Common use of JOB AVAILABILITY Clause in Contracts

JOB AVAILABILITY. A. When a new position is created or an existing position becomes vacant, the Department Head, after consulting with the County Manager, shall determine if the vacancy is to be filled by transfer, intra-departmental promotion, County-wide promotion or open application. B. Once a determination is made to fill a vacant position, the County shall post job vacancy announcements using a standardized posting format for the first 5 (five) working days of the intended application period, except when such vacancies are to be temporarily filled on an emergency basis. All job postings will be posted on the County website. All job postings will state whether vacancy is to be filled by transfer, intra-department promotion, County-wide promotion or open application. C. The Association will be furnished a copy of all job announcements. D. If an employee applicant is not selected to fill an open position, the Human Resources Director shall give the employee an explanation in writing as to why he/she was not chosen. E. This Article, Article 15 (Job Availability), shall not be subject to the grievance and arbitration provisions of this agreement except that a grievance may be filed on the sole issue of whether or not the posting requirements of paragraph B have been followed. F. The County will notify the Association of any new job classifications added to Appendix A during the term of the agreement. The wage rates for new job classifications are subject to negotiation if requested by the Association after reviewing the County proposed wage rates. Violation of this section is subject to the Article 15 grievance procedure.

JOB AVAILABILITY. A. When a new position is created or an existing position becomes vacant, the Department Head, after consulting with the County Manager, shall determine if the vacancy is to be filled by transfer, intra-departmental promotion, County-wide promotion or open application. B. Once a determination is made to fill a vacant position, the County shall post job vacancy announcements using a standardized posting format for the first 5 (five) working days of the intended application period, except when such vacancies are to be temporarily filled on an emergency basis. All job postings will be posted on the County website. All job postings will state whether vacancy is to be filled by transfer, intra-department promotion, County-wide promotion or open application. C. The Association will be furnished a copy of all job announcements. D. If an employee applicant is not selected to fill an open position, the Human Resources Director shall give the employee an explanation in writing as to why he/she was not chosen. E. This Article, Article 15 (Job Availability), shall not be subject to the grievance and arbitration provisions of this agreement except that a grievance may be filed on the sole issue of whether or not the posting requirements of paragraph B have been followed. F. The County will notify the Association of any new job classifications added to Appendix A during the term of the agreement. The wage rates for new job classifications are subject to negotiation negotiation, if requested by the Association after reviewing the County proposed wage rates. Violation of this section is subject to the Article 15 16 grievance procedure.

JOB AVAILABILITY. A. When a new position is created or an existing position becomes vacant, the Department Head, after consulting with the County Manager, shall determine if the vacancy is to be filled by transfer, intra-departmental promotion, County-wide promotion or open application. B. Once a determination is made to fill a vacant position, the County shall post job vacancy announcements using a standardized posting format for the first 5 (five) working days of the intended application period, except when such vacancies are to be temporarily filled on an emergency basis. All job postings will be posted on the County website. All job postings will state whether vacancy is to be filled by transfer, intra-department promotion, County-wide promotion or open application. C. The Association will be furnished a copy of all job announcements. D. If an employee applicant is not selected to fill an open position, the Human Resources Director shall give the employee an explanation in writing as to why he/she was not chosen. E. This ArticleArticle 15, Article 15 (“Job Availability)”, shall not be subject to the grievance and arbitration provisions of this agreement except that a grievance may be filed on the sole issue of whether or not the posting requirements of paragraph B have been followed. F. The County will notify the Association of any new job classifications added to Appendix A during the term of the agreement. The wage rates for new job classifications are subject to negotiation negotiations if requested by the Association after reviewing the County proposed wage rates. Violation of this section is subject to the grievance procedure (Article 15 grievance procedure15).

JOB AVAILABILITY. A. When a new position is created or an existing position becomes vacant, the Department Head, after consulting with the County Manager, shall determine if the vacancy is to be filled by transfer, intra-departmental promotion, County-wide promotion or open application. B. Once a determination is made to fill a vacant position, the County shall post job vacancy announcements using a standardized posting format for the first 5 (five) working days of the intended application period, except when such vacancies are to be temporarily filled on an emergency basis. All job postings will be posted on the County website. All job postings will state whether vacancy is to be filled by transfer, intra-department promotion, County-wide promotion or open application. C. The Association will be furnished a copy of all job announcements. D. If an employee applicant is not selected to fill an open position, the Human Resources Director shall give the employee an explanation in writing as to why he/she was not chosen. E. This ArticleArticle 15, Article 15 (“Job Availability)”, shall not be subject to the grievance and arbitration provisions of this agreement except that a grievance may be filed on the sole issue of whether or not the posting requirements of paragraph B have been followed. F. The County will notify the Association of any new job classifications added to Appendix A during the term of the agreement. The wage rates for new job classifications are subject to negotiation negotiations if requested by the Association after reviewing the County proposed wage rates. Violation of this section is subject to the grievance procedure (Article 15 grievance procedure16).