prior classification shall be on a trial period for forty-five (45) days. The Employer may, at any time during this trial period, return the employee to their former classification with no loss of seniority, or the employee may elect to return to their previous classification within the said timeframe. At the conclusion of a successful trial period the employee will be advised in writing that the promotion or transfer has been made permanent. l(g) Where there is the creation of a new bargaining unit position or a significant change The Employer shall, on request, provide an explanation to an existing bargaining unit positionemployee as to why his/her application was not successful and identify areas where improvement could be made. (h) New employees shall be on probation for three (3) months. The probationary period may be extended by mutual agreement. The Employer may dismiss a probationary employee for any reason whether the probationary period is extended or not, which involves a new title provided such dismissal is not otherwise arbitrary, discriminatory or a change in titlebad faith. (i) Employees shall be free to refuse promotions without penalty. (j) Age, sex, lawful union activity, sexual preference, race, creed, colour, national origin, marital or family status, political beliefs, or handicap are not barriers to employment or promotion with the Employer, and the Employer will notify the Union and will discuss any disagreements with the Union. Notification to the Union will be prior to announcing the new positionagrees that this policy shall continue.

HIRING AND PROMOTIONS. a) The Employer shall email postings to all employees in the production areas advertising department for all bargaining unit job vacancies or new positions in the production departmentcovered under this agreement. The posting will remain open for a period of ten (10) calendar days. It is understood that the posting of positions excluded from the bargaining unit is for information purposes only and that the remaining provisions of this agreement shall not be applicable to such postings. b) When a posting is revised the original revised posting shall be emailed and noted as revised. An email of each posting will be emailedforwarded to the Union Chairperson. b) The date of posting and the date the posting closes shall appear on the email along with job classification and basic qualifications required. An email of each posting will be forwarded to the Union Chairperson. c) The date of posting and the date the posting closes shall appear on the notice along with job classification and basic qualifications required. d) All candidates from within the bargaining unit who apply in writing and who have not been interviewed for the same position in the preceding twelve (12) months shall be granted an interview. ed) Employees shall be allowed to submit, in writing, applications for specific jobs in advance of an absence from work provided they are able to assume the position upon award. fe) The Employer will encourage the promotion of employees from within the Waterloo Region Record and will attempt to promote from within whenever suitable candidates for promotion are available. Employees shall Outside candidates will not be free appointed to refuse promotions without penaltyany vacant position within the bargaining unit until inside applications for such positions have been dealt with under the provisions of this article. gf) Where, in the opinion of the Employer, two (2) or more applicants for bargaining unit positions have relatively equal skill and ability, the employee with the most seniority will be awarded the positionjob. g) The Employer shall, on request, provide an explanation to an employee as to why his/her application was not successful and identify areas where improvement could be made. h) An employee’s shift will not be used as a barrier to prevent him or her from being awarded any job vacancy or new position on a different shift. i) The Employer will inform the Committee, in advance, of any hirings or promotions in the bargaining unit. j) Newly hired full-time and part-time employees shall be on probation for three (3) calendar months. The probationary period may be extended by mutual agreement. The Employer may dismiss a probationary employee for any reason whether the probationary period is extended or not, provided such dismissal is not otherwise arbitrary, discriminatory or in bad faith. k) Employees who are transferred laterally or promoted to another classification where the job content is substantially different from their prior classification shall be on a trial period for forty-five (45) days. The Employer may, at any time during this trial period, return the employee to their former classification with no loss of seniority, or the employee may elect to return to their previous classification within the said timeframe. At the conclusion of a successful trial period the employee will be advised in writing that the promotion or transfer has been made permanent. i) New employees shall be on probation for three (3) months. The probationary period may be extended by mutual agreement. The Employer may dismiss a probationary employee for any reason whether j) the probationary period is extended or not, provided such dismissal is not otherwise arbitrary, discriminatory or in bad faith. k) Employees shall be free to refuse promotions without penalty. l) Where there is Age, sex, lawful union activity, sexual preference, race, creed, colour, national origin, marital or family status, political beliefs, or handicap are not barriers to employment or promotion with the creation of a new bargaining unit position or a significant change to an existing bargaining unit positionEmployer, which involves a new title or a change in title, and the Employer will notify the Union and will discuss any disagreements with the Union. Notification to the Union will be prior to announcing the new positionagrees that this policy shall continue.

HIRING AND PROMOTIONS. (a) The Employer shall email postings to all employees post a notice for ten (10) calendar days in the production areas advertising department for all bargaining unit job vacancies or new positions in the production departmentcovered under this agreement. The posting will remain open for a period of ten (10) calendar days. It is understood that the posting of positions excluded from the bargaining unit is for information purposes only and that the remaining provisions of this agreement shall not be applicable to such postings. b) When a posting is revised the original posting will shall remain on the board with a cancelled stamp on it, and the revised posting shall be emailedattached to the original. An email The Employer shall ensure that all postings under paragraph 8(a) are also posted on the main company bulletin board. A copy of each posting will be forwarded to the Union Chairperson. c(b) The date of posting and the date the posting closes shall appear on the notice along with job classification and basic qualifications required. When a posting is revised the original posting shall remain on the board with a cancelled stamp on it, and the revised posting shall be attached to the original. The Employer shall ensure that all postings under paragraph 8(a) are also posted on the main company bulletin board. A copy of each posting will be forwarded to the Union Chairperson. d(c) All candidates from within the bargaining unit who apply in writing and who have not been interviewed for the same position in the preceding twelve (12) months shall be granted an interview. e(d) Employees shall be allowed to submit, in writing, standing applications for specific jobs in advance of an absence from work provided they are able to assume the position upon awardjobs. f(e) The Employer will encourage the promotion of employees from within the Waterloo Region Record and will attempt to promote from within whenever suitable candidates for promotion are available. Employees shall Outside candidates will not be free appointed to refuse promotions without penaltyany vacant position within the bargaining unit until inside applications for such positions have been dealt with under the provisions of this article. g(f) Where, in the opinion of the Employer, two (2) or more applicants for bargaining unit positions have relatively equal skill and ability, the employee with the most seniority will be awarded the positionjob. h) An employee’s shift will not be used as a barrier to prevent him or her from being awarded any job vacancy or new position on a different shift. i(g) The Employer will inform the Committeeshall, in advanceon request, of any hirings or promotions in the bargaining unitprovide an explanation to an employee as to why his/her application was not successful and identify areas where improvement could be made. j) Newly hired full-time and part-time employees shall be on probation for three (3) calendar months. The probationary period may be extended by mutual agreement. The Employer may dismiss a probationary employee for any reason whether the probationary period is extended or not, provided such dismissal is not otherwise arbitrary, discriminatory or in bad faith. kh) Employees who are transferred laterally or promoted to another classification where the job content is substantially different from their prior classification shall be on a trial period for forty-five (45) days. The Employer may, at any time during this trial period, return the employee to their former classification with no loss of seniority, or the employee may elect to return to their previous classification within the said timeframe. At the conclusion of a successful trial period the employee will be advised in writing that the promotion or transfer has been made permanent. l(i) Where there New employees shall be on probation for three (3) months. The probationary period may be extended by mutual agreement. The Employer may dismiss a probationary employee for any reason whether the probationary period is extended or not, provided such dismissal is not otherwise arbitrary, discriminatory or in bad faith. (j) Employees shall be free to refuse promotions without penalty. (k) Age, sex, lawful union activity, sexual preference, race, creed, colour, national origin, marital or family status, political beliefs, or handicap are not barriers to employment or promotion with the creation of a new bargaining unit position or a significant change to an existing bargaining unit positionEmployer, which involves a new title or a change in title, and the Employer will notify the Union and will discuss any disagreements with the Union. Notification to the Union will be prior to announcing the new positionagrees that this policy shall continue.

HIRING AND PROMOTIONS. a) The Employer shall email postings to all employees in the production areas advertising department for all bargaining unit job vacancies or new positions in the production departmentcovered under this agreement. The posting will remain open for a period of ten (1010 ) calendar days. It is understood that the posting of positions excluded from the bargaining unit is for information purposes only and that the remaining provisions of this agreement shall not be applicable to such postings. b) When a posting is revised the original revised posting shall be emailed and noted as revised. An email of each posting will be emailedforwarded to the Union Chairperson. b) The date of posting and the date the posting closes shall appear on the email along with job classification and basic qualifications required. An email of each posting will be forwarded to the Union Chairperson. c) The date of posting and the date the posting closes shall appear on the notice along with job classification and basic qualifications required. d) All candidates from within the bargaining unit who apply in writing and who have not been interviewed for the same position in the preceding twelve (12) months shall be granted an interview. ed) Employees shall be allowed to submit, in writing, applications for specific jobs in advance of an absence from work provided they are able to assume the position upon award. fe) The Employer will encourage the promotion of employees from within the Waterloo Region Record and will attempt to promote from within whenever suitable candidates for promotion are available. Employees shall Outside candidates will not be free appointed to refuse promotions without penaltyany vacant position within the bargaining unit until inside applications for such positions have been dealt with under the provisions of this article. gf) Where, in the opinion of the Employer, two (2) or more applicants for bargaining unit positions have relatively equal skill and ability, the employee with the most seniority will be awarded the positionjob. g) The Employer shall, on request, provide an explanation to an employee as to why his/her application was not successful and identify areas where improvement could be made. h) An employee’s shift will not be used as a barrier to prevent him or her from being awarded any job vacancy or new position on a different shift. i) The Employer will inform the Committee, in advance, of any hirings or promotions in the bargaining unit. j) Newly hired full-time and part-time employees shall be on probation for three (3) calendar months. The probationary period may be extended by mutual agreement. The Employer may dismiss a probationary employee for any reason whether the probationary period is extended or not, provided such dismissal is not otherwise arbitrary, discriminatory or in bad faith. k) Employees who are transferred laterally or promoted to another classification where the job content is substantially different from their prior classification shall be on a trial period for forty-five (45) days. The Employer may, at any time during this trial period, return the employee to their former classification with no loss of seniority, or the employee may elect to return to their previous classification within the said timeframe. At the conclusion of a successful trial period the employee will be advised in writing that the promotion or transfer has been made permanent. li) Where there New employees shall be on probation for three (3) months. The probationary period may be extended by mutual agreement. The Employer may dismiss a probationary employee for any reason whether the probationary period is extended or not, provided such dismissal is not otherwise arbitrary, discriminatory or in bad faith. j) Employees shall be free to refuse promotions without penalty. k) Age, sex, lawful union activity, sexual preference, race, creed, colour, national origin, marital or family status, political beliefs, or handicap are not barriers to employment or promotion with the creation of a new bargaining unit position or a significant change to an existing bargaining unit positionEmployer, which involves a new title or a change in title, and the Employer will notify the Union and will discuss any disagreements with the Union. Notification to the Union will be prior to announcing the new positionagrees that this policy shall continue.

HIRING AND PROMOTIONS. (a) The Employer shall email postings to all employees post a notice in the production areas Editorial Department for ten (10) calendar days for all job vacancies or new positions in the production departmentbargaining unit, except editor, managing editor, associate editor. The posting Employer will remain open for a period of ten (10) calendar daysalso post Torstar internship opportunities as they become available. It is understood that the posting of positions excluded from the bargaining unit and Torstar internship opportunities is for information purposes only and that the remaining provisions of this agreement shall not be applicable to such postings. (b) When a posting is revised the original posting will be emailed. An email of each posting will be forwarded to the Union Chairperson. c) The date of posting and the date the posting closes shall appear on the notice along with job classification and basic qualifications required.. When a posting is revised the original posting shall remain on the board with a cancelled stamp on it, and the revised posting shall be attached to the original. The Company shall ensure that all postings under paragraph 8(a) are also posted on the main Company bulletin board. A copy of each posting will be forwarded to the union chairperson d(c) All candidates from within the bargaining unit who apply in writing and who have not been interviewed for the same position in the preceding twelve (12) months shall be granted an interview. e(d) Employees shall be allowed to submit, in writing, standing applications for specific jobs in advance of an absence from work provided they are able to assume the position upon awardjobs. f(e) The Employer will encourage the promotion of employees from within the Waterloo Region Record and will attempt to promote from within whenever suitable candidates for promotion are available. Employees shall Outside candidates will not be free appointed to refuse promotions without penaltyany vacant position within the bargaining unit until inside applications for such positions have been dealt with under the provisions of this article. g(f) Where, in the opinion of the Employer, two (2) or more applicants for bargaining unit positions have relatively equal skill and ability, the employee with the most seniority will be awarded the positionjob. h(g) An employee’s shift will The Employer shall, on request, provide an explanation to an employee as to why his/her application was not successful and identify areas where improvement could be used as a barrier to prevent him or her from being awarded any job vacancy or new position on a different shiftmade. i(h) The Employer will inform post a notice when beats are to be re-assigned. Employees will then have an opportunity to express interest in being assigned to a specific beat. The Employer will give consideration to such expressions of interest in making the Committee, in advance, decision on the assignment of any hirings or promotions in the bargaining unitbeats. This clause shall also apply when positions such as editor of special editorial sections are to be re-assigned. j(i) Newly hired full-time and part-time New employees shall be on probation for three (3) calendar months. The probationary period may be extended by mutual agreement. The Employer may dismiss a probationary employee for any reason whether the probationary period is extended or not, provided such dismissal is not otherwise arbitrary, discriminatory or in bad faith. (j) Employees shall be free to refuse promotions without penalty. (k) Employees who are transferred laterally Age, sex, lawful union activity, sexual preference, race, creed, colour, national origin, marital or promoted to another classification where the job content is substantially different from their prior classification shall be on a trial period for forty-five (45) days. The Employer mayfamily status, at any time during this trial period, return the employee to their former classification with no loss of senioritypolitical beliefs, or handicap are not barriers to employment or promotion with the employee may elect to return to their previous classification within the said timeframe. At the conclusion of a successful trial period the employee will be advised in writing that the promotion or transfer has been made permanent. l) Where there is the creation of a new bargaining unit position or a significant change to an existing bargaining unit positionEmployer, which involves a new title or a change in title, and the Employer will notify the Union and will discuss any disagreements with the Union. Notification to the Union will be prior to announcing the new positionagrees that this policy shall continue.

HIRING AND PROMOTIONS. (a) The Employer shall email postings to all employees post a notice in the production areas Editorial Department for ten (10) calendar days for all job vacancies or new positions in the production departmentbargaining unit, except editor, managing editor, associate editor. The posting Employer will remain open for a period of ten (10) calendar daysalso post Torstar internship opportunities as they become available. It is understood that the posting of positions excluded from the bargaining unit and Torstar internship opportunities is for information purposes only and that the remaining provisions of this agreement shall not be applicable to such postings. (b) When a posting is revised the original posting will be emailed. An email of each posting will be forwarded to the Union Chairperson. c) The date of posting and the date the posting closes shall appear on the notice along with job classification and basic qualifications required.. When a posting is revised the original posting shall remain on the board with a cancelled stamp on it, and the revised posting shall be attached to the original. The Company shall ensure that all postings under paragraph 8(a) are also posted on the main Company bulletin board. A copy of each posting will be forwarded to the union chairperson d(c) All candidates from within the bargaining unit who apply in writing and who have not been interviewed for the same position in the preceding twelve (12) months shall be granted an interview. e(d) Employees shall be allowed to submit, in writing, standing applications for specific jobs in advance of an absence from work provided they are able to assume the position upon awardjobs. f(e) The Employer will encourage the promotion of employees from within the Waterloo Region The Record and will attempt to promote from within whenever suitable candidates for promotion are available. Employees shall Outside candidates will not be free appointed to refuse promotions without penaltyany vacant position within the bargaining unit until inside applications for such positions have been dealt with under the provisions of this article. g(f) Where, in the opinion of the Employer, two (2) or more applicants for bargaining unit positions have relatively equal skill and ability, the employee with the most seniority will be awarded the positionjob. h(g) An employee’s shift will The Employer shall, on request, provide an explanation to an employee as to why his/her application was not successful and identify areas where improvement could be used as a barrier to prevent him or her from being awarded any job vacancy or new position on a different shiftmade. i(h) The Employer will inform post a notice when beats are to be re-assigned. Employees will then have an opportunity to express interest in being assigned to a specific beat. The Employer will give consideration to such expressions of interest in making the Committee, in advance, decision on the assignment of any hirings or promotions in the bargaining unitbeats. This clause shall also apply when positions such as editor of special editorial sections are to be re-assigned. j(i) Newly hired full-time and part-time New employees shall be on probation for three (3) calendar months. The probationary period may be extended by mutual agreement. The Employer may dismiss a probationary employee for any reason whether the probationary period is extended or not, provided such dismissal is not otherwise arbitrary, discriminatory or in bad faith. k(j) Employees who are transferred laterally or promoted to another classification where the job content is substantially different from their prior classification shall be on a trial period for forty-five (45) days. The Employer may, at any time during this the trial period, return the employee to their former classification with no loss of seniority, or the employee may elect to return to their previous classification within the said timeframe. At the conclusion of a successful trial period the employee will be advised in writing that the promotion or transfer has been made permanent. (k) Employees shall be free to refuse promotions without penalty. (l) Age, sex, lawful union activity, sexual preference, race, creed, colour, national origin, marital or family status, political beliefs, or handicap are not barriers to employment or promotion with the Employer, and the Employer agrees that this policy shall continue. (m) Where there is the creation of a new bargaining unit position or a significant change to an existing bargaining unit position, which involves a new title or a change in title, the Employer will notify the Union union and will discuss any disagreements with the Unionunion. Notification to the Union union will be prior to announcing the new position.

HIRING AND PROMOTIONS. (a) The Employer shall email postings to all employees post notices in the production areas for ten (10) calendar days for all job vacancies or new positions in the production department. The posting will remain open for a period of ten (10) calendar days. It is understood that the posting of positions excluded from the bargaining unit is for information purposes only and that the remaining provisions of this agreement shall not be applicable to such postings. (b) When a posting is revised the original posting will shall remain on the board with a cancelled stamp on it, and the revised posting shall be emailedattached to the original. An email The Employer shall ensure that all postings are also posted on the main Company bulletin board. A copy of each posting will be forwarded to the Union Chairperson. (c) The date of posting and the date the posting closes shall appear on the notice along with job classification and basic qualifications required. (d) All candidates from within the bargaining unit who apply in writing and who have not been interviewed for the same position in the preceding twelve (12) months shall be granted an interview. (e) Employees shall be allowed to submit, in writing, standing applications for specific jobs in advance of an absence from work provided they are able to assume the position upon awardjobs. (f) The Employer Employee will encourage the promotion of employees from within the Waterloo Region The Record and will attempt to promote from within whenever suitable candidates for promotion are available. Employees shall be free to refuse promotions without penalty. (g) Where, in the opinion of the Employer, two (2) or more applicants for bargaining unit positions have relatively equal skill and ability, the employee with the most seniority will be awarded the position. (h) An employee’s shift will not be used as a barrier to prevent him or her from being awarded any job vacancy or new position on a different shift. (i) The Employer will inform the Committee, in advance, of any hirings or promotions in the bargaining unit. (j) Newly hired full-time and part-time employees shall be on probation for three (3) calendar months. The probationary period may be extended by mutual agreement. The Employer may dismiss a probationary employee for any reason whether the probationary period is extended or not, provided such dismissal is not otherwise arbitrary, discriminatory or in bad faith. (k) Employees who are transferred laterally or promoted to another classification where the job content is substantially different from their prior classification shall be on a trial period for forty-five (45) days. The Employer may, at any time during this trial period, return the employee to their former classification with no loss of seniority, or the employee may elect to return to their previous classification within the said timeframe. At the conclusion of a successful trial period the employee will be advised in writing that the promotion or transfer has been made permanent. (l) Where there is the creation of a new bargaining unit position or a significant change to an existing bargaining unit position, which involves a new title or a change in title, the Employer will notify the Union and will discuss any disagreements with the Union. Notification to the Union will be prior to announcing the new position.

HIRING AND PROMOTIONS. (a) The Employer shall email postings to all employees post a notice for ten (10) calendar days in the production areas advertising department for all bargaining unit job vacancies or new positions in the production departmentcovered under this agreement. The posting will remain open for a period of ten (10) calendar days. It is understood that the posting of positions excluded from the bargaining unit is for information purposes only and that the remaining provisions of this agreement shall not be applicable to such postings. b) When a posting is revised the original posting will shall remain on the board with a cancelled stamp on it, and the revised posting shall be emailedattached to the original. An email The Employer shall ensure that all postings under paragraph 8(a) are also posted on the main company bulletin board. A copy of each posting will be forwarded to the Union Chairperson. c(b) The date of posting and the date the posting closes shall appear on the notice along with job classification and basic qualifications required. When a posting is revised the original posting shall remain on the board with a cancelled stamp on it, and the revised posting shall be attached to the original. The Employer shall ensure that all postings under paragraph 8(a) are also posted on the main Employer bulletin board. A copy of each posting will be forwarded to the Union Chairperson. d(c) All candidates from within the bargaining unit who apply in writing and who have not been interviewed for the same position in the preceding twelve (12) months shall be granted an interview. e(d) Employees shall be allowed to submit, in writing, standing applications for specific jobs in advance of an absence from work provided they are able to assume the position upon awardjobs. f(e) The Employer will encourage the promotion of employees from within the Waterloo Region Record and will attempt to promote from within whenever suitable candidates for promotion are available. Employees shall Outside candidates will not be free appointed to refuse promotions without penaltyany vacant position within the bargaining unit until inside applications for such positions have been dealt with under the provisions of this article. g(f) Where, in the opinion of the Employer, two (2) or more applicants for bargaining unit positions have relatively equal skill and ability, the employee with the most seniority will be awarded the positionjob. h) An employee’s shift will not be used as a barrier to prevent him or her from being awarded any job vacancy or new position on a different shift. i(g) The Employer will inform the Committeeshall, in advanceon request, of any hirings or promotions in the bargaining unitprovide an explanation to an employee as to why his/her application was not successful and identify areas where improvement could be made. j) Newly hired full-time and part-time employees shall be on probation for three (3) calendar months. The probationary period may be extended by mutual agreement. The Employer may dismiss a probationary employee for any reason whether the probationary period is extended or not, provided such dismissal is not otherwise arbitrary, discriminatory or in bad faith. kh) Employees who are transferred laterally or promoted to another classification where the job content is substantially different from their prior classification shall be on a trial period for forty-five (45) days. The Employer may, at any time during this trial period, return the employee to their former classification with no loss of seniority, or the employee may elect to return to their previous classification within the said timeframe. At the conclusion of a successful trial period the employee will be advised in writing that the promotion or transfer has been made permanent. l(i) Where there New employees shall be on probation for three (3) months. The probationary period may be extended by mutual agreement. The Employer may dismiss a probationary employee for any reason whether the probationary period is extended or not, provided such dismissal is not otherwise arbitrary, discriminatory or in bad faith. (j) Employees shall be free to refuse promotions without penalty. (k) Age, sex, lawful union activity, sexual preference, race, creed, colour, national origin, marital or family status, political beliefs, or handicap are not barriers to employment or promotion with the creation of a new bargaining unit position or a significant change to an existing bargaining unit positionEmployer, which involves a new title or a change in title, and the Employer will notify the Union and will discuss any disagreements with the Union. Notification to the Union will be prior to announcing the new positionagrees that this policy shall continue.

HIRING AND PROMOTIONS. (a) The Employer shall email postings to all employees post a notice in the production areas department for all job vacancies or new positions in the production department. The posting will remain open for a period of ten (10) calendar days. It is understood that the posting of positions excluded from days for all Circulation department job vacancies or new positions, covered in the bargaining unit is for information purposes only and that the remaining provisions of this agreement shall not be applicable to such postingsunit. (b) When a posting is revised the original posting will be emailed. An email of each posting will be forwarded to the Union Chairperson. c) The date of posting and the date the posting closes shall appear on the notice along with job classification and basic qualifications required. When a posting is revised, the original posting shall remain on the board with a cancelled stamp on it and the revised posting shall be attached to the original. The Employer shall ensure that all postings under paragraph 8 (a) are also posted on the main Employer bulletin board. A copy of each posting will be forwarded to the Union Chairperson. d(c) All candidates from within the bargaining unit who apply in writing and who have not been interviewed for the same position in the preceding twelve (12) months shall be granted an interview. e) Employees shall be allowed to submit, in writing, applications for specific jobs in advance of an absence from work provided they are able to assume the position upon award. f(d) The Employer will encourage the promotion of employees from within the Waterloo Region Record and but reserves the exclusive right to hire candidates from outside the bargaining unit. Outside candidates will attempt not be appointed to promote from any vacant position within whenever suitable candidates the bargaining unit until inside applications for promotion are available. Employees shall be free to refuse promotions without penaltysuch positions have been dealt with under the provisions of this article. g(e) Where, in the opinion of the Employer, two (2) or more employee applicants for bargaining unit positions have relatively equal skill and ability, the employee with the most seniority will be awarded the positionjob. h) An employee’s shift will not be used as a barrier to prevent him or her from being awarded any job vacancy or new position on a different shift. i) The Employer will inform the Committee, in advance, of any hirings or promotions in the bargaining unit. j) Newly hired full-time and part-time employees shall be on probation for three (3) calendar months. The probationary period may be extended by mutual agreement. The Employer may dismiss a probationary employee for any reason whether the probationary period is extended or not, provided such dismissal is not otherwise arbitrary, discriminatory or in bad faith. kf) Employees who are transferred laterally or promoted to another classification where the job content is substantially different from their prior classification shall be on a trial period for forty-five (45) days. The Employer may, at any time during this trial period, return the employee to their former classification with no loss of seniority, or the employee may elect to return to their previous classification within the said timeframe. At the conclusion of a successful trial period the employee will be advised in writing that the promotion or transfer has been made permanent. l(g) Where there is the creation of a new bargaining unit position or a significant change The Employer shall, on request, provide an explanation to an existing bargaining unit positionemployee as to why his/her application was not successful and identify areas where improvement could be made. (h) New employees shall be on probation for three (3) months. The probationary period may be extended by mutual agreement. The Employer may dismiss a probationary employee for any reason whether the probationary period is extended or not, which involves a new title provided such dismissal is not otherwise arbitrary, discriminatory or a change in titlebad faith. (i) Employees shall be free to refuse promotions without penalty. (j) Age, sex, lawful union activity, sexual preference, race, creed, colour, national origin, marital or family status, political beliefs, or handicap are not barriers to employment or promotion with the Employer, and the Employer will notify the Union and will discuss any disagreements with the Union. Notification to the Union will be prior to announcing the new positionagrees that this policy shall continue.

HIRING AND PROMOTIONS. (a) The Employer shall email postings to all employees post a notice for ten (10) calendar days in the production areas advertising department for all bargaining unit job vacancies or new positions in the production departmentcovered under this agreement. The posting will remain open for a period of ten (10) calendar days. It is understood that the posting of positions excluded from the bargaining unit is for information purposes only and that the remaining provisions of this agreement shall not be applicable to such postings. b) When a posting is revised the original posting will shall remain on the board with a cancelled stamp on it, and the revised posting shall be emailedattached to the original. An email The Employer shall ensure that all postings under paragraph 8(a) are also posted on the main company bulletin board. A copy of each posting will be forwarded to the Union Chairperson. c(b) The date of posting and the date the posting closes shall appear on the notice along with job classification and basic qualifications required. When a posting is revised the original posting shall remain on the board with a cancelled stamp on it, and the revised posting shall be attached to the original. The Employer shall ensure that all postings under paragraph 8(a) are also posted on the main Employer bulletin board. A copy of each posting will be forwarded to the Union Chairperson. d(c) All candidates from within the bargaining unit who apply in writing and who have not been interviewed for the same position in the preceding twelve (12) months shall be granted an interview. e(d) Employees shall be allowed to submit, in writing, applications for specific jobs in advance of an absence from work provided they are able to assume the position upon award. f(e) The Employer will encourage the promotion of employees from within the Waterloo Region Record and will attempt to promote from within whenever suitable candidates for promotion are available. Employees shall Outside candidates will not be free appointed to refuse promotions without penaltyany vacant position within the bargaining unit until inside applications for such positions have been dealt with under the provisions of this article. g(f) Where, in the opinion of the Employer, two (2) or more applicants for bargaining unit positions have relatively equal skill and ability, the employee with the most seniority will be awarded the positionjob. h) An employee’s shift will not be used as a barrier to prevent him or her from being awarded any job vacancy or new position on a different shift. i(g) The Employer will inform the Committeeshall, in advanceon request, of any hirings or promotions in the bargaining unitprovide an explanation to an employee as to why his/her application was not successful and identify areas where improvement could be made. j) Newly hired full-time and part-time employees shall be on probation for three (3) calendar months. The probationary period may be extended by mutual agreement. The Employer may dismiss a probationary employee for any reason whether the probationary period is extended or not, provided such dismissal is not otherwise arbitrary, discriminatory or in bad faith. kh) Employees who are transferred laterally or promoted to another classification where the job content is substantially different from their prior classification shall be on a trial period for forty-five (45) days. The Employer may, at any time during this trial period, return the employee to their former classification with no loss of seniority, or the employee may elect to return to their previous classification within the said timeframe. At the conclusion of a successful trial period the employee will be advised in writing that the promotion or transfer has been made permanent. l(i) Where there New employees shall be on probation for three (3) months. The probationary period may be extended by mutual agreement. The Employer may dismiss a probationary employee for any reason whether the probationary period is extended or not, provided such dismissal is not otherwise arbitrary, discriminatory or in bad faith. (j) Employees shall be free to refuse promotions without penalty. (k) Age, sex, lawful union activity, sexual preference, race, creed, colour, national origin, marital or family status, political beliefs, or handicap are not barriers to employment or promotion with the creation of a new bargaining unit position or a significant change to an existing bargaining unit positionEmployer, which involves a new title or a change in title, and the Employer will notify the Union and will discuss any disagreements with the Union. Notification to the Union will be prior to announcing the new positionagrees that this policy shall continue.