Common use of Internal Placement and Recall - Continuing Employees Clause in Contracts

Internal Placement and Recall - Continuing Employees. (A) Notice The University will give one (1) month’s written notice or pay in lieu of notice of internal placement and layoff. Internal placement may take place if a position becomes available during the notice period. Notice shall not coincide with the employee’s vacation. Subject to Articles 30.06 (E) and 7.02, if notice is given during the period an employee is on any approved leave of absence, the employee’s internal placement rights will normally be deferred until the date the employee returns to work. However, if the employee notifies Human Resources in writing that she/he is prepared to begin the internal placement period during the leave of absence, the University will begin to send a copy of the job postings to the employee each week, and the internal placement period shall begin when the first job postings are received by the employee. The University will not send postings earlier than one month before the date the employee is scheduled to return to work. In the case of an employee returning to work from WCB leave, she/he shall be temporarily placed in a position with no loss of pay until the notice period expires. (B) (i) Internal Placement - During the period of notice, the employee on notice has the choice of internal placement into any vacancies occurring in her/his classification and any vacancies in lower classifications for which she/he has the necessary qualifications. In order to exercise her/his rights to these vacancies, the employee must notify the Human Resources Department in writing within seven days of publication of the job posting of a position into which she/he wishes to be placed. After the seven days have passed, the employee’s right to internal placement into these vacancies is forfeited. During the period of notice, employees may notify the Human Resources Department in writing of departments or Library divisions within which placements during the period of notice will not be accepted or that temporary placements will not be accepted. A part-time employee being laid off may notify the Human Resources Department in writing that she/he will not accept placement to positions which have more than 10% greater or more than 10% lesser hours per week than her/his current position. (For example, an employee who has been laid off from a 60% position may notify Human Resources that she/he will not be placed into a position that is either more than 70% part-time or less than 50% part- time.) In these cases, the Human Resources Department will not internally place the employees to such vacancies, and the employees will not forfeit seniority and recall rights by not having been placed into them. If, within a year, a discontinued position is reinstated, the employee who was placed shall, upon request, be returned to that position. In this case, Article 22.08 (Orientation Period for Transfer and Promotion) shall not apply.

Internal Placement and Recall - Continuing Employees. (A) Notice The University will give one (1) month’s written notice or pay in lieu of notice of internal placement and layoff. Internal placement may take place if a position becomes available during the notice period. Notice shall not coincide with the employee’s vacation. Subject to Articles 30.06 (E) and 7.02, if notice is given during the period an employee is on any approved leave of absence, the employee’s internal placement rights will normally be deferred until the date the employee returns to work. However, if the employee notifies Human Resources in writing that she/he is prepared to begin the internal placement period during the leave of absence, the University will begin to send a copy of the job postings to the employee each week, and the internal placement period shall begin when the first job postings are received by the employee. The University will not send postings earlier than one month before the date the employee is scheduled to return to work. In the case of an employee returning to work from WCB leave, she/he shall be temporarily placed in a position with no loss of pay until the notice period expires. (B) (i) Internal Placement - During the period of notice, the employee on notice has the choice of internal placement into any vacancies occurring in her/his classification (benchmark cluster, single benchmark or unique job) and any vacancies in lower classifications (benchmark cluster, single benchmark or unique job) for which she/he has the necessary qualifications. In order to exercise her/his rights to these vacancies, the employee must notify the Human Resources Department in writing within seven days of publication of the job posting of a position into which she/he wishes to be placed. After the seven days have passed, the employee’s right to internal placement into these vacancies is forfeited. During the period of notice, employees may notify the Human Resources Department in writing of departments or Library divisions within which placements during the period of notice will not be accepted or that temporary placements will not be accepted. A part-time employee being laid off may notify the Human Resources Department in writing that she/he will not accept placement to positions which have more than 10% greater or more than 10% lesser hours per week than her/his current position. (For example, an employee who has been laid off from a 60% position may notify Human Resources that she/he will not be placed into a position that is either more than 70% part-time or less than 50% part- time.) In these cases, the Human Resources Department will not internally place the employees to such vacancies, and the employees will not forfeit seniority and recall rights by not having been placed into them. If, within a year, a discontinued position is reinstated, the employee who was placed shall, upon request, be returned to that position. In this case, Article 22.08 (Orientation Period for Transfer and Promotion) shall not apply.

Internal Placement and Recall - Continuing Employees. (A) Notice The University will give one (1) month’s written notice or pay in lieu of notice of internal placement and layoff. Internal placement may take place if a position becomes available during the notice period. Notice shall not coincide with the employee’s vacation. Subject to Articles 30.06 (E) and 7.02, if notice is given during the period an employee is on any approved leave of absence, the employee’s internal placement rights will normally be deferred until the date the employee returns to work. However, if the employee notifies Human Resources in writing that she/he is prepared to begin the internal placement period during the leave of absence, the University will begin to send a copy of the job postings to the employee each week, and the internal placement period shall begin when the first job postings are received by the employee. The University will not send postings earlier than one month before the date the employee is scheduled to return to work. In the case of an employee returning to work from WCB leave, she/he shall be temporarily placed in a position with no loss of pay until the notice period expires. (B) (i) Internal Placement - During the period of notice, the employee on notice has the choice of internal placement into any vacancies occurring in her/his classification and any vacancies in lower classifications for which she/he has the necessary qualifications. In order to exercise her/his rights to these vacancies, the employee must notify the Human Resources Department in writing within seven days of publication of the job posting of a position into which she/he wishes to be placed. After the seven days have passed, the employee’s right to internal placement into these vacancies is forfeited. During the period of notice, employees may notify the Human Resources Department in writing of departments or Library divisions within which placements during the period of notice will not be accepted or that temporary placements will not be accepted. A part-time employee being laid off may notify the Human Resources Department in writing that she/he will not accept placement to positions which have more than 10% greater or more than 10% lesser hours per week than her/his current position. (For example, an employee who has been laid off from a 60% position may notify Human Resources that she/he will not be placed into a position that is either more than 70% part-time or less than 50% part- part-time.) In these cases, the Human Resources Department will not internally place the employees to such vacancies, and the employees will not forfeit seniority and recall rights by not having been placed into them. If, within a year, a discontinued position is reinstated, the employee who was placed shall, upon request, be returned to that position. In this case, Article 22.08 (Orientation Period for Transfer and Promotion) shall not apply.Article

Internal Placement and Recall - Continuing Employees. (A) Notice (i) Notice The University will give for Continuing Employees – notice of internal placement and layoff shall consist of one (1) month’s written notice or pay in lieu of notice of internal placement lieu, and layoff. Internal placement may take place if a position becomes available during the notice period. Notice shall not coincide with the an employee’s vacation. If notice coincides with an approved leave of absence, the following conditions apply: Subject to Articles 30.06 (E) and 7.02, if notice is given during the period an employee is on any approved leave of absence, the employee’s internal placement rights will normally be deferred until the date the employee returns to work. However, if the employee notifies Human Resources in writing that she/he the employee is prepared to begin the internal placement period during the leave of absence, the University will begin to send a copy of the job postings to the employee each week, and the internal placement period shall begin when the first job postings are received by the employee. The University will not send postings earlier than one (1) month before the date the employee is scheduled to return to work. In the case of an employee returning to work from WCB leave, she/he the employee shall be temporarily placed in a position with no loss of pay until the notice period expires. (ii) Notice for Sessional Employees – at hire or recall, employees shall be assigned an end of session termination date that serves as complete and final notice of layoff. This notice may only be extended after agreement with the Union. The University may discontinue a position earlier by providing one (1) month’s written notice of internal placement and layoff. Internal placement may occur if a sessional position becomes available during the notice period. Notice shall not coincide with the employee’s vacation. In the event the University decides to discontinue a sessional position effective with the beginning of the following session, it shall inform the Union and the employee at the time the decision is made. One (1) month’s notice is required in the case of winter sessional positions or admissions sessional positions in Student Services. (B) Internal Placement (i) Internal Placement - During the period of notice, the an employee on notice has the choice of may select internal placement into any vacancies occurring in her/his their classification and any vacancies in lower classifications (benchmark cluster, single benchmark or unique job) for which she/he the employee has the necessary qualifications. Sessional employees may only qualify for other sessional positions. In order to exercise her/his their rights to these vacancies, the employee must notify the Human Resources Department in writing within seven (7) days of publication of the job posting of a position into which she/he the employee wishes to be placed. After the seven (7) days have passed, the employee’s right to internal placement into these vacancies is forfeited. During The following applies to Continuing employees only: (a) Employees have the right to refuse certain types of placements during the notice period of notice, employees may notify if the employee provides written notification to the Human Resources Department in writing of advance, which will not result in forfeiting seniority and recall rights. Acceptable notifications include: - Unwillingness to be placed in certain departments or Library divisions within which placements during the period of notice will not be accepted or that temporary placements will not be accepted. A divisions, or; - for part-time employee being laid off may notify the Human Resources Department in writing that she/he will not employees, unwillingness to accept placement to positions which have placements with more than ten (10% greater or more than 10% lesser %) change in weekly hours per week than her/his from their current position. positions (For for example, an employee who has been laid off from a sixty (60% %) position may notify the Human Resources Department that she/he the employee will not be placed into a position that is either more than seventy (70% part-%) part- time or less than fifty (50% %) part- time. A discontinued position is reinstated within one (1) year and the placed employee requests to be returned to that position, the request shall be granted and article 22.08 shall not apply. (ii) During the period of notice, the Human Resources Department and the Union may agree that an employee will not be required to place into vacancies deemed unsuitable within their classification (benchmark cluster, single benchmark or unique job). In these cases, the Human Resources Department will not internally place the employees to such vacancies, and the employees employee will not forfeit displacement (bumping), seniority and or recall rights by not having been placed into them. If, within a year, a discontinued position is reinstated, the employee who was placed shall, upon request, be returned to that position. In this case, Article 22.08 (Orientation Period for Transfer and Promotion) shall not applyrights.