JOB POSTING. The following provision will appear in all collective agreements replacing any related provision that existed in the hospital's expiring collective agreement: (Any provision pertaining to definition of temporary vacancies, non-bargaining unit applications, outside advertising, interim placements or criteria for selection except as it relates to promotions and transfers that existed in the hospital's expiring collective agreement will be continued as the last paragraph of this Article). "Where a permanent vacancy occurs in a classification within the bargaining unit or a new position within the bargaining unit is established by the Hospital, such vacancy shall be posted for a period of seven (7) consecutive calendar days. Applications for such vacancy shall be made in writing within the seven (7) day period referred to herein. The postings shall stipulate the qualifications, classifications, rate of pay, department and shift and a copy shall be provided to the Chief Xxxxxxx. Vacancies created by the filling of an initial permanent vacancy will be posted for a period of three (3) consecutive calendar days, excluding Saturdays, Sundays and Holidays. Applications for such vacancies shall be made in writing within the three (3) day period referred to herein. In matters of promotion and staff transfer appointment shall be made of the senior applicant able to meet the normal requirements of the job. The name of the successful applicant will be posted on the bulletin board for a period of seven (7) calendar days. Where there are no successful applicants from within this bargaining unit for vacant positions referred to in this Article, employees in other CUPE bargaining units at the Hospital will be selected in accordance with the criteria for selection above, prior to considering persons who are not members of CUPE bargaining units at the Hospital. The employees eligible for consideration shall be limited to those employees who have applied for the position in accordance with this Article, and selection shall be made in accordance with this Article. The successful applicant shall be allowed a trial period of up to thirty (30) days, during which the Hospital will determine if the employee can satisfactorily perform the job. Within this period the employee may voluntarily return, or be returned by the Hospital to the position formerly occupied, without loss of seniority. The vacancy resulting from the posting may be filled on a temporary basis until the trial period...
JOB POSTING. 15.01 Permanent vacancies within the bargaining unit will be posted by the Employer for a period of five (5) days. The notice posted by the Employer will set out the classification, rate of pay and general description and requirements of the permanent vacancy.
15.02 An employee must satisfy the following conditions to be eligible to apply for a permanent vacancy:
(a) the employee must have completed her probationary period;
(b) the employee must have completed six (6) months continuous service in her current classification unless waived by the Employer;
(c) the employee must be available to commence work in the permanent vacancy on the date required by the Employer; and
(d) the permanent vacancy must be in the same or a higher classification than the employee’s current classification, unless waived by the Employer.
15.03 The Employer shall consider the following factors for the purpose of filling the permanent vacancy:
(a) the qualifications, training, experience, skill and ability of the employee; and
(b) the seniority of the employee. When factor (a) is to all intents and purposes fairly equal as between two (2) or more employees, then seniority shall be the determining factor.
15.04 Applications, on forms provided by the Employer, received within the five (5) work day period set out in Article 15.01 will be considered in accordance with Article 15.03 before the permanent vacancy is filled. The Employer will make the selection, if any, not later than ten (10) days following the end of the job posting. The employee selected by the Employer for the permanent vacancy shall be subject to a fourteen (14) scheduled day observation period during which time;
(i) the Employer may return the employee to her former position if the employee is unable to do her work or
(ii) the employee may request to return to her former position. Any other employee promoted or transferred as a result of the rearrangement of position shall also be returned to her former position.
15.05 The successful applicant shall not be entitled to bid for another permanent vacancy for a period of six (6) months from the date of her successful application.
15.06 The Employer specifically reserves the right to:
(a) fill the permanent vacancy with relief help during the job posting procedure;
(b) fill the position previously held by the employee selected to fill the permanent vacancy with relief help during the observation period set out in Article 15.04;
(c) hire a new employee or transfer other p...
JOB POSTING. 8.01 Permanent job vacancies and new permanent positions that are created by the Employer will be posted on the internal email/conference system for a period of five (5) working days. A permanent position of less than twenty-four (24) hours per week which increases to twenty-four (24) or more hours per week will be posted in accordance with paragraph one above. A part-time employee who is displaced as a result of such posting will not be deemed to have been laid off and will exercise their bumping rights excluding the notice and pay in lieu thereof provisions outlined in this Collective Agreement. A copy of each posting will be forwarded electronically to the Union at time of posting. An employee wishing to be considered for the position so posted will make formal application in writing. The employee must ensure that the application is received by the Human Resources Department by 4:00 p.m. on the posting closing date. Such application may be delivered in person, by mail, email or by facsimile. Combined positions do not constitute a single position for the purpose of job posting. The parties agree that centrally assigned special services staff can be assigned throughout the district as per student need. Such moves will be made using all of the following criteria:
1. Balancing student need and staff strengths
2. Minimize travel where possible
3. Consultation with the staff
8.02 Employees on any type of leave of absences may have postings forwarded to their place of residence if they so request.
8.03 Job postings for vacancies created during the summer recess (July and August) will be posted five (5) working days with a closing date of July 17th, August 12th, or after the start of the new school year in September.
8.04 Notwithstanding Article 8.03 above, in order to make all known EA/CYW positions that occur subsequent to the one day staffing process available to the membership, the parties agree to the following:
a) No later than 11:00 am on the Monday preceding Labour Day, all known EA/CYW positions will be posted electronically on the Board’s website and/or electronic email system with a closing date of midnight on the Wednesday preceding Labour Day.
b) Qualified EA/CYWs must apply by email indicating: - job posting numbers in order of preference - contact information including phone and/or email address, for notification in the event they are the successful applicant to the position
c) In filling these vacancies the Employer will appoint the qualified ap...
JOB POSTING. 11.01 When a vacancy occurs for a position within the bargaining unit the Employer will post notice of the vacancy on the Employer’s online job posting board accessible to all Employees by logging in via the Employee Self-Service website (xxx.xxxxxxxxxxxxxxxxx.xxx/xxx). Any Employee hired prior to the commencement of this Agreement may request in advance and in writing to the Employer to be notified by mail of any vacancies if they do not have access to an internet capable device. Employees shall have five (5) days to apply for the position. The Employer shall consider applicants from within the bargaining unit before considering applicants from outside the bargaining unit. No posting is required for any position vacated by a bargaining unit Employee as a result of that Employee successfully applying for another posted position; however, this vacated position will be first offered to a non-probationary bargaining unit Employee, selected as the Employer's sole and absolute discretion, before the Employer fills the position from outside the bargaining unit. Subsequent vacancies will not be posted.
11.02 Notice of the successful applicant shall be forwarded to the Union. Upon request, a list containing the names of all of the applicants who applied for the job posting shall be forwarded to the Union. Any Employee who has successfully applied for and was selected for a posted vacancy may not reapply for another job vacancy for a period of one (1) year following the day work commenced in the position they successfully obtained.
11.03 All job postings will be posted in English.
11.04 For the purpose of this Article, vacancy does not include, and job postings are not required for temporary positions made available as a result of Employee absence from work during sick leave, maternity leave, leave of absence, annual vacations, unauthorized absences, etc. It is understood that if such a position becomes a permanent vacancy it be posted as per Article 11.01.
11.05 All temporary positions on all shifts, except for those positions excluded under Article 11.04, exceeding three (3) consecutive work-months, shall be posted. A temporary position is any position that is not expected to be of permanent duration and is not to exceed six (6) consecutive work-months.
JOB POSTING. 10.01 When filling any posted vacancy under this Article, the Employer will consider the skills, ability and qualifications of the individual to perform the required work and where these are relatively equal, seniority shall govern providing the successful applicant, if any, is qualified to perform the available work within a reasonable familiarization period. Immediately following selection, the successful candidate(s) shall be informed in writing of his/her appointment to the new position. If the job is not filled as a result of the posting, the Employer reserves the right to hire from outside the bargaining unit.
(a) Prior to filling any permanent vacant position covered by this Agreement, the Senior Director of Human Resources or designate shall post notice of the position electronically for a minimum of five (5) working days, in order that all staff will know that the position is open and be able to make written application to the Senior Director of Human Resources or designate. The posting shall indicate the position, status, office location, job summary, qualifications, the number of Employees required to fill the position, the salary range, the date of closing of the posting and the name of the official to whose attention questions and/or applications are to be directed.
(b) A permanent position is considered vacant for the purpose of posting if it is a new position or if it has become vacant by reason of the resignation, promotion, retirement, dismissal or death of the incumbent and/or if the Employer determines that a vacancy exists. The Employer will provide a written update to the Bargaining Unit President on the status of the vacancies on a monthly basis. A position does not become vacant for the purposes of posting because a Care Coordinator or Placement Co-ordinator has been reassigned. The subsequent first vacancy that results from the initial posting will be posted. Resulting vacancies shall be offered to applicants, including written requests for transfer outlined below from the initial posting in accordance with the criteria set forth herein. Should such resulting vacancy remain vacant, the resulting vacancy will be posted internally and may be posted externally. Employees applying for any other posted position (either by application or by written requests for transfer outlined below) within twelve (12) months from the date they were notified they were the successful candidate for their current position need not be considered for any suc...
JOB POSTING. 12.01 A determination of the existence of a vacancy within the bargaining unit shall be in the sole discretion of the Employer.
12.02 When the Employer determines that a vacancy exists within the bargaining unit, a notice shall be posted in the workplace for seven (7) calendar days.
12.03 In assessing the applicants, the Employer shall consider the following factors:
a) skill, ability, experience and qualifications;
b) seniority (if applicable) with the Employer. When, in the sole judgment of the Employer, the factors in (a) are relatively equal, seniority (if any) shall govern. It is understood and agreed that the Employer shall be the sole judge of the overall requirements for the position and the sole judge of assessing the applicants as per (a) above.
12.04 In the event that the vacancy referred to above is filled by a member of the bargaining unit, that vacancy created as a result of the transfer of a successful applicant shall be the subject of the posting requirements.
12.05 All applicants from within the Bargaining Unit shall be given first consideration for the position. If no successful applicant is found from within the Bargaining Unit, the Employer shall consider applicants from the other Local 3501 bargaining units, if any. It is understood Article 12.03 shall apply to the consideration of candidates from other Local 3501 bargaining units and that seniority accumulated in the other bargaining units shall be included in determining the applicant’s seniority for the purposes of Article 12.03 (b). If no successful applicant is selected from another Local 3501 bargaining unit, the employer may hire from outside.
12.06 The successful applicant shall be placed in the position for a familiarization period of up to six (6) months. In the event that the Employer determines that the successful applicant is unsatisfactory for the position or is unable to perform the duties of the new job classification during the familiarization period, or if the successful applicant wishes to return to her previous job duties during the familiarization period, the successful applicant shall be returned to her former classification (or classification in the previous bargaining unit if applicable and if permitted by the applicable collective agreement) at any time within the two (2) week period following the decision. This may result in other Employees being displaced from their new positions.
12.07 Where a new position is created within the Bargaining Unit, the Employer ...
JOB POSTING. 41.1 With respect to positions in Department #2, the Employer shall post a notice of the vacant position(s) in all departments covered by this Agreement, five (5) calendar days prior to filling any vacancy in respect to a permanent position covered by this Agreement. A copy of said job posting shall be forwarded to the Union. If a position in Department #2 is posted and subsequently filled from outside the bargaining unit, by a probationary employee, that position need not be reposted for a period of three (3) months, from the date of the expiration of the posting. In the event said probationary employee terminates prior to the expiration of the three (3) month period, the Employer shall not be required to repost the position when recruiting for said position. Such notices or permanent job postings shall contain the following information: nature of position, i.e. department and type of work, required knowledge and education, ability and skills, whether day, evening or night shift, and wage rate. Any application for a posted position shall be in writing and shall be addressed to the HUMAN RESOURCE DEPARTMENT and be signed by the applicant and delivered to the said office on or before the date specified in the posting.
41.2 In filling a posting, regard will be had to skill, competence and ability, and in the event that those qualifications are relatively equal as between permanent employees, the permanent employee with the greater seniority shall be selected. Any posting that is not filled by a permanent employee shall be offered to the most senior part- time/temporary employee (excluding retirees) who already possesses the required skills, qualifications, competence and ability to perform the work available. External applicants shall not be considered until the internal hiring process has been completed and management has determined the applicants from within the bargaining unit do not meet the requirements of the job vacancy.
41.3 The Union shall be advised in writing as to the outcome of all job postings and appointments, cancellations or changes, within thirty (30) working days from date of occurrence. An objection by an applicant to a selection for a job posting shall be construed as a grievance and shall be dealt with in accordance with the grievance procedure.
41.4 The Union shall be notified in writing of all appointments, promotions, hiring, layoffs, rehirings, and terminations of employment.
41.5 A vacancy for a supervisor shall be posted for a per...
JOB POSTING. 17.01 When the Employer decides to fill a vacancy or a position is created inside the bargaining unit, the Employer shall notify the Union in writing and post notice of the position on the bulletin board mutually designated for this purpose. The notice shall be posted for a period of not less than six (6) working days, however, if the filling of this position creates a vacancy in the present staffing positions, then the posting requirements shall be five (5) working days. Further, vacancies brought about by the filling of primary and secondary positions will require five (5) working days posting also.
17.02 Such notice shall contain the following information: nature of position, qualifications, required knowledge and education, shift, wage or salary rate or range.
17.03 Applicants shall and can include employees on lay off, full time, part time and casual employees. Employees from within the bargaining unit presenting the qualifications and skills for the position shall be given first consideration for the posted position as per seniority. Casual employees shall not be considered over regular part time employees. Where there are no applicants from within the bargaining unit, the Employer will consider applications from persons employed outside the bargaining unit as well as persons outside the employ of the Employer. Each applicant will be informed in writing of the outcome of the job posting within three (3) working days of the final decision having been made. A copy will be retained by the Employer for the successful applicant’s file. The applicant’s letter of acceptance will also be kept on file.
17.04 The Union shall be notified of all appointments and recalls within five (5) working days.
17.05 Each employee shall signify a primary classification in which he/she will work. In the event that circumstances give rise to the Employer cancelling a shift, the Employer will attempt to provide reasonable notice and such the employee shall not be allowed to bump into a shift that was offered a junior employee. This clause excludes any vacancies that may arise due to a position which becomes available due to resignation, attrition etc.
JOB POSTING. When a vacancy occurs, or the Employer creates a new position within the bargaining unit, the Employer shall post notice of such a vacancy and/or new position electronically for a period of at least seven (7) calendar days during which time employees will have the opportunity to apply and be considered for the posted position. The Employer will send a copy of all job postings to the Bargaining Unit President. The Human Resources Department will receive all applications for job postings prior to forwarding them to the hiring department. Qualified internal applicants will be interviewed first. However, after completing any interviews of internal applications, the hiring department retains the discretion to consider non- bargaining unit applicants in the selection process, along with the internal applicants who have already been interviewed, in order to identify the most qualified applicant. All applicants will be advised of their status in any job competition. The Bargaining Unit President will be advised electronically of the name of the successful applicant once the job is filled. Temporary vacancies of less than six (6) months and vacancies caused due to illness, accident, leaves of absences (including pregnancy and parental) need not be posted but the Employer will make every reasonable attempt to fill such positions from within the bargaining unit.
(a) If the temporary position is filled by an employee currently employed by the Queen’s Family Health Team, then at the conclusion of the fixed term they shall return to their former position. The temporary employee who is a new hire shall be covered by all the terms in the Collective Agreement, except that they shall have no right to retain their job at the conclusion of the fixed term; however, if this employee is hired as a full-time or part-time employee during their fixed term, then the time worked shall be considered part of the probationary period for the regular full-time or regular part-time position.
(b) The Employer agrees that the use of temporary staff shall not result in the loss of normal work hours, position(s) or salary of bargaining unit member(s). In addition, the use of temporary staff shall not prevent the hiring of bargaining unit member(s).
JOB POSTING. 14.01 Notice of job openings, permanent, temporary, or newly created, in any of the classifications in Schedule “A” and of at least six months duration shall be posted on all bulletin boards advising of such vacancies and the wage rate applicable to the job. The notice shall be posted for a period of not less than seven calendar days.
14.02 Commission Employees who apply at the time of such notice are to have preference in filling the vacancy. If an applicant has temporarily transferred resulting in a change to classification or status (i.e. part-time to full-time), he/she will be deemed to hold the status of their previous position prior to any transfer for the purpose of the job competition process.
14.03 Seniority shall always be given utmost consideration in making promotions, demotions, and transfers, and when skill and ability are relatively equal, seniority will prevail.
14.04 Where no regular employee applicant has the skills and abilities for the posted position, the Commission shall consider part-time applicants, probationary employees, temporary applicants and then outside applicants. To be eligible, probationary employees who make a request in writing may be considered at the discretion of the Deputy General Manager or designate.
14.05 When required, the Commission shall personally interview each applicant for the position within 30 days. If requested by the employee, notification of the reasons why an employee failed to receive any appointment shall be given in writing by the General Manager or his/her designate.
14.06 The Commission shall post on the bulletin boards the name of the successful applicant. Management will endeavour to fill the position within 30 days of the notice of the award.
(a) An employee who has successfully applied for a job vacancy shall serve a trial period of sixty (60) working days which may be extended for another sixty (60) working days by mutual agreement between the Union and the Commission. During the trial period, the employee is precluded from applying to positions in the same classification.
(b) During this period, at the employee’s option, or where he/she is deemed unsatisfactory by the Commission in the position, he/she will be returned to his/her former position without loss of seniority. Should the Commission deem the employee unsatisfactory in the position, the employee will not be eligible to re-apply to that classification for six months. Any other employee promoted or transferred because of the re-arra...
