Common use of Job Award Clause in Contracts

Job Award. Within fourteen (14) calendar days after the closing date of the bids, the bidders will be considered and the job awarded. Bid pay to start at the time of the bid award, providing employee is available to assume position on that date and shall continue until bid position is cancelled. All bids will first be reviewed for validity of qualifications by a committee composed of two (2) representatives from the bargaining unit selected by the appropriate bargaining unit shop xxxxxxx and two (2) from the Employer. The Bid Committee will first evaluate qualifications of bidders who are regular or probationary employees covered by this Agreement. If there are no qualified bidders, then qualifications of bidders who are temporary employees covered by this Agreement will be considered. The Bid Committee must first consider the following factors, without favoritism of any kind: ability to meet the posted qualifications, three (3) years past performance, and bargaining unit seniority. Where the first two factors are equally satisfied, seniority shall prevail. The Bid Committee may request interviews with the bidder(s) and/or managers or a demonstration by the bidders of job knowledge or skills. The use of such additional assessment tools shall be mutually agreed to by the members of the Committee. Where the Bid Committee selects a bidder by majority vote, the Executive Manager or designee will, in the absence of overriding circumstances, accept the Bid Committee’s selection. If the Executive Manager or designee does not accept the recommendation of the Bid Committee, the Executive Manager or designee shall inform the Bid Committee and a new Bid Committee, composed of two (2) different representatives from the bargaining unit selected by the appropriate shop xxxxxxx and two (2) different representatives from the Employer shall be convened. This Bid Committee shall follow the same procedure set forth above. In the event that this second Bid Committee cannot make a selection by majority vote, the Executive Manager or designee shall make a selection from the qualified bidders. If the second bid committee does reach a majority decision their decision will be implemented. In the case of a selection by the Executive Manager, an employee who believes that he/she was passed over without justification may file a grievance and follow the procedure provided in Article 10 of this Agreement. Employees awarded a bid will undergo a sixty (60) day probationary period to be determined by the Bid Committee for that position. The sixty (60) workday limit may be extended by mutual consent of the Union and the Employer. The Company and the Union agree that the Bid Committee will determine if an employee meets qualifications per the RIF/layoff provisions of the contract or meets qualifications while on probation.

Job Award. Within fourteen five (145) calendar days after the closing date of the bids, the bidders bid will be considered and the job awarded. Bid pay to start at the time of the bid award, award providing the employee is available to assume the position on that date and shall continue until bid position is cancelledcanceled. (Positions covered by 3.4.3 are not included). All bids will first be reviewed for validity of qualifications by a committee Bid Committee, composed of two (2) representatives from the bargaining unit selected by the appropriate bargaining unit shop xxxxxxx Shop Xxxxxxx and two (2) from the Employer selected by the Employer. The All qualified bids will then be considered by the Bid Committee will first evaluate qualifications without discrimination of bidders any kind to determine who are regular or probationary employees covered by this Agreement. If there are no is most qualified bidders, then qualifications of bidders who are temporary employees covered by this Agreement will be consideredto perform the work. The Bid Committee must first consider the following factors, without favoritism of any kindfactors equally: ability to meet the posted qualifications, three (3) merit, fitness and 3 years past performance, and bargaining unit seniority. Where the first two factors are equally satisfied, seniority shall prevail. The Bid Committee may require written, oral and demonstrative evaluation of qualifications. These evaluations will be mutually agreed by the Bid Committee and will be based upon the appropriate position description. In addition, the Bid Committee may request interviews with the bidder(s) and/or managers or a demonstration by the bidders of job knowledge or skills. The use of such additional assessment tools shall be mutually agreed to by the members of the Committeemanagers. Where the Bid Committee selects a bidder by majority votebidders are equal in qualifications, seniority shall prevail. Within three (3) working days the Executive Manager or designee will, in the absence of overriding circumstances, accept the recommendations of the Bid Committee’s selection. If the Executive Manager or designee does not accept the recommendation of the Bid Committee, the Executive Manager he or designee she shall inform the Bid Committee and a new Bid Committee, composed of two (2) different representatives from the bargaining unit selected by the appropriate shop xxxxxxx and two (2) different representatives from the Employer shall be convened. This Bid Committee shall follow the same procedure set forth abovereasons in writing. In the event that this second of a tie Bid Committee cannot make a selection by majority vote, the Bid Committee will reconvene with the Executive Manager or his designee shall make as a selection from voting member of the qualified bidderscommittee. If the second bid committee does reach a majority decision their decision will be implemented. In the case of a selection by Neither the Executive ManagerManager nor his designee will have been a member of the original Bid Committee. The Bid Committee will reconvene, re- evaluate the bidders and render a decision. Should an employee who believes believe that he/she was they are passed over without justification the employee may file a grievance and follow the procedure provided procedures in Article 10 of this Agreement. Employees X. Regular employees awarded a bid to a higher classification (except jobs under 3.4.3) will undergo up to a sixty (60) day probationary period. Any employee who successfully bids and fails the probationary period shall return to be determined a position assigned by the Bid Committee for Employer within the classifications listed in Article 3 Section 3.5.2 in which the employee occupied prior to the failed bid. A bid form will be available so that position. The sixty (60) workday limit when a person bids a job, the employee may be extended by mutual consent clearly indicate the employee’s qualifications in terms of the Union and the Employer. The Company and the Union agree that the Bid Committee will determine if an employee meets qualifications per the RIF/layoff provisions of the contract or meets qualifications while on probationrequired.

Job Award. Within fourteen five (145) calendar days after the closing date of the bids, the bidders bid will be considered and the job awarded. Bid pay to start at the time of the bid award, award providing the employee is available to assume the position on that date and shall continue until bid position is cancelledcanceled. (Positions covered by 3.4.3 are not included). All bids will first be reviewed for validity of qualifications by a committee Bid Committee, composed of two (2) representatives from the bargaining unit selected by the appropriate bargaining unit shop xxxxxxx Shop Xxxxxxx and two (2) from the Employer selected by the Employer. The All qualified bids will then be considered by the Bid Committee will first evaluate qualifications without discrimination of bidders any kind to determine who are regular or probationary employees covered by this Agreement. If there are no is most qualified bidders, then qualifications of bidders who are temporary employees covered by this Agreement will be consideredto perform the work. The Bid Committee must first consider the following factors, without favoritism of any kindfactors equally: ability to meet the posted qualifications, three (3) merit, fitness and 3 years past performance, and bargaining unit seniority. Where the first two factors are equally satisfied, seniority shall prevail. The Bid Committee may require written, oral and demonstrative evaluation of qualifications. These evaluations will be mutually agreed by the Bid Committee and will be based upon the appropriate position description. In addition, the Bid Committee may request interviews with the bidder(s) and/or managers or a demonstration by the bidders of job knowledge or skills. The use of such additional assessment tools shall be mutually agreed to by the members of the Committeemanagers. Where the Bid Committee selects a bidder by majority votebidders are equal in qualifications, seniority shall prevail. Within three (3) working days the Executive Manager or designee will, in the absence of overriding circumstances, accept the recommendations of the Bid Committee’s selection. If the Executive Manager or designee does not accept the recommendation of the Bid Committee, the Executive Manager he or designee she shall inform the Bid Committee and a new Bid Committee, composed of two (2) different representatives from the bargaining unit selected by the appropriate shop xxxxxxx and two (2) different representatives from the Employer shall be convened. This Bid Committee shall follow the same procedure set forth abovereasons in writing. In the event that this second of a tie Bid Committee cannot make a selection by majority vote, the Bid Committee will reconvene with the Executive Manager or his designee shall make as a selection from voting member of the qualified bidderscommittee. If the second bid committee does reach a majority decision their decision will be implemented. In the case of a selection by Neither the Executive ManagerManager nor his designee will have been a member of the original Bid Committee. The Bid Committee will reconvene, re-evaluate the bidders and render a decision. Should an employee who believes believe that he/she was they are passed over without justification the employee may file a grievance and follow the procedure provided procedures in Article 10 of this Agreement. Employees X. Regular employees awarded a bid to a higher classification (except jobs under 3.4.3) will undergo up to a sixty (60) day probationary period. Any employee who successfully bids and fails the probationary period shall return to be determined a position assigned by the Bid Committee for Employer within the classifications listed in Article 3 Section 3.5.2 in which the employee occupied prior to the failed bid. A bid form will be available so that position. The sixty (60) workday limit when a person bids a job, the employee may be extended by mutual consent clearly indicate the employee’s qualifications in terms of the Union and the Employer. The Company and the Union agree that the Bid Committee will determine if an employee meets qualifications per the RIF/layoff provisions of the contract or meets qualifications while on probationrequired.