Job Openings. The District shall be considered to be engaged in the procedure to fill the position on the posting date of the position(s). Posting shall occur within fifteen (15) working days after Executive Vice Chancellor of Human Resources approval. If the District is unable to post the position within fifteen (15) days or fill the position within the ninety (90) day period, the District will meet and confer with CSEA. Substitute employees may not work more than ninety (90) calendar days in a substitute assignment while the District is engaged in a procedure to fill the vacant permanent position. Should a position be vacated through retirement, resignation or any other reason the District agrees that the position will not be filled by any person(s) for more than one hundred and twenty (120) calendar days excluding temporary upgrades of bargaining unit members. 17.5.1 Unit employees shall be given consideration for reassignment to a higher classification when their training and ability demonstrate that they are qualified for such reassignment. The District will prepare vacancy lists as new openings are announced. Each vacancy shall be assigned a reference number. This reference number shall be used on the Board docket as a method of identifying the position being filled. Vacancy lists will be distributed via e-mail to unit employees, CSEA, posted on designated bulletin boards and the district website. Individual job announcements will be prepared separately and made available to interested employees upon request. 17.5.1.1 Where a pool of qualified applicants for a position existed from a recruitment conducted within the six (6) months preceding the new opening, that pool may be used for the new opening in the same classification. This does not preclude existing unit employees from applying for openings per Article 17.2.2. All new openings shall be internally advertised. 17.5.2 A permanent unit employee who acquires probationary status as the result of job openings or recruitment shall retain permanent status in his former classification until completion of the probationary period in the new classification. In the event that the probationary period in the new classification is not successful, the employee shall revert to his former classification with all the previous rights and privileges. 17.5.3 Unit employee applicants shall be furnished notification of time and date of scheduled interviews a minimum of five (5) days prior to such interviews. 17.5.4 Job openings - Unit employees hired into permanent positions must meet minimum qualifications. 17.5.5 Short-term or substitute employees must meet the minimum qualifications for the classification under which they are employed.
Appears in 5 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Job Openings. 22.1 For the purpose of these provisions, a "vacancy" is defined as a job opening created by an increase in the number of regular jobs available in a particular job description/position, a newly-created job or an opening occurring in an existing job as a result of promotion, transfer, resignation, discharge or other termination of employment.
22.2 Whenever a vacancy occurs, notice of such vacancy shall be posted for a period of ten (10) consecutive working days, not including the date of posting. During the posting period, any employee within the bargaining units wishing to apply for the vacant position shall do so by making written application to the Human Resources Department. Postings shall contain the minimum requirements for the position as set forth in the job description, the base salary band and whether the position is within either of the Bargaining Units covered by this Agreement (and, if so, which one).
22.3 Applications received within ten (10) days of initial posting shall be reviewed by the Employer. Internal applicants who meet the minimum qualifications contained in the posting will be interviewed. If, in the judgment of the Employer, none of the internal applicants possess the desired attributes, the Employer, may also seek and consider applicants who are not already employees. The District position shall be awarded to the individual who, in the Employer's reasonable judgment, is the best qualified candidate. The Employer shall give preference to existing employees over new hires. In the event none of the internal applicants possess minimum qualifications, the Employer shall inform the internal applicants by written notification as to their non-selection. In the event two (2) or more internal applicants are, in the Employer's judgment, deemed to be relatively equal in qualifications, the position shall be awarded to the applicant with the greatest seniority. In the event the Employer determines that none of the applicants possess the needed skills and ability, the Employer shall have the option of re-posting and re- advertising the vacancy and/or leaving the position vacant. After the selection process has been successfully completed, a notice will be posted identifying the individual selected for the position.
22.4 An internal employee hired or selected under this Article shall be considered to be engaged in the procedure to fill qualified for the position on when the posting date minimum probationary period of the position(s). Posting shall occur within fifteen sixty (15) working days after Executive Vice Chancellor of Human Resources approval. If the District is unable to post the position within fifteen (1560) days or fill the position within the ninety (90) day periodof active, the District will meet and confer with CSEA. Substitute employees may not work more than ninety (90) calendar days in a substitute assignment while the District full time employment is engaged in a procedure to fill the vacant permanent position. Should a position be vacated through retirement, resignation or any other reason the District agrees that the position will not be filled by any person(s) for more than one hundred and twenty (120) calendar days excluding temporary upgrades of bargaining unit memberscompleted.
17.5.1 Unit employees shall be given consideration for reassignment to a higher classification when their training and ability demonstrate that they are qualified for such reassignment. The District will prepare vacancy lists as new openings are announced. Each vacancy shall be assigned a reference number. This reference number shall be used on the Board docket as a method of identifying the position being filled. Vacancy lists will be distributed via e-mail to unit employees, CSEA, posted on designated bulletin boards and the district website. Individual job announcements will be prepared separately and made available to interested employees upon request.
17.5.1.1 Where a pool of qualified applicants for a position existed from a recruitment conducted within the six (6) months preceding the new opening, that pool may be used for the new opening in the same classification. This does not preclude existing unit employees from applying for openings per Article 17.2.2. All new openings shall be internally advertised.
17.5.2 A permanent unit employee who acquires probationary status as the result of job openings or recruitment shall retain permanent status in his former classification until completion of the probationary period in the new classification. In the event that the probationary period in the new classification is not successful, the employee shall revert to his former classification with all the previous rights and privileges.
17.5.3 Unit employee applicants shall be furnished notification of time and date of scheduled interviews a minimum of five (5) days prior to such interviews.
17.5.4 Job openings - Unit employees hired into permanent positions must meet minimum qualifications.
17.5.5 Short-term or substitute employees must meet the minimum qualifications for the classification under which they are employed.
Appears in 3 contracts
Samples: Labor Agreement, Labor Agreement, Labor Agreement
Job Openings. The District A. All Member vacancies will be emailed to all Members and posted on the Perrysburg web page at the beginning of the posting period. Time between posting and consideration for the position shall be considered to be engaged in the procedure to fill the position on the posting date of the position(s). Posting shall occur within fifteen (15) working days after Executive Vice Chancellor of Human Resources approval. If the District is unable to post the position within fifteen (15) days or fill the position within the ninety (90) day period, the District will meet and confer with CSEA. Substitute employees may not work more than ninety (90) calendar days in a substitute assignment while the District is engaged in a procedure to fill the vacant permanent position. Should a position be vacated through retirement, resignation or any other reason the District agrees that the position will not be filled by any person(s) for more than one hundred and twenty (120) calendar days excluding temporary upgrades of bargaining unit members.
17.5.1 Unit employees shall be given consideration for reassignment to a higher classification when their training and ability demonstrate that they are qualified for such reassignment. The District will prepare vacancy lists as new openings are announced. Each vacancy shall be assigned a reference number. This reference number shall be used on the Board docket as a method of identifying the position being filled. Vacancy lists will be distributed via e-mail to unit employees, CSEA, posted on designated bulletin boards and the district website. Individual job announcements will be prepared separately and made available to interested employees upon request.
17.5.1.1 Where a pool of qualified applicants for a position existed from a recruitment conducted within the six (6) months preceding the new opening, that pool may be used for the new opening in the same classification. This does not preclude existing unit employees from applying for openings per Article 17.2.2. All new openings shall be internally advertised.
17.5.2 A permanent unit employee who acquires probationary status as the result of job openings or recruitment shall retain permanent status in his former classification until completion of the probationary period in the new classification. In the event that the probationary period in the new classification is not successful, the employee shall revert to his former classification with all the previous rights and privileges.
17.5.3 Unit employee applicants shall be furnished notification of time and date of scheduled interviews a minimum of at least five (5) working days or, between the last contract day of one school year and the first contract year day of the next school year, seven (7) calendar days.
B. If there is a vacancy in a specific building, the principal will notify the staff via the building conference email. Interested staff members will have three (3) days notification to provide written interest of a reassignment to that building principal. An electronic notification shall be sent to that Member from Human Resources as acknowledgement of receipt.
C. Any Member interested in moving to a new position in a different building must initiate the transfer request in writing through the internal application process to the Director of Human Resources and the building principal. An electronic notification shall be sent to that Member as acknowledgement of receipt
D. Requests for reassignments or transfers will be considered before any vacancy is filled by a new employee. The Board agrees to give due consideration to the professional background and attainments of all applicants for job openings. All current Members applying for a posted position shall be afforded an opportunity for an interview.
E. The Board agrees to meet upon the request of the PEA President in March of each year with the PEA Leadership to review staffing needs for the following school year.
F. The procedure outlined above will not restrict the Board from going outside the system in an effort to find the best-qualified candidate available.
G. No vacancy will be filled except in compliance with the above procedure.
H. Notice of transfer from one building to another or reassignment within the same building will be given to Members whenever possible prior to such interviewsJune 1 preceding the school year in which the transfer is to take place.
17.5.4 Job openings - Unit employees hired into permanent positions must meet minimum qualificationsI. In case of an involuntary reassignment, the following procedure will apply:
1. Should a Member be subject to involuntary reassignment, a conference will be held with the Member and the reassigning administrator; a PEA representative may attend. The reason for the reassignment will be explained to the Member.
17.5.5 Short-term 2. An involuntary transfer may not be for arbitrary, capricious, or substitute employees must meet the minimum qualifications unreasonable reasons or in retaliation for the classification under which they are employedMember’s exercise of protected rights.
3. Procedures for transfer (Section J of this Article) shall apply to involuntary transfers.
J. A Member who applies for but does not receive a new position (different grade level or building) will be offered a chance to meet with the Superintendent to receive the reasons for the denial of the Member’s request for a new assignment. A PEA representative may attend, as may another administrator at the invitation of the Superintendent. Such denial may not be for arbitrary, capricious, or unreasonable reasons or in retaliation for the Member’s exercise of protected rights.
Appears in 3 contracts
Samples: Master Agreement, Master Agreement, Master Agreement
Job Openings. The District shall When a designated status job opening occurs within the bargaining unit, which the Hospital decides to fill, designated status nurses on the Nursing Unit where the opening has occurred and who apply in writing to the designated Director/Manager within the seven (7) calendar day preliminary posting period for that Nursing Unit, will be considered prior to be engaged in the procedure to fill the position on the other applicants. The preliminary posting date will include pertinent known aspects of the position(s)position, including but not limited to the range of FTE status possibilities, shift, unit, minimum qualifications and total FTE availability. Posting shall occur within fifteen (15) working days after Executive Vice Chancellor Preliminary posting of Human Resources approval. If the District is unable to post the position within fifteen (15) days or fill the position within the ninety (90) day periodsuch full-time, the District will meet part-time and confer with CSEA. Substitute employees may not work more than ninety (90) calendar days in a substitute assignment while the District is engaged in a procedure to fill the vacant permanent position. Should a position be vacated through retirement, resignation or any other reason the District agrees that the position will not be filled by any person(s) for more than one hundred and twenty (120) calendar days excluding temporary upgrades of bargaining unit members.
17.5.1 Unit employees shall be given consideration for reassignment to a higher classification when their training and ability demonstrate that they are qualified for such reassignment. The District will prepare vacancy lists as new openings are announced. Each vacancy shall be assigned a reference number. This reference number shall be used on the Board docket as a method of identifying the position being filled. Vacancy lists will be distributed via e-mail to unit employees, CSEA, posted on designated bulletin boards and the district website. Individual job announcements will be prepared separately and made available to interested employees upon request.
17.5.1.1 Where a pool of qualified applicants for a position existed from a recruitment conducted within the six (6) months preceding the new opening, that pool may be used for the new opening in the same classification. This does not preclude existing unit employees from applying for openings per Article 17.2.2. All new openings shall be internally advertised.
17.5.2 A permanent unit employee who acquires probationary status as on the result Nursing Unit where the opening exists for a minimum of job openings or recruitment shall retain permanent status in his former classification until completion of the probationary period in the new classificationseven (7) calendar days. In the event that the probationary Hospital concludes that no qualified nurses have timely applied during the preliminary posting period in the new classification is not successfulNursing Unit, the employee shall revert to his former classification with all Hospital may post the previous rights and privileges.
17.5.3 Unit employee applicants opening on the Hospital's Human Resources website. Such Human Resources website postings shall be furnished notification of time and date of scheduled interviews for a minimum of five seven (57) calendar days prior to and the posting shall be updated at least every seven (7) calendar days. Nursing Unit preliminary postings and Human Resources website postings may be concurrent if it is unlikely that a designated status nurse from that Nursing Unit will apply. Seniority shall be the determining factor in filling such interviews.
17.5.4 Job openings - Unit employees hired into permanent positions must meet minimum qualifications.
17.5.5 Short-term or substitute employees must meet an opening, provided skill, competence and ability are not overriding factors based on the minimum qualifications Hospital opinion of the mandatory established criteria of Hospital and unit based standards and the Employer determines that its staffing patterns and requirements are met. Also, the candidate's previous work experience will be considered. After a decision is made, all applicants who made a timely application will receive a response, and upon request, a written statement of the reason for the classification under which they are employeddecision within ten (10) working days of the request. If the Hospital is unable to transfer a nurse to a vacant position due to patient care considerations, the position may be filled on a temporary basis and the nurse will be notified in writing as to when the transfer will be expected to occur. The Hospital will make the transfer within sixty (60) calendar days.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Job Openings. The District shall be considered to be engaged 22.1 For the purpose of these provisions, a "vacancy" is defined as a job opening created by an increase in the procedure to fill the position on the posting date number of the position(s). Posting shall occur within fifteen (15) working days after Executive Vice Chancellor of Human Resources approval. If the District is unable to post the position within fifteen (15) days or fill the position within the ninety (90) day period, the District will meet and confer with CSEA. Substitute employees may not work more than ninety (90) calendar days regular jobs available in a substitute assignment while the District is engaged particular job description/position, a newly-created job or an opening occurring in an existing job as a procedure to fill the vacant permanent position. Should a position be vacated through retirementresult of promotion, resignation transfer, resignation, discharge or any other reason the District agrees that the position will not be filled by any person(s) for more than one hundred and twenty (120) calendar days excluding temporary upgrades termination of bargaining unit membersemployment.
17.5.1 Unit employees shall be given consideration for reassignment to 22.2 Whenever a higher classification when their training and ability demonstrate that they are qualified for vacancy occurs, notice of such reassignment. The District will prepare vacancy lists as new openings are announced. Each vacancy shall be assigned posted for a reference numberperiod of ten (10) consecutive working days, not including the date of posting. This reference number During the posting period, any employee within the bargaining units wishing to apply for the vacant position shall do so by making written application to the Human Resources Department. Postings shall contain the minimum requirements for the position as set forth in the job description, the base salary band and whether the position is within either of the Bargaining Units covered by this Agreement (and, if so, which one).
22.3 Applications received within ten (10) days of initial posting shall be used on reviewed by the Board docket as a method of identifying Employer. Internal applicants who meet the position being filled. Vacancy lists minimum qualifications contained in the posting will be distributed via e-mail to unit employeesinterviewed. If, CSEA, posted on designated bulletin boards and the district website. Individual job announcements will be prepared separately and made available to interested employees upon request.
17.5.1.1 Where a pool of qualified applicants for a position existed from a recruitment conducted within the six (6) months preceding the new opening, that pool may be used for the new opening in the same classificationjudgment of the Employer, none of the internal applicants possess the desired attributes, the Employer, may also seek and consider applicants who are not already employees. This does not preclude existing unit employees from applying for openings per Article 17.2.2. All new openings The position shall be internally advertised.
17.5.2 A permanent unit employee who acquires probationary status as awarded to the result of job openings or recruitment shall retain permanent status in his former classification until completion of the probationary period individual who, in the Employer's reasonable judgment, is the best qualified candidate. The Employer shall give preference to existing employees over new classificationhires. In the event that none of the probationary period internal applicants possess minimum qualifications, the Employer shall inform the internal applicants by written notification as to their non-selection. In the event two (2) or more internal applicants are, in the new classification is not successfulEmployer's judgment, deemed to be relatively equal in qualifications, the employee shall revert to his former classification with all the previous rights and privileges.
17.5.3 Unit employee applicants position shall be furnished notification awarded to the applicant with the greatest seniority. In the event the Employer determines that none of time the applicants possess the needed skills and date ability, the Employer shall have the option of scheduled interviews re-posting and re-advertising the vacancy and/or leaving the position vacant. After the selection process has been successfully completed, a minimum of five (5) days prior to such interviews.
17.5.4 Job openings - Unit employees hired into permanent positions must meet minimum qualifications.
17.5.5 Short-term or substitute employees must meet notice will be posted identifying the minimum qualifications individual selected for the classification under which they are employedposition.
Appears in 2 contracts
Samples: Labor Agreement, Labor Agreement
Job Openings. The District shall be considered to be engaged in the procedure to fill the position on the posting date of the position(s). Posting shall occur within fifteen (15) working days after Executive Vice Chancellor of Human Resources approval. If the District is unable to post the position within fifteen (15) days or fill the position within the ninety (90) day period, the District will meet and confer with CSEA. Substitute employees may not work more than ninety (90) calendar days in a substitute assignment while the District is engaged in a procedure to fill the vacant permanent position. Should a position be vacated through retirement, resignation or any other reason the District agrees that the position will not be filled by any person(s) for more than one hundred and twenty (120) calendar days excluding temporary upgrades of bargaining unit members.
17.5.1 Unit employees shall be given consideration for reassignment to a higher classification when their training and ability demonstrate that they are qualified for such reassignment. The District will prepare vacancy lists as new openings are announced. Each vacancy shall be assigned a reference number. This reference number shall be used on the Board docket as a method of identifying the position being filled. Vacancy lists will be distributed via e-mail to unit employees, CSEA, posted on designated bulletin boards and the district website. Individual A. All job announcements will be prepared separately and made available to interested employees upon request.
17.5.1.1 Where a pool of qualified applicants for a position existed from a recruitment conducted within the six (6) months preceding the new opening, that pool may be used for the new opening in the same classification. This does not preclude existing unit employees from applying for openings per Article 17.2.2. All new openings shall be internally advertised.
17.5.2 A permanent posted for seven (7) workdays on the district website and all employees in the bargaining unit employee who acquires probationary status as the result shall be notified by email and posted notice at their place of work, or when work is not in session, job openings or recruitment shall retain permanent status be mailed to employees who request so in his former classification until completion writing annually by May 1 to the treasurer’s office. Notice will be given to all employees by April 1 of each year. The notice shall include the following: job classification, initial placement, number of hours to be worked, and approximate start and ending times. The job descriptions shall be posted in each building with the job postings. All interested candidates shall be interviewed and shall be notified of the probationary period in the new classification. In the event that the probationary period in the new classification is not successful, the employee shall revert to his former classification with all the previous rights and privileges.
17.5.3 Unit employee applicants shall be furnished notification of time and date of scheduled interviews a minimum of successful candidate within five (5) days prior after the final interview. A job opening is a vacancy that the Board has decided to such interviewsfill, that occurs because of a staff member vacating a current position or when a new job is created by the Board. The job notice shall specify the title of the position, required certifications and/or licensing, placement, hours, posting date, expiration date. Salary and benefits shall be according to the Negotiated Agreement.
17.5.4 Job openings - Unit employees hired into permanent positions must meet minimum B. If a job is filled, all candidates will be considered on the basis of their qualifications. When qualifications are equal between two (2) candidates, the most senior, qualified candidate will receive the job. The Board reserves the sole and exclusive right to design job descriptions, establish qualifications and to fill or not to fill any vacancy. The Board will notify the OAPSE President when a position is to remain unfilled or be abolished. The Board shall not determine qualifications for any position in an arbitrary or capricious manner. For this provision, qualifications shall include job related skills, work record, licensure if applicable, and seniority. Time spent in a position as a substitute shall not be used as a means to train substitutes for the vacancy.
17.5.5 Short-term or substitute employees must meet C. The Board further agrees to pay the minimum qualifications higher rate to an employee who serves on a temporary basis in a position which has a higher pay rate after nine (9) consecutive days. If the time served in the higher rated position on a temporary basis is less than nine (9) consecutive days, the employee shall be paid at his/her lower rate.
D. A promotion is a change of job to a position where the wage rate schedule’s beginning step hourly rate of the new position is higher than the wage rate schedule’s beginning step hourly rate of employee’s current position.
E. Any employee promoted within a classification series retains the same step of the salary schedule of the new classification.
F. Any employee who transfers to a different classification series to a higher paying position shall begin at experience step zero (0), except that if the bargaining unit member employee has experience directly related to the new position, the Superintendent may recognize up to five (5) years of experience for step placement. If the classification under which they are employedemployee’s hourly rate in their former position is greater than step zero (0) of the new position, the employee shall be frozen at the rate in their former position until such time as their years of service in the new position dictate an increase on the new wage scale.
Appears in 2 contracts
Samples: Master Agreement, Master Agreement
Job Openings. The District Section 1 When a regular vacancy occurs in a bargaining unit position which the Employer has decided to fill, the Employer shall be considered to be engaged post the job opening on its Hospital Intranet site (NIC) and in the procedure to fill usual Hospital locations for at least ten (10) calendar days. However, the position on the posting date of the position(s). Posting shall occur within fifteen (15) working days after Executive Vice Chancellor of Human Resources approval. If the District is unable to Hospital can post the position within fifteen job opening for a period of less than ten (15) days or fill the position within the ninety (90) day period, the District will meet and confer with CSEA. Substitute employees may not work more than ninety (9010) calendar days in if a substitute assignment while shorter period is mutually agreed to by the District is engaged in a procedure to fill Employer and the vacant permanent position. Should a position be vacated through retirementAssociation, resignation or any other reason the District agrees that the position will not be filled by any person(s) for more than one hundred and twenty as few as seven (1207) calendar days excluding temporary upgrades of bargaining if the job opening posted is similar to another job opening that is posted with respect to the unit members.
17.5.1 Unit employees shall be given consideration for reassignment to a higher classification when their training and ability demonstrate that they are qualified and/or shifts. Any employee who is interested in applying for such reassignment. The District will prepare vacancy lists as new openings are announced. Each vacancy shall be assigned a reference number. This reference number shall be used on the Board docket as a method of identifying the position being filled. Vacancy lists will be distributed via e-mail to unit employeesposition, CSEA, posted on designated bulletin boards and the district website. Individual job announcements will be prepared separately and made available to interested employees upon request.
17.5.1.1 Where a pool of qualified applicants for a position existed from a recruitment conducted within the who has at least six (6) months preceding months’ service in his/her current position, may do so in accordance with the Employer’s procedures. Applications received after seven (7) days will be considered as long as no offer has been extended. After seven (7) calendar days, the Employer may offer positions to candidates outside of the Employer. The Employer may decline to fill a position after it has been posted and applications have been received.
Section 2 The Employer shall have the responsibility for preparing job postings and for determining the requirements for positions. In filling a regular vacancy with the most qualified candidate, the Employer may consider the following factors in determining whether a candidate is qualified: education, license, skill and ability, experience, performance, knowledge of the posted job, references, employment history, and any other relevant criteria. Qualified internal candidates shall be given preference over other candidates if the internal candidate meets the requirements of the posting. If two (2) or more candidates for a position meet the
Section 3 Once a position is awarded and accepted, all unsuccessful candidates will be notified within five (5) calendar days, if possible, that they are not the successful candidates. Successful candidates will be moved into their new position within six (6) weeks of approval.
Section 4 An employee who fills a vacancy in a different position as a result of a job posting shall be considered on a trial period for up to six (6) weeks. If, during the employee’s trial period, the Employer determines that the candidate is unsuccessful or the candidate decides that the new openingposition is unsuitable, that pool then the candidate shall be returned to his/her prior position and shift, if available, or if not available, to any other comparable position for which the candidate is qualified, if available. A candidate will be considered qualified for a comparable position if the employee possesses the knowledge, skills and ability to perform safely and satisfactorily the functions of the position upon return, with minimal orientation. A comparable position is defined as one which is within the employee’s scope of expertise and training and which is scheduled for approximately the same number of hours as the employee’s previous position. Should no comparable position be available and the candidate’s prior position be unavailable, the candidate may be used apply for any vacant position for which s/he is qualified.
Section 5 If an RN decreases his/her hours by eight (8) hours or less and the new opening Employer decides to fill those hours, it may, notwithstanding Sections 1, 2 and 3 above, initially post the hours in the same classificationaffected department for two (2) weeks, and those hours will be awarded to the most senior qualified RN. This does not preclude existing unit employees from applying If no such candidate bids for openings per these hours, then Sections 1, 2 and 4 of this Article 17.2.2. All new openings shall be internally advertisedfollowed.
17.5.2 A permanent unit employee who acquires probationary status as Section 6 In the result of job openings event that a Team Leader voluntarily steps down from her/his position, and no vacancy is available or recruitment shall retain permanent status in his former classification until completion of the probationary period created in the new classificationunit, the Team Leader shall have the option of filling any vacant position in the hospital for which s/he is qualified. If the Hospital intends to fill the position, it commits to actively solicit candidates to replace the nurse stepping down from the position. In the event that the probationary period Team Leader is involuntarily removed from her/his position by the Hospital, and no vacancies for which the nurse is qualified exist in the new classification is not successfulunit or the hospital, or are created in the unit, the employee shall revert Team Leader who has been asked to his former classification with all the previous step down may exercise bumping rights and privilegespursuant to Article XVIII.
17.5.3 Unit employee applicants shall be furnished notification of time and date of scheduled interviews a minimum of five (5) days prior to such interviews.
17.5.4 Job openings - Unit employees hired into permanent positions must meet minimum qualifications.
17.5.5 Short-term or substitute employees must meet the minimum qualifications for the classification under which they are employed.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Job Openings. The District Job openings are defined as, but not limited to, the following:
1. Permanent vacancies.
2. Additions to existing jobs.
3. Newjobs declared by the Employer. All such job openings shall be considered posted separately according to be engaged wage rates on appropriate bulletin boards in the procedure locations where employees eligible to fill the position on the bid are working. A copy of such bid posting date of the position(s). Posting shall occur within fifteen (15) working days after Executive Vice Chancellor of Human Resources approval. If the District is unable to post the position within fifteen (15) days or fill the position within the ninety (90) day period, the District will meet and confer with CSEA. Substitute employees may not work more than ninety (90) calendar days in a substitute assignment while the District is engaged in a procedure to fill the vacant permanent position. Should a position be vacated through retirement, resignation or any other reason the District agrees that the position will not be filled by any person(s) for more than one hundred and twenty (120) calendar days excluding temporary upgrades of bargaining unit members.
17.5.1 Unit employees sheet shall be given consideration to the Union Stewards at the time of posting and the Employer will make a reasonable effort to notify employees on vacation. Bid postings shall indicate the openings, department, building, classification, shift, wage rate and range and other information the Employer may have to assist the employees in the bid process. Certain rated positions, as designated below, shall require an employee to satisfactorily complete a basic test in order to successfully bid for reassignment that rated position. An employee who has already satisfactorily completed that test will not required to retest in response to other postings for other designated positions. Employees currently in a higher classification when their training and ability demonstrate rated position which requires the successful passing of that test wtll not be required to retest should they are qualified for such reassignmentbid on another rated job so designated. The District will prepare vacancy lists as new openings are announcedpositions designated requiring a test to successfully bid including the following: Form, Fill, & Seal Operator; Label Machine Operator; Xxxxxxx & Pouch Fill Operator; Filler Operator; Line Leader; Carton Machine Operator; Slitter/Xxxxx/Atlas Vac Operator; Pump Placer. Each vacancy All bid sheets shall be assigned a reference number. This reference number shall be used on the Board docket as a method of identifying the position being filled. Vacancy lists will be distributed via e-mail to unit employees, CSEA, remain posted on designated bulletin boards and the district website. Individual job announcements will be prepared separately and made available to interested employees upon request.
17.5.1.1 Where a pool of qualified applicants for a position existed from a recruitment conducted within the period of six (6) months preceding working days. Employees may use their departmental (West Packaging or West Laboratories) seniority to bid for any opening whether above, on a level with, or below their current wage rate by placing their name on the new opening, that pool may be used for bid sheet. The Employer agrees to provide copies of the new opening in bid sheet containing the same classificationnames of the bidders to the Stewards when removing them from posting at the conclusion of the bid period. This does not preclude existing unit employees from applying for openings per Article 17.2.2. All new openings Each such posting shall be internally advertised.
17.5.2 A valid for a period of sixty (60) calendar days from the removal date. The same or additional openings offered must be rebid if not filled within said period. The Employer shall have the right to fill such vacancies on a temporary basis for a period not exceeding three (3) weeks. The Employer agrees to fill the openings on a permanent unit employee who acquires probationary status as basis based upon departmental (West Packaging or West Laboratories) seniority and the result of job openings ability to do the required work. Where ability is relatively equal between applicants, departmental (West Packaging or recruitment West Laboratories) seniority shall retain permanent status in his former classification until completion of the probationary period in the new classificationgovern. In the event that there are no bidders within the probationary period appropriate Department, the Employer will make the same posting in the new classification is not successfulother Department (West Packaging or West Laboratories). Then, if there are no bidders, the employee Employer shall revert have the right to his former classification fill such openings with all the previous rights and privilegesa new employee.
17.5.3 Unit employee applicants shall be furnished notification of time and date of scheduled interviews a minimum of five (5) days prior to such interviews.
17.5.4 Job openings - Unit employees hired into permanent positions must meet minimum qualifications.
17.5.5 Short-term or substitute employees must meet the minimum qualifications for the classification under which they are employed.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Job Openings. 16.1 Postings of all open jobs will identify the job classification, hours of work, wage rate, shift, days off, shift differential (if applicable), and the work group. For informational purposes only, the initial crew assignment shall also be identified. Probationary employees are not eligible to bid for job openings.
16.2 When there is an opening within a job classification on a different shift (meaning the first, second or third shift with particular days off ) or in a different work group, job classification seniority shall govern among qualified employees who bid for the job. If job classification is equal among qualified employees who bid for the job, then group seniority followed by bargaining unit seniority then University seniority shall govern. This paragraph does not apply to assignments with particular hours within the first, second, or third shift or the choice of work assignments within a given shift or work group, since such assignments are determined by management. This paragraph does not apply to Working Forepersons.
16.3 When an opportunity for a promotion to a job with the same or higher wage rate occurs, excluding Working Foreperson openings, bargaining unit seniority shall govern among employees who apply and are equally able and qualified to perform the open job. The District first ninety (90) days of an assignment to a new job classification shall be considered to be engaged probationary. An employee who is not performing satisfactorily during this probationary period shall be returned to his/her former job classification. Probationary employees are not eligible to bid on open jobs.
16.4 Job assignments, including the determination of appropriate crews, within each of the work groups described in Article 1 will be made by management. These job assignments and changes in them, including changes in the procedure crews, will not be subject to fill the position on grievance procedure. Employees may, however, request in writing a change in job assignment within a work group and such request will not arbitrarily be denied. Management’s denial of a request for a change in job assignment will not be subject to the posting date grievance procedure. Employees may, however, appeal a denial of the position(s). Posting shall occur within fifteen (15) working days after Executive Vice Chancellor a request for a change in job assignment, or a change in his/her crew assignment, to a committee consisting of Human Resources approvala Union representative and a management representative. If the District two-person committee is unable to post agree, they will select a third member of the position within fifteen (15) days or fill the position committee.
16.5 Job openings described in paragraphs 16.1, 16.2, and 16.3 will not be awarded to someone not covered by this Agreement unless there is no qualified applicant from within the bargaining unit. Management will notify the Union prior to awarding such a job opening to someone not covered by the Agreement.
16.6 Temporary filling of jobs (including appointment of an Acting Working Foreperson) for a period not to exceed ninety (90) consecutive days shall not be subject to the defined bidding procedure.
16.7 Subject to paragraph 16.5, a Working Foreperson opening shall be awarded to the most qualified applicant as determined by management.
16.8 During the first six months of service, a Working Foreperson will be returned to his/ her former job classification if s/he is not performing satisfactorily. Management’s determination that a Working Foreperson is not performing satisfactorily will not be subject to the grievance procedure. After six months of service, management’s determination that a Working Foreperson is not performing satisfactorily will be subject to the grievance procedure. However, if the determination is based upon a complaint or complaints from a University department or faculty, management’s determination shall govern unless it can be shown that the complaint or complaints were arbitrary or capricious. A Working Xxxxxxxxxx whose position is eliminated will be returned to his/her previous job classification. A Working Foreperson whose position is eliminated will have recall rights back to that position for one year.
16.9 The elimination of a Working Foreperson position is not a layoff within the meaning of Article 15 or the side letter dated May 24, 1990, as amended.
16.10 If an opening in a job classification on a particular shift or work group is posted but there is no bid by an employee in the job classification who is able and qualified to perform the open job, management may assign to that opening the most junior employee in the job classification who is able to perform the job. Such employee shall receive seven (7) calendar days notice of the assignment.
16.11 A job opening that is not filled within ninety (90) days from the first day periodit is posted shall be rebid prior to being filled unless the Union and the University agree otherwise.
16.12 Information about all job openings in the bargaining unit will be posted on the appropriate bulletin boards for at least seven (7) calendar days before action is taken. Upon request, a list of applicants will be available for study by the District Union prior to the University awarding the job.
16.13 Job classification seniority shall govern among electricians who bid on a High-Tension opening and who are equally able and qualified to perform the open job. Electricians will meet only be eligible to bid on a High-Tension opening if they have been pre-qualified based upon standards previously established by the Union and confer with CSEAthe University. Substitute employees may The denial of a bid for a High-Tension opening will not work be subject to the grievance procedure. The electrician may, however, appeal such a denial to a committee consisting of a Union representative and a University representative. If the two- person committee is unable to agree, they will select a third member of the committee.
16.14 An employee reassigned to a different crew within the same Work Group for a period of more than ninety (90) calendar consecutive days in a substitute assignment while the District is engaged in a procedure to fill the vacant permanent position. Should a position will be vacated through retirement, resignation or any other reason the District agrees that the position will not be filled by any person(s) for more than one hundred and twenty given seven (1207) calendar days excluding temporary upgrades of bargaining unit members.
17.5.1 Unit employees shall be given consideration for reassignment to a higher classification when their training and ability demonstrate that they are qualified for such reassignment. The District will prepare vacancy lists as new openings are announced. Each vacancy shall be assigned a reference number. This reference number shall be used on the Board docket as a method of identifying the position being filled. Vacancy lists will be distributed via e-mail to unit employees, CSEA, posted on designated bulletin boards and the district website. Individual job announcements will be prepared separately and made available to interested employees upon request.
17.5.1.1 Where a pool of qualified applicants for a position existed from a recruitment conducted within the six (6) months preceding the new opening, that pool may be used for the new opening in the same classification. This does not preclude existing unit employees from applying for openings per Article 17.2.2. All new openings shall be internally advertised.
17.5.2 A permanent unit employee who acquires probationary status as the result of job openings or recruitment shall retain permanent status in his former classification until completion notice of the probationary period in the new classification. In the event that the probationary period in the new classification is not successful, the employee shall revert to his former classification with all the previous rights and privilegeschange.
17.5.3 Unit employee applicants shall be furnished notification of time and date of scheduled interviews a minimum of five (5) days prior to such interviews.
17.5.4 Job openings - Unit employees hired into permanent positions must meet minimum qualifications.
17.5.5 Short-term or substitute employees must meet the minimum qualifications for the classification under which they are employed.
Appears in 1 contract
Samples: Labor Agreement
Job Openings. Section 22.1 If the Company opens an additional permanent type terminal, all present employees will be given the first opportunity of this work in accordance with their seniority and qualifications.
Section 22.2 When a job opening occurs on bids for a driver within a terminal, such opening will be posted within the terminal for a seventy-two (72) hour period, Saturdays, Sundays and Holidays excluded. Employees within the terminal will be allowed to bid in accordance with their seniority. The District most senior employee bidding on the vacancy will move to the opening retaining his seniority.
Section 22.3 When a job opening occurs at a terminal, laid off employees at other terminals will be given the right to fill such vacancy in line with their Company seniority. The employee shall be considered given twenty-four (24) hours to render his decision. Any employee who transfers under these conditions from one terminal to another shall be placed at the bottom of the seniority list for work preference and layoff. Notwithstanding the above, it is agreed that the Company shall forward a letter to the Union outlining in detail the conditions of the transfer, which letter shall also be signed by the driver, before any transfer is effected. Employees transferring under Sections 22.1 and 22.3 will be given a sixty (60) day trial period during which time the employee may elect to return to his home terminal and remain on the seniority list. During the first twenty-four (24) months from the date of transfer if work picks up on the employee’s home terminal he will be given the opportunity to return to that terminal before new employees are hired.
Section 22.4 When the Company requires a work force on a temporary basis, such work will be posted for bid and senior employees will be given the first opportunity of such work but no one shall be forced to move. It is understood any employee successfully bidding on such work will retain his seniority at his own terminal. Where the above mentioned work is in an area with an established terminal, it is understood that the temporary work force will operate at the bottom of the seniority list at such terminal. A temporary job is to be engaged in the procedure to fill the position on the posting date of the position(s). Posting shall occur within fifteen thirty (15) working days after Executive Vice Chancellor of Human Resources approval. If the District is unable to post the position within fifteen (15) days or fill the position within the ninety (90) day period, the District will meet and confer with CSEA. Substitute employees may not work more than ninety (9030) calendar days in or less. If no one bids on a substitute assignment while the District is engaged in a procedure to fill the vacant permanent position. Should a position be vacated through retirement, resignation or any other reason the District agrees that the position will not be filled by any person(s) for more than one hundred and twenty (120) calendar days excluding temporary upgrades of bargaining unit members.
17.5.1 Unit employees shall be given consideration for reassignment to a higher classification when their training and ability demonstrate that they are qualified for such reassignment. The District will prepare vacancy lists as new openings are announced. Each vacancy shall be assigned a reference number. This reference number shall be used on the Board docket as a method of identifying the position being filled. Vacancy lists will be distributed via e-mail to unit employees, CSEA, posted on designated bulletin boards and the district website. Individual job announcements will be prepared separately and made available to interested employees upon request.
17.5.1.1 Where a pool of qualified applicants for a position existed from a recruitment conducted within the six (6) months preceding the new opening, that pool may be used for the new opening in the same classification. This does not preclude existing unit employees from applying for openings per Article 17.2.2. All new openings shall be internally advertised.
17.5.2 A permanent unit employee who acquires probationary status as the result of job openings or recruitment shall retain permanent status in his former classification until completion of the probationary period in the new classification. In the event that the probationary period in the new classification is not successfuljob, the employee shall revert job goes to his former classification with all the previous rights General Dispatch and privileges.
17.5.3 Unit employee applicants shall be furnished notification of time and date of scheduled interviews a minimum of after five (5) days prior on the job, a driver will be dispatched to such interviewshis home terminal, unless a trips to its destination takes longer or if the employee agrees to do the trip.
17.5.4 Job Section 22.5 For all temporary out of town jobs, employees at the nearest established terminal shall be given the preference of bid openings - Unit employees hired into permanent positions must meet minimum by seniority and qualifications.
17.5.5 Short-term or substitute employees must meet Section 22.6 For the minimum qualifications purpose of Sections 22.4 and 22.5 only of this Article, the Company agrees to pay a subsistence allowance of fifty dollars ($50.00) per diem. The condition of the job bid will include the number of days required for the classification under which they are employed.purpose of applying the APPENDIX “A” – Page 16 subsistence allowance. The Company will be required to pa such allowance for seven (7) days per week where it does not arrange to get the employee back to his home terminal. Further, the employee will receive a minimum of ten (10) hours pa in each twenty-four
Appears in 1 contract
Samples: Collective Agreement
Job Openings. The District shall be considered to be engaged Whenever there is a job vacancy in the procedure to fill the position on the posting date any of the position(s). Posting shall occur within fifteen (15) working days after Executive Vice Chancellor work units, notice of Human Resources approval. If the District is unable to post the position within fifteen (15) days or fill the position within the ninety (90) day period, the District will meet and confer with CSEA. Substitute employees may not work more than ninety (90) calendar days in a substitute assignment while the District is engaged in a procedure to fill the vacant permanent position. Should a position be vacated through retirement, resignation or any other reason the District agrees that the position will not be filled by any person(s) for more than one hundred and twenty (120) calendar days excluding temporary upgrades of bargaining unit members.
17.5.1 Unit employees shall be given consideration for reassignment to a higher classification when their training and ability demonstrate that they are qualified for such reassignment. The District will prepare vacancy lists as new openings are announced. Each vacancy shall be assigned first posted for seven (7) days on the appropriate bulletin boards in the work unit where the vacancy exists. A change of an employee’s shift and/or work schedule does not constitute a reference numbervacancy within the meaning of this Article. This reference number The notice of vacancy shall indicate the job title, rate of pay, hours of work, days off and work unit (and location for information purposes only). Employees desiring to apply shall submit application within seven (7) days after the posting to the respective contact person(s). Vacant positions shall first be posted within the work unit where the vacancy occurs for seven (7) work days before the posting will be posted in other work units within the bargaining unit, the University Community or the general public. Employees of the work unit where the vacancy occurs will be given first consideration. Management will give due consideration to seniority among equally qualified applicants from within the work unit. Qualified employees currently working within other work units of the bargaining unit will be considered before other external candidates. The decision to hire an employee into a work unit shall be used based on individual skills, experience and work history. An employee from within the Board docket as a method of identifying work unit, or another work unit, who is not selected for employment shall be offered constructive advice regarding the position being filleddecision not to select him/her for the position. Vacancy lists will The final decision shall be distributed via e-mail made solely by management, and shall not be subject to unit employees, CSEA, posted on designated bulletin boards and the district websitegrievance procedure. Individual job announcements will be prepared separately and made available to interested employees upon request.
17.5.1.1 Where a pool of qualified applicants An employee who applies for a position existed from vacancy agrees to accept it if selected and, if awarded the vacancy, further agrees not to apply for another vacancy for a recruitment conducted within the six period of nine (69) months thereafter. The preceding the new opening, that pool may be used for the new opening in the same classification. This does sentence will not preclude existing unit apply to prevent employees from applying for openings per Article 17.2.2vacancies in higher-rated classifications within the nine-month period. All new openings shall be internally advertised.
17.5.2 A permanent unit employee who acquires probationary status as Temporary vacancies not expected to exceed three (3) months are not subject to the result of job openings or recruitment shall retain permanent status in his former classification until completion of the probationary period in the new classificationabove posting procedure. In the event If it is expected that the probationary period in temporary opening will extend three (3) months beyond the new classification is not successfulnormal posting date, the employee shall revert to his former classification with all position will be posted as a temporary position and will be filled by the previous rights and privilegesregular posting procedure.
17.5.3 Unit employee applicants shall be furnished notification of time and date of scheduled interviews a minimum of five (5) days prior to such interviews.
17.5.4 Job openings - Unit employees hired into permanent positions must meet minimum qualifications.
17.5.5 Short-term or substitute employees must meet the minimum qualifications for the classification under which they are employed.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Job Openings. The District shall be considered to be engaged in the procedure to fill the position on the posting date of the position(s). Posting shall occur within fifteen (15) working days after Executive Vice Chancellor of Human Resources approval. If the District is unable to post the position within fifteen (15) days or fill the position within the Within ninety (90) day perioddays of the occurrence of a vacant position, it will be posted, or the District will meet and confer with CSEA. Substitute employees may not work more than ninety (90) calendar days in a substitute assignment while notify the District is engaged in a procedure to fill the vacant permanent position. Should a position be vacated through retirement, resignation or any other reason the District agrees Union that the position will not be filled by any person(s) for more than one hundred and twenty (120) calendar days excluding temporary upgrades of bargaining unit members.
17.5.1 Unit employees is eliminated. Custodial positions shall be given consideration for reassignment to a higher classification when their training and ability demonstrate that they are qualified for such reassignmentsite specific. The District will prepare vacancy lists as new maintains the right to determine the number of positions and the number of hours for each position. The District has the right to post temporary positions. Job openings are announced. Each vacancy shall be assigned a reference number. This reference number shall be used on in the Board docket as a method of identifying the position being filled. Vacancy lists bargaining unit will be distributed via e-mail to unit employees, CSEA, posted on designated bulletin boards and the district website. Individual job announcements will be prepared separately and made available to interested employees upon request.
17.5.1.1 Where a pool of qualified applicants for a position existed from a recruitment conducted at each work site within the six (6) months preceding the new opening, that pool may be used District for the new opening in the same classification. This does not preclude existing unit employees from applying for openings per Article 17.2.2. All new openings shall be internally advertised.
17.5.2 A permanent unit employee who acquires probationary status as the result of job openings or recruitment shall retain permanent status in his former classification until completion of the probationary period in the new classification. In the event that the probationary period in the new classification is not successful, the employee shall revert to his former classification with all the previous rights and privileges.
17.5.3 Unit employee applicants shall be furnished notification of time and date of scheduled interviews a minimum of five (5) days prior working days, unless an emergency exists, before the District advertises the vacancies to outside applicants. Applications for such interviews.
17.5.4 Job openings - Unit employees hired into permanent positions must meet minimum qualifications.
17.5.5 Short-term or substitute employees must shall be made in accordance with the application procedure listed on the job announcement. Bargaining unit candidates who meet the minimum qualifications shall be granted an interview. Bargaining unit employees shall be interviewed prior to the District’s interviewing other candidates, or will be included in the initial group interview if one is held. The District shall hire or promote the best qualified applicant for all job openings. When performance factors and interview evaluations are considered by the District to be substantially equal, and the bargaining unit employee's most recent evaluation was satisfactory, seniority within an appropriate job classification under which they are employedfor employees of the District shall be the determinant factor in filling the position. Upon request, any bargaining unit employee not selected for a job opening will be told the reasons the successful applicant was selected, along with a constructive recommendation for performance improvement to enhance their promotability in the future. The District agrees to involve the Union in its hiring procedures. The optimum committee will be made up of the following:
A. Director of Human Resources or his/her designee who will also be the chairperson.
B. Member(s) of the bargaining unit from the site(s) seeking the new employee or designee.
C. An individual from the bargaining unit selected by the Union.
D. Maintenance and Custodial Manager or designee.
E. Building Principal(s)/designee(s), or site supervisor/designee.
F. Possible ex-officio member designated by principal or supervisor. The committee shall be a recommending committee to the Superintendent. The Superintendent will have the final decision as to who will be recommended to the School Board for employment. Each member of the interview committee will have equal weight in the recommendation process.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Job Openings. A job opening is defined as a new bargaining unit position or existing bargaining unit position that the District intends to fill. No job opening will exist until the District completes all other personnel transactions required in this Agreement or by State Law such as preferential rights of laid off employees.
9.4.1 The District shall be considered first make job openings available as lateral transfer opportunities to be engaged all members in the procedure same classification who have within a year prior to fill the position on opening, filed a request to transfer with the posting date of personnel office. Members who meet the position(s)qualifications shall be interviewed and those not selected are entitled to reasons. Posting The District retains the discretion to select a transfer applicant or not, but agrees that the member with the most District-wide seniority will be transferred whenever two members are equallyqualified.
9.4.2 Once transfer requests have been considered and/or made, the remaining opening will be designated, by the District, as either (1) a promotional vacancy, or (2) a promotional/open vacancy and advertised accordingly. All such openings shall occur within fifteen be posted for five (155) working days after Executive Vice Chancellor at every District site on the designated bulletinboard.
9.4.3 In the case of Human Resources approval. If the District is unable to post the position within fifteen (15) days or fill the position within the ninety (90) day perioda promotional/open vacancy, the District will first consider members of the bargaining unit, but retain the discretion to select the job recipient from among all applicants. Members who meet the qualifications shall be interviewed and, if not selected, given reasons upon request. The District reserves the right to reject any and confer with CSEAall applicants. Substitute employees may not work Whenever the final selection is among two or more than ninety (90) calendar days members of the bargaining unit, and in a substitute assignment while the judgment of the District the members are equally qualified, the positions will first be offered to the member with the most District-wide seniority.
9.4.4 In the case of a promotional vacancy, whenever the final selection is engaged among two or more members of the bargaining unit, and in a procedure to fill the vacant permanent position. Should a position be vacated through retirement, resignation or any other reason judgment of the District agrees that the members are equally qualified, the position will not first be filled by offered to the member with the most District- wide seniority. The District reserves the right to reject any person(s) for more than one hundred and twenty (120) calendar days excluding temporary upgrades of bargaining unit members.
17.5.1 Unit employees all applicants. Rejected applicants shall be given consideration reasons for reassignment non-selection upon request, including, if applicable, why the District did not believe the members were equallyqualified.
9.4.5 When an employee is promoted or temporarily assigned to work in a higher classification, he/she shall be guaranteed a minimum of 7½% increase in salary or be placed on the same step of the new classification, as the step of the current classification when their training and ability demonstrate that they are qualified for such reassignmentthe employee is in, whichever is higher. The District will prepare vacancy lists as new openings are announcedshall have the option to grant a higher percentage salary increase based on the employee’s qualifications and/or experience. Each vacancy The designated authority for salary placement shall be assigned a reference number. This reference number shall be used on the Board docket as a method Director of identifying Personnel, with the position Superintendent being filled. Vacancy lists will be distributed via e-mail to unit employees, CSEA, posted on designated bulletin boards and the district website. Individual job announcements will be prepared separately and made available to interested employees upon requestfinal authority.
17.5.1.1 Where a pool of qualified applicants for a position existed from a recruitment conducted within the six (6) months preceding the new opening, that pool may be used for the new opening in the same classification. This does not preclude existing unit employees from applying for openings per Article 17.2.2. All new openings shall be internally advertised.
17.5.2 A permanent unit employee who acquires probationary status as the result of job openings or recruitment shall retain permanent status in his former classification until completion of the probationary period in the new classification. In the event that the probationary period in the new classification is not successful, the employee shall revert to his former classification with all the previous rights and privileges.
17.5.3 Unit employee applicants shall be furnished notification of time and date of scheduled interviews a minimum of five (5) days prior to such interviews.
17.5.4 Job openings - Unit employees hired into permanent positions must meet minimum qualifications.
17.5.5 Short-term or substitute employees must meet the minimum qualifications for the classification under which they are employed.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Job Openings. The District shall 11.1 When a vacancy occurs for a bargaining unit position, it will be considered to be engaged in the procedure to fill the position posted on the posting date of the position(s). Posting shall occur within fifteen District website for ten (1510) working days after Executive Vice Chancellor of Human Resources approval. If and emailed to the District is unable to post all SOESD email group.
11.2 Employees in the position within fifteen (15) days or fill the position within the ninety (90) day period, the District will meet and confer with CSEA. Substitute employees may not work more than ninety (90) calendar days in a substitute assignment while the District is engaged in a procedure to fill bargaining unit desiring consideration for the vacant permanent positionposition shall apply respond in writing (including FAX or email) to request an interview. Should a position be vacated through retirement, resignation or any other reason the District agrees that the position will not be filled by any person(s) for more than one hundred and twenty (120) calendar days excluding temporary upgrades of bargaining unit members.
17.5.1 Unit employees shall be given consideration for reassignment to a higher classification when their training and ability demonstrate that they are qualified for such reassignment. The District will prepare vacancy lists as new openings are announced. Each vacancy shall be assigned a reference number. This reference number shall be used on the Board docket as a method of identifying the position being filled. Vacancy lists An interview will be distributed via e-mail to unit employees, CSEA, posted on designated bulletin boards and the district website. Individual job announcements will be prepared separately and made available to interested employees upon request.
17.5.1.1 Where a pool of qualified applicants for a position existed from a recruitment conducted within the six (6) months preceding the new opening, that pool may be used for the new opening in the same classification. This does not preclude existing unit employees from applying for openings per Article 17.2.2. All new openings shall be internally advertised.
17.5.2 A permanent unit employee who acquires probationary status as the result of job openings or recruitment shall retain permanent status in his former classification until completion of the probationary period in the new classification. In the event that the probationary period in the new classification is not successful, granted provided the employee shall revert to his former classification with all the previous rights and privileges.
17.5.3 Unit employee applicants shall be furnished notification of time and date of scheduled interviews a minimum of five (5) days prior to such interviews.
17.5.4 Job openings - Unit employees hired into permanent positions must meet minimum qualifications.
17.5.5 Short-term or substitute employees must meet meets the minimum qualifications for the classification under which position.
11.3 An employee who applies for a vacant position, and is not selected, may make a written request within five (5) working days, of receipt of the notification to meet with the appropriate supervisor.
11.4 A reclassification occurs when an existing position has significant changes to the job responsibilities. A reclassification does not necessitate the posting of a new position.
11.5 The District shall provide the Chapter 104 President and the OSEA Field Representative with job descriptions for all newly created job titles.
11.6 All bargaining unit employees who work in the Special Education Department may apply by letter to the program administrator by May 15 for available summer openings for the Extended School Year Program. The program administrator will select the most qualified applicants to fill the available openings on the following basis: Ability to meet the needs of an individual student involved either by virtue of the past experience and the student, ability to furnish a new experience for the student, training or any combination of the foregoing. While seniority is not the controlling factor in selection, it will be one element to be considered and bargaining unit employees who have applied for a position but have not been offered employment will be placed on a substitute list to be called first for substituting in the Extended School Year Program. If the positions are not filled, applications will be accepted from other bargaining unit employees employed by the ESD. Placement by the District pursuant to this paragraph is grievable to level 3, Superintendent, but shall not be arbitrable, nor subject to an unfair labor practice complaint for breach of contract. For academic year employees employed during the summer, the District will pay the employees at one and one-half (1 ½) times their regular rate of pay. This is in lieu of vacation benefits, as is their right by contract. Notwithstanding the foregoing, academic year employees employed during the summer months for training purposes, or who have no contact with students during this period, will not be compensated at the time and a half rate, nor will they are employedreceive vacation benefits but will be paid at their regular rate of pay.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Job Openings. 6.1 When an opening occurs, the Employer shall give written notices of all available vacancies by posting upon an appropriate bulletin board a dated and timed notice that a job vacancy exists, setting forth therein the job category and schedule of work hours. This notice shall be posted for seven (7) calendar days but during these seven (7) calendar days the employer may temporarily assign any employee to fill the vacancy. A copy of these notices will also be provided to the Union. The District Employer, at the end of this posting period, may elect to fill it from within the bargaining unit by promotion, reassignment or shift change, or may elect to fill it by a new hire or transfer from outside the bargaining unit. The Employer will make every attempt to fill a vacancy with qualified personnel within the bargaining unit, but may go outside the bargaining unit if necessary to fill the vacancy.
6.2 Notice of openings which are to be permanently filled by promotion, shift change, or reassignment, shall be placed on the bulletin board for one week.
6.3 For purpose of this Article, an opening consists of a set of duties in a job classification with a definite work schedule.
6.4 In the event an opening is filled by promotion, bidding employees shall be considered to on the basis of their qualifications and performance. When qualifications and performances are relatively equal, the bidding employee with the greatest seniority shall be engaged in the procedure one eligible for promotion.
6.5 Before an opening is filled by promotion, the seniority of the bidding employee selected under Section 6.4 shall be compared with the seniority of qualified employees who bid to fill the position opening by reassignment or shift change. The selection will then be made on the posting basis of seniority.
(A) For employees hired after the signing date of this contract, the position(s). Posting shall occur within fifteen (15) working days after Executive Vice Chancellor Employer may temporarily assign an employee to perform all or a portion of Human Resources approvalthe duties of a higher pay classification. If an employee is temporarily assigned to spend half the District is unable to post the position within fifteen (15) days work day or fill the position within the ninety (90) day period, the District will meet and confer with CSEA. Substitute employees may not work more than ninety (90) calendar days in a substitute assignment while the District is engaged in a procedure to fill the vacant permanent position. Should a position be vacated through retirement, resignation or any other reason the District agrees that the position will not be filled by any person(s) for more than one hundred and twenty (120) calendar days excluding temporary upgrades performing duties of bargaining unit members.
17.5.1 Unit employees shall be given consideration for reassignment to a higher classification when their training and ability demonstrate that they are qualified for such reassignment. The District will prepare vacancy lists as new openings are announced. Each vacancy shall be assigned a reference number. This reference number shall be used on the Board docket as a method of identifying the position being filled. Vacancy lists will be distributed via e-mail to unit employees, CSEA, posted on designated bulletin boards and the district website. Individual job announcements will be prepared separately and made available to interested employees upon request.
17.5.1.1 Where a pool of qualified applicants for a position existed from a recruitment conducted within the six (6) months preceding the new opening, that pool may be used for the new opening in the same pay classification. This does not preclude existing unit employees from applying for openings per Article 17.2.2. All new openings shall be internally advertised.
17.5.2 A permanent unit employee who acquires probationary status as the result of job openings or recruitment shall retain permanent status in his former classification until completion of the probationary period in the new classification. In the event that the probationary period in the new classification is not successful, the employee shall revert to his former classification with all be paid at the previous rights and privileges.
17.5.3 Unit employee applicants shall be furnished notification of time and date of scheduled interviews a minimum of the new wage grade or may receive a five (5) days prior % increase in pay for one grade, whichever is to such interviews.
17.5.4 Job openings - Unit employees hired into permanent positions must meet minimum qualifications.
17.5.5 Short-term or substitute employees must meet the employee's advantage. An employee who has been temporarily assigned no less than two wage grades shall receive the minimum qualifications for of the classification under which they are employed.new wage grade or may receive a ten
Appears in 1 contract
Samples: Labor Agreement
Job Openings. The District shall be considered to be engaged in the procedure to fill the position on the posting date of the position(s). Posting shall occur within fifteen (15) working days after Executive Vice Chancellor of Human Resources approval. If the District is unable to post the position within fifteen (15) days or fill the position within the ninety (90) day period, the District will meet and confer with CSEA. Substitute employees may not work more than ninety (90) calendar days in a substitute assignment while the District is engaged in a procedure to fill the vacant permanent position. Should a position be vacated through retirement, resignation or any other reason the District agrees that the position will not be filled by any person(s) for more than one hundred and twenty (120) calendar days excluding temporary upgrades of bargaining unit members.
17.5.1 Unit employees shall be given consideration for reassignment to a higher classification when their training and ability demonstrate that they are qualified for such reassignment. The District will prepare vacancy lists as new openings are announced. Each vacancy shall be assigned a reference number. This reference number shall be used on the Board docket as a method of identifying the position being filled. Vacancy lists will be distributed via e-mail to unit employees, CSEA, posted on designated bulletin boards and the district website. Individual A. All job announcements will be prepared separately and made available to interested employees upon request.
17.5.1.1 Where a pool of qualified applicants for a position existed from a recruitment conducted within the six (6) months preceding the new opening, that pool may be used for the new opening in the same classification. This does not preclude existing unit employees from applying for openings per Article 17.2.2. All new openings shall be internally advertised.
17.5.2 A permanent posted for seven (7) workdays on the district website and all employees in the bargaining unit employee who acquires probationary status as the result shall be notified by email and posted notice at their place of work, or when work is not in session, job openings or recruitment shall retain permanent status be mailed to employees who request so in his former classification until completion writing annually by May 1 to the treasurer’s office. Notice will be given to all employees by April 1 of each year. All interested candidates shall be interviewed and shall be notified of the probationary period in the new classification. In the event that the probationary period in the new classification is not successful, the employee shall revert to his former classification with all the previous rights and privileges.
17.5.3 Unit employee applicants shall be furnished notification of time and date of scheduled interviews a minimum of successful candidate within five (5) days prior after the final interview. A job opening is a vacancy that the Board has decided to such interviewsfill, that occurs because of a staff member vacating a current position or when a new job is created by the Board. The job notice shall specify the title of the position, required certifications and/or licensing, placement, hours, posting date, expiration date. Salary and benefits shall be according to the Negotiated Agreement.
17.5.4 Job openings - Unit employees hired into permanent positions must meet minimum B. If a job is filled, all candidates will be considered on the basis of their qualifications. When qualifications are equal between two (2) candidates, the most senior, qualified candidate will receive the job. The Board reserves the sole and exclusive right to design job descriptions, establish qualifications and to fill or not to fill any vacancy. The Board will notify the OAPSE President when a position is to remain unfilled or be abolished. The Board shall not determine qualifications for any position in an arbitrary or capricious manner. For this provision, qualifications shall include job related skills, work record, licensure if applicable, and seniority. Time spent in a position as a substitute shall not be used as a means to train substitutes for the vacancy.
17.5.5 Short-term or substitute employees must meet C. The Board further agrees to pay the minimum qualifications higher rate to an employee who serves on a temporary basis in a position which has a higher pay rate after nine (9) consecutive days. If the time served in the higher rated position on a temporary basis is less than nine (9) consecutive days, the employee shall be paid at his/her lower rate.
D. A promotion is a change of job to a position where the wage rate schedule’s beginning step hourly rate of the new position is higher than the wage rate schedule’s beginning step hourly rate of employee’s current position.
E. Any employee promoted within a classification series retains the same step of the salary schedule of the new classification.
F. Any employee who transfers to a different classification series to a higher paying position shall begin at experience step zero (0), except that if the bargaining unit member employee has experience directly related to the new position, the Superintendent may recognize up to five (5) years of experience for step placement. If the classification under which they are employedemployee’s hourly rate in their former position is greater than step zero (0) of the new position, the employee shall be frozen at the rate in their former position until such time as their years of service in the new position dictate an increase on the new wage scale.
Appears in 1 contract
Samples: Master Agreement
Job Openings. The District 8.1 When the Board determines that a vacancy exists which it intends to fill, notification of the vacancy shall be considered to be engaged in the procedure to fill the position posted on the posting date of the position(s). Posting shall occur District’s website within fifteen ten (1510) working days after Executive Vice Chancellor of Human Resources approvalsuch determination. If All postings will also be sent out on the District District’s e-mail. Long-term substitutes shall be used to replace a unit member on a long-term basis only where the unit member may return to work, or where the Board is unable considering abolishing the position. In either case, the Personnel Office or Superintendent Designee shall notify the union of its intent to utilize a long-term substitute. When the Board is deciding whether to fill a position, the Board is limited to using the long-term substitute to a four (4) months’ duration.
8.2 Vacancies filled by administrative transfer shall not be subject to the requirements of this Article. An administrative transfer shall be a transfer made to improve the effectiveness of the district. Prior to any administrative transfer, the President of MSEA and the affected employees will be consulted, and the transfer will be lateral or downward in movement as defined in Article 8.2.C. Otherwise, for any other vacant position that the Board intends to fill, such position shall be posted pursuant to the terms of this Article. The procedure for filling vacancies shall be as follows:
A. The Board will post all job vacancies for a period of five (5) working days. Vacancies will be posted ten (10) working days during the summer (between the last day and the first day of pupil attendance). Each posting shall clearly set forth the qualifications for the position within fifteen (15) days or fill and procedures for application.
B. Any interested employee desiring to bid on a posted job vacancy must do so during the position within the ninety (90) day period, the District will meet and confer with CSEAposting period as designated in paragraph A above. Substitute employees may not work more than ninety (90) calendar days in a substitute assignment while the District is engaged in a procedure to fill the vacant permanent position. Should a position be vacated through retirement, resignation or any other reason the District agrees that the position Job bids will not be filled by any person(s) accepted after the posting period has ended. Interested employees are required to apply for more than one hundred and twenty (120) calendar days excluding temporary upgrades of bargaining unit members.
17.5.1 Unit employees the position in the District’s online application portal. The MSEA shall be given consideration for reassignment to notice of all job awards within five (5) working days of the award. All employees who bid on a higher classification when their training and ability demonstrate position will be interviewed, providing that they are qualified pass any required test. If an employee fails the test, he/she can request a meeting with the appropriate administrator to review the test and discuss recommendations on improving their candidacy for such reassignmentfuture openings. The District will prepare vacancy lists as new openings are announced. Each vacancy Upon request from the employee to the appropriate manager in that administrator’s office, a reference/study guide shall be assigned a reference number. This reference number shall be used on the Board docket as a method of identifying the position being filled. Vacancy lists will be distributed via e-mail given to unit employees, CSEA, posted on designated bulletin boards and the district website. Individual job announcements will be prepared separately and made available to interested employees upon request.
17.5.1.1 Where a pool of qualified applicants for a position existed from a recruitment conducted within the six (6) months preceding the new opening, that pool may be used for the new opening in the same classification. This does not preclude existing unit employees from applying for openings per Article 17.2.2. All new openings shall be internally advertised.
17.5.2 A permanent unit employee who acquires probationary status as the result of job openings or recruitment shall retain permanent status in his former classification until completion of the probationary period in the new classification. In the event that the probationary period in the new classification is not successful, the employee shall revert to his former classification with all the previous rights and privileges.
17.5.3 Unit employee applicants shall be furnished notification of time and date of scheduled interviews a minimum of such applicant at least five (5) days prior to the test. A score of seventy percent (70%) for each section of a test shall constitute a passing grade for such interviewsrequired test. Besides an applicant being able to take any required test when a position is being filled, the district also annually will offer periodic testing for any required tests with a minimum of two (2) such administrations per year. If any required test has more than one part (for instance, basic skills and math), then the applicant must pass all such parts of the test in order to receive an interview for a position. If an applicant has passed some but not all parts of the test, then the applicant shall not be required to retake any successfully completed parts of such test in a subsequent administration of that test. Once an employee has successfully taken the test, they shall not be required to take the test again except in instances where the job description has been changed.
17.5.4 C. Applicants will be tested for vacancies except on lateral or downward movement as follows: • Paraprofessionals - when an employee is applying for a position within the same job description. • Maintenance or Custodial - when an employee is applying for a position within the same job description (i.e., elementary head custodian to elementary head custodian). • Secretarial - when an employee is applying for a position within the same job category (i.e., 10A to 10A). • Food Service - when an employee is applying for a position within the same job description (i.e., 2-3 hour to 2-3 hour). Tests will be developed based on the qualifications listed in the job description. The same test shall be given to all applicants for a position. Job openings - Unit descriptions will be available to all employees hired into permanent positions must meet minimum qualificationsfor review.
17.5.5 ShortD. Seniority and qualifications, in accordance with the job description, shall be determining factors in the selection of applicants to fill vacancies based upon the following: Interview 25 Points Work Experience/Training 25 Points Work Record 25 Points Bargaining Unit Seniority Up to 10 Points Classification Seniority Up to 25 Points To the extent possible, but taking into account the need to individually assess the strengths and weaknesses of each applicant, interviews for a position shall be consistent among the group of applicants applying for such position and questions during such interviews will be the same. As used in this division, work experience/training shall consist of an applicant’s initial application for employment with the district and any references, and any relevant information the applicant wishes to submit (such as, licenses, continuing education meetings, professional organizational memberships, etc.). In addition, any substituting in the position being sought and/or evaluations of such applicant conducted over the immediately prior twenty-term four-month period will also be included. As used in this division, bargaining unit work record shall consist of an employee’s attendance record while in the bargaining unit and any disciplinary records imposed within the twenty-four-month timeframe as set forth in Section 11.4 (Article 11 - Employee Discipline), subject to any stay periods. With respect to all other applicants, work record shall consist of an applicant’s attendance record at any immediately prior or substitute currently held job and any disciplinary records imposed within the last twenty-four months. Such applicant must submit work record information in order to receive any work record points. In the point system above, bargaining unit seniority points shall be calculated and awarded as follows: one (1) point shall be awarded for each year in the bargaining unit up to a total of ten (10) points. In addition, an applicant who is applying for a position in his/her current classification shall receive classification seniority points of one (1) point for each year in that classification up to a total of twenty-five (25) points. Bargaining unit seniority will be determined in accordance with the provisions of this article. Using the factor point system above, if two (2) or more applicants have the same total points, classification seniority shall prevail. If two (2) or more applicants have the same total points and have the same classification seniority (classification seniority is defined as the most recent first day worked in classification), bargaining unit seniority shall prevail. If two (2) or more applicants have the same total points and have the same classification seniority and bargaining unit seniority, the applicant to fill the vacancy shall be determined by the flip of a coin.
E. If an employee applicant is rejected, the reasons must be based upon information contained in the employee’s personnel file or based upon judgments made as a result of the determination of qualifications as set out in Section 8.2 (D) above. Unsuccessful employee applicants will be notified of the results of the bidding process. Within ten (10) days of this written notification, the unsuccessful employee applicant may make a written request to be provided with written reasons for their rejection and recommendations on improving their candidacy for future openings. The written reasons and recommendations will be provided within ten (10) days of the receipt of the request by the unsuccessful employee applicant.
8.3 Employees awarded a new job shall serve a trial period of ten (10) days actually worked. During the trial period, the administration may return the employee or the employee may elect to return to his/her previous job. The return of an employee to his/her previous job shall be subject to the grievance procedure only through Level II. During the trial period, the resulting vacancy will be temporarily filled. Administrative transfers shall be excluded from having a trial period.
8.4 The job opening procedure may be grieved but not the judgment of the employer.
8.5 No employee shall be considered for a position requiring a license if the employee does not have a valid unexpired license.
8.6 Voluntary transfers for lateral or downward movement as outlined in Article 8.2 (C) may be requested by employees must meet through their Appropriate Administrator. Requests will be directed to the minimum qualifications Superintendent for the classification under which they are employedfinal approval.
Appears in 1 contract
Samples: Negotiated Agreement
Job Openings. The District shall be considered to be engaged in the procedure to fill the position on the posting date of the position(s). Posting shall occur within fifteen (15) working days after Executive Vice Chancellor of Human Resources People & Culture approval. If the District is unable to post the position within fifteen (15) days or fill the position within the ninety (90) day period, the District will meet and confer with CSEA. Substitute employees may not work more than ninety (90) calendar days in a substitute assignment while the District is engaged in a procedure to fill the vacant permanent position. Should a position be vacated through retirement, resignation or any other reason the District agrees that the position will not be filled by any person(s) for more than one hundred and twenty (120) calendar days excluding temporary upgrades of bargaining unit members.
17.5.1 Unit employees members shall be given consideration for reassignment to a higher classification when their training and ability demonstrate that they are qualified for such reassignment. The District will prepare vacancy lists as new openings are announced. Each vacancy shall be assigned a reference number. This reference number shall be used on the Board docket as a method of identifying the position being filled. Vacancy lists will be distributed via e-mail to unit employeesmembers, CSEA, posted on designated bulletin boards and the district website. Individual job announcements will be prepared separately and made available to interested employees unit members upon request.
17.5.1.1 Where a pool of qualified applicants for a position existed from a recruitment conducted within the six (6) months preceding the new opening, that pool may be used for the new opening in the same classification. This does not preclude existing unit employees members from applying for openings per Article 17.2.2. All new openings shall be internally advertised.
17.5.2 A permanent unit employee member who acquires probationary status as the result of job openings or recruitment shall retain permanent status in his former classification until completion of the probationary period in the new classification. In the event that the probationary period in the new classification is not successful, the employee unit member shall revert to his former classification with all the previous rights and privileges.
17.5.3 Unit employee member applicants shall be furnished notification of time and date of scheduled interviews a minimum of five (5) days prior to such interviews.
17.5.4 Job openings - Unit employees members hired into permanent positions must meet minimum qualifications.
17.5.5 Short-term or substitute employees must meet the minimum qualifications for the classification under which they are employed.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Job Openings. A. A promotion is an upward change in job classification within the unit, which results in additional compensation for additional duties or responsibilities.
B. A transfer is a lateral change within a classification where there is no additional, or increase in, compensation. For example: a movement to another building or to another job within the classification falls into the definition of a transfer.
C. A vacancy is a position that is created by the retirement, resignation or an employee being off for more than 60 working days for any reason. Lateral transfers will be given preference in filling vacancies.
D. During the year when a vacancy occurs, the employer shall post for the bidding of said vacancy with the classification, building, location, pay rate, and hours. The District job bid will be posted on the second (2nd) working day after the vacancy occurs for five (5) working days. An employee off more than five (5) consecutive working days shall be considered placed on the bid sheet. Within ten (10) working days, the employee applying with the most seniority shall be awarded the posted job and assume the pay rate and job description of said job on the first day working in said job. The Union President shall be authorized to place the name of an employee on the bid sheet that is off due to vacation. The successful bidder will have a thirty (30) working day trial period unless they have previously held the job. On or before the thirtieth (30th) working day, if the employee does not want the new job, they will revert back to the job they vacated. The name next in seniority on the bid list will be granted the job trial period. Application for job bids will be filed with the Assistant Superintendent of Human Resources Administration's office within the five (5) day posting date. Seniority will be the governing factor on all jobs provided they have the ability to perform the job. The opening created will then be filled by a substitute until the posting bid procedure is completed.
E. When there is a significant change in a job description of an employee, creating a new job description/position, such new position will be posted as a vacancy. Significant change shall encompass any change that affect thirty (30) minutes or more of the job.
F. In the event an employee is displaced due to this paragraph, the displaced employee may bump to any position held by a lesser seniority employee, provided the senior employee has the ability and the qualifications to perform the job. If the employer feels that the successful bidder is not properly performing the job, the employee shall be notified within the fifteen (15) working day trial period. The employee shall then bump to another job under the same circumstances as stated herein.
G. A maintenance person bidding on a job opening outside the maintenance classification shall receive the position only if there are no job applicants bidding for a promotion or transfer. In the case of no such applicants, the employee bidding shall receive the job at the sole discretion of the employer. If the employer allows maintenance employee applicants to demote, the successful bidder will be the most senior applicant.
H. When an employee is known to be engaged in absent for a period of more than sixty (60) workdays, then the procedure employer agrees to fill post the position as a vacancy. The employee who is on the posting prolonged absence shall have the right to return to their former position or to a position for which their seniority and ability allows for a period of time up to a maximum of two (2) years from the date of the position(s)absence began.
I. In the event an employee is displaced, the displaced employee shall have up to three (3) days to bump into any position held by a lesser seniority employee. Posting If the employer feels that the displaced employee is not properly performing the job, the employee shall occur be notified within fifteen (15) working days after Executive Vice Chancellor of Human Resources approval. If the District is unable to post the position within fifteen (15) days or fill the position within the ninety (90) day period, the District will meet and confer with CSEA. Substitute employees may not work more than ninety (90) calendar days in a substitute assignment while the District is engaged in a procedure to fill the vacant permanent position. Should a position be vacated through retirement, resignation or any other reason the District agrees that the position will not be filled by any person(s) for more than one hundred and twenty (120) calendar days excluding temporary upgrades of bargaining unit membersdays.
17.5.1 Unit employees shall be given consideration for reassignment to a higher classification when their training and ability demonstrate that they are qualified for such reassignment. The District will prepare vacancy lists as new openings are announced. Each vacancy shall be assigned a reference number. This reference number shall be used on the Board docket as a method of identifying the position being filled. Vacancy lists will be distributed via e-mail to unit employees, CSEA, posted on designated bulletin boards and the district website. Individual job announcements will be prepared separately and made available to interested employees upon request.
17.5.1.1 Where a pool of qualified applicants for a position existed from a recruitment conducted within the six (6) months preceding the new opening, that pool may be used for the new opening in the same classification. This does not preclude existing unit employees from applying for openings per Article 17.2.2. All new openings shall be internally advertised.
17.5.2 A permanent unit employee who acquires probationary status as the result of job openings or recruitment shall retain permanent status in his former classification until completion of the probationary period in the new classification. In the event that the probationary period in the new classification is not successful, the employee shall revert to his former classification with all the previous rights and privileges.
17.5.3 Unit employee applicants shall be furnished notification of time and date of scheduled interviews a minimum of five (5) days prior to such interviews.
17.5.4 Job openings - Unit employees hired into permanent positions must meet minimum qualifications.
17.5.5 Short-term or substitute employees must meet the minimum qualifications for the classification under which they are employed.
Appears in 1 contract
Samples: Master Agreement
Job Openings. The District shall be considered to be engaged in the procedure to fill the position on the posting date of the position(s). Posting shall occur within fifteen (15) working days after Executive Vice Chancellor of Human Resources approval. If the District is unable to post the position within fifteen (15) days or fill the position within the ninety (90) day period, the District will meet and confer with CSEA. Substitute employees may not work more than ninety (90) calendar days in a substitute assignment while the District is engaged in a procedure to fill the vacant permanent position. Should a position be vacated through retirement, resignation or any other reason the District agrees that the position will not be filled by any person(s) for more than one hundred and twenty (120) calendar days excluding temporary upgrades of bargaining unit members.
17.5.1 Unit employees shall be given consideration for reassignment to a higher classification when their training and ability demonstrate that they are qualified for such reassignment. The District will prepare vacancy lists as new openings are announced. Each vacancy shall be assigned a reference number. This reference number shall be used on the Board docket as a method of identifying the position being filled. Vacancy lists will be distributed via e-mail to unit employees, CSEA, posted on designated bulletin boards and the district website. Individual A. All job announcements will be prepared separately and made available to interested employees upon request.
17.5.1.1 Where a pool of qualified applicants for a position existed from a recruitment conducted within the six (6) months preceding the new opening, that pool may be used for the new opening in the same classification. This does not preclude existing unit employees from applying for openings per Article 17.2.2. All new openings shall be internally advertised.
17.5.2 A permanent posted for seven (7) workdays on the district website and all employees in the bargaining unit employee who acquires probationary status as the result shall be notified by posted notice at their place of job openings work, or recruitment when work is not in session, with their paycheck. All interested candidates shall retain permanent status in his former classification until completion be interviewed and shall be notified of the probationary period in the new classification. In the event that the probationary period in the new classification is not successful, the employee shall revert to his former classification with all the previous rights and privileges.
17.5.3 Unit employee applicants shall be furnished notification of time and date of scheduled interviews a minimum of successful candidate within five (5) days prior after the final interview. Prior to such interviewsany action being taken to invite or to interview applicants for a newly created position, a copy of the job description and wage rate for the position shall be given to the Association President. A job opening is a vacancy that the Board has decided to fill, that occurs because of a staff member vacating a current position or when a new job is created by the Board. The job notice shall specify the title of the position, required certifications and/or licensing, placement, hours, posting date, expiration date. Salary and benefits shall be according to the Negotiated Agreement.
17.5.4 Job openings - Unit employees hired into permanent positions must meet minimum B. If a job is filled, all candidates will be considered on the basis of their qualifications. When qualifications are equal between two (2) candidates, the most senior, qualified candidate will receive the job. The Board reserves the sole and exclusive right to design job descriptions, establish qualifications and to fill or not to fill any vacancy. The Board will notify the OAPSE President when a position is to remain unfilled or be abolished. The Board shall not determine qualifications for any position in an arbitrary or capricious manner.
17.5.5 Short-term or substitute employees must meet C. The Board further agrees to pay the minimum qualifications for higher rate to an employee who serves on a temporary basis in a position which has a higher pay rate after nine (9) consecutive days. If the time served in the higher rated position on a temporary basis is less than nine (9) consecutive days, the employee shall be paid at his/her lower rate.
D. A promotion is a change of job to a position where the step “A” hourly rate of the new position is higher than the step “A” hourly rate of employee’s current position.
E. Any employee promoted within a classification under which they are employedseries retains the same step of the salary schedule of the new classification.
F. Any employee who transfers to a different classification series to a higher paying position shall be advanced to the step of the salary schedule resulting in a wage increase.
Appears in 1 contract
Samples: Master Agreement
