JOB POSTING AND JOB PROGRESSION. 14.01 The Company is committed to the development of employees from within the bargaining unit. This commitment is discussed in more detail in Appendix A, Letter of Agreement RE: Reciprocity, of this agreement. 14.02 The Company will issue a Job Posting whenever there is a vacancy in a permanent Job or a new permanent Job is created that is within the scope of this agreement, subject only to clauses 14.03, 14.04, 14.05 and 14.08. 14.03 The Company will provide notice to the Association after it determines a vacant permanent Job will not be filled. 14.04 Progression, as set out in Appendix B of this agreement, does not constitute a new or vacant Job. 14.05 The Company is not obliged to issue a Job Posting before hiring a Part-time Employee, a Temporary Employee or a Term Employee. 14.06 No posting is required if a Job has been assessed or evaluated to a higher class, if the person who held the Job before the Assessment or Evaluation remains in the Job. 14.07 Job Postings will be placed on bulletin boards throughout the Company and remain there for 14 Days. A copy of the postings will be sent to the Association. 14.08 A Job Posting will contain information as to the minimum education and experience required for the Job. If the Job is one for which there is a normal progression track, the posting will also list the qualifications required for progression. The posting will provide the name of a person who, on request, will give particulars related to the Job to any bargaining unit member. (a) When (i) an employee is selected for a position for which a Job Posting was issued and (ii) that employee’s successor is selected as a result of a Job Posting, then the Company may fill the successor's Job without a Job Posting. If an employee is appointed to that unposted Job, then the Company may appoint his successor without a Job Posting. If a further vacancy occurs as a result of this second appointment, it will be posted. (b) The Company will issue a bulletin board announcement advising of a Job vacancy under this clause, even when it is not required to post the vacancy. 14.10 Any employee may apply for a Job described in a Job Posting. Every applicant will receive a personal reply to an application. The Company will provide the Association with a summary of Association members applying for the Job Posting. 14.11 In selecting a person to fill a vacancy, the Company will give first consideration to applicants from within the bargaining unit. In making its decision, the Company will consider the following criteria (not listed in order of priority): related ability, education and Job-related experience and performance. 14.12 If two or more candidates equally meet the criteria, (a) a Permanent Employee from within the bargaining unit will be selected over a Temporary Employee or a Term Employee and (b) in deciding among Permanent Employees, the candidate with the greatest length of service with the Company will be selected. 14.13 The Company may fill or decline to fill any Job that has been posted. (a) If the Company decides to fill the posted Job, it will attempt to make its selection within 30 Days of the close of the Job Posting. (b) If the Company declines to fill the posted Job, it will provide notice to the Association. 14.14 When the Company fills a posted Job, it will, within two days of the selection (excluding Saturday, Sunday and holidays), send a notice to all applicants by Company mail. (a) An employee who applied for, but was not selected for, a posted Job may ask for reasons for not being selected. (b) The request will be in writing and will be sent to the person named as the information contact in the Job Posting within five Working Days of the employee receiving notice of the selection decision. The employee will send a copy of the request to Human Resources and to the Association. (c) Within five Working Days of receiving the request, the person to whom it was sent will give written reasons for the selection decision. 14.16 The Company may, but is not obliged to, consider the applications of employees who have been in their present Job and location for less than two years. The Company is, however, obliged to consider applications of employees who are applying for a Job that has a higher maximum rate of pay than their current Job. 14.17 When an employee is to take up a new Job as a result of a Job Posting, the change will take place within four weeks of the employee's selection for the position, unless a later date has been specified on the Job Posting. Should there be good and sufficient reason why the change to the new Job cannot be made within the four-week period, the employee shall be notified, in writing, as to the reasons for the delay and shall be given a specific date on which the change shall be made. 14.18 The following provisions apply when the Company appoints a person to a Job because of lack of qualified persons responding to a Job Posting or when the Company appoints a person to a Job under Clause 14.08: (a) The Company may subsequently appoint that employee to another Job, at the same or lower classification, without first issuing a Job Posting. In such a case, the provisions of Clauses 14.02 to 14.16 are waived for that appointment only. (b) The Company will give first consideration to the employee's preferred locations when deciding where to transfer that employee. (c) When the Company moves a person, as described in paragraph (a), into a Job with a lower salary range, the employee's salary will be maintained at its current level until the salary range for the new Job incorporates the employee's salary. Normal Working Day (paid) 7.5 hours 8.0 hours Working Day to be scheduled between the hours of 0700 - 1700 0700 - 1700 Lunch period (unpaid) (Maximum) 1 hour 1 hour Normal Work Week 37.5 hours 5 consecutive days Monday - Friday inclusive 40 hours 5 consecutive days Monday - Friday inclusive Normal Working Day (paid) 8 hours or 10 hours 8 or 12 hours (as per schedule) Working Day to be scheduled between the hours of 0600 - 1800 0000 - 2400 Lunch period (unpaid) (Maximum) 1 hour Normal Work Week 40 hours over five consecutive days Monday -Saturday inclusive (for employees scheduled to work 8-hour days) OR 40 hours over four consecutive days Monday -Saturday inclusive (for employees scheduled to work 10-hour days) (subject to Clause 15.08) 40 hours scheduled over shift cycle
Appears in 1 contract
Samples: Collective Bargaining Agreement
JOB POSTING AND JOB PROGRESSION.
14.01 The Company is committed to the development of employees from within the bargaining unit. This commitment is discussed in more detail in Appendix A, under the Letter of Agreement RE: Reciprocity, of – Job Posting in this collective agreement.
14.02 The Company will issue a Job Posting whenever there is a vacancy in a permanent Job or a new permanent Job is created that is within the scope of this collective agreement, subject only to clauses Clause 14.03, 14.04, 14.05 and 14.08.
14.03 The Company is not required to issue a Job Posting:
(a) for Job progressions as Job progression does not constitute a new or vacant Job
(b) before hiring a Part-time Employee or a Temporary Employee
(c) if a Job has been assessed or evaluated to a Job Class with a higher maximum wage rate and the person who held the Job before the assessment or evaluation remains in the Job
(d) when the Company decides that a vacant permanent Job will provide notice to not be filled (e) under circumstances outlined in Clause 14.08.
14.04 The Company will inform the Association after when it determines decides a vacant permanent Job will not be filled.
14.04 Progression, as set out in Appendix B of this agreement, does not constitute a new or vacant Job.
14.05 The Company is not obliged will post a Recruitment Report that provides information about Job Postings on the Company’s intranet. A copy of the Recruitment Report will also be forwarded to issue a Job Posting before hiring a Part-time Employee, a Temporary Employee or a Term Employeethe Association monthly. Local management will meet with an Association representative to review vacancies in the area and discuss how workload will be managed.
14.06 No posting is required if a Job has been assessed or evaluated to a higher class, if the person who held the Job before the Assessment or Evaluation remains in the Job.
14.07 Job Postings will be placed on bulletin boards throughout the Company and remain there for 14 Days. A copy of the postings Job Postings will be sent to the Association.
14.08 14.07 A Job Posting will contain information as to the minimum education and experience required for the Job. If the Job is one for which there is a normal progression track, the posting Job Posting will also list the qualifications required for progression. The posting Job Posting will provide the name of a person who, on request, will give particulars related to the Job to any bargaining unit member.
(a) When
(i) an employee is selected for a position Job for which a Job Posting was issued and
(ii) that employee’s successor is selected as a result of a Job Posting, then the Company may fill the successor's Job without a Job Posting. If an employee is appointed to that unposted Job, then the Company may appoint his successor without a Job Posting. If a further vacancy occurs as a result of this second appointment, it will be posted.
(b) The Company will issue a bulletin board announcement notice advising of a Job vacancy under this clause, even when it is not required to post the vacancy.
14.10 (c) Unless an appointment is a lateral move within the same Job Class, the following lead Jobs under technical and trades will be excluded from 14.08.
(i) 558500 Power Line Technician Team Lead – Line 559500 Power Line Technician Team Lead – Service 581801 Meter Technologist, Team Leader 581802 Communication Technologist, Team Leader 587900 Lead Equipment Mechanic 586901 Lead Maintenance Technician 585800 Electrical Technologist, Team Leader 585801 Technical Resources Technologist, Team Leader 580600 Power Line Surveyor, Team Leader 585802 Mechanical Technologist, Team Leader
(ii) The Company will inform the Association before it makes the decision to move an employee in a lead Job laterally within the same Job Class.
14.09 Any employee may apply for a Job described in a Job Posting. Every applicant will receive a personal reply an acknowledgement to an application. The Company will provide the Association with a summary of Association members applying for the Job Posting.
14.11 14.10 In selecting a person to fill a vacancy, the Company will give ‘first consideration consideration’ to applicants from within the bargaining unit, as identified in Clause 14.01, who meet the minimum qualifications outlined on the Job Posting. In making its decision, the Company will consider the following criteria (not listed in order of priority): related ability, education and Job-related experience and performance.
14.12 If two or more candidates equally meet the criteria,
(a) a Permanent Employee from within the bargaining unit will be selected over a Temporary Employee or a Term Employee and
(b) in deciding among Permanent Employees, the candidate with the greatest length of service with the Company will be selected.
14.13 The Company may fill or decline to fill any Job that has been posted.
(a) If the Company decides to fill the posted Job, it will attempt to make its selection within 30 Days of the close of the Job Posting.
(b) If the Company declines to fill the posted Job, it will provide notice to the Association.
14.14 When the Company fills a posted Job, it will, within two days of the selection (excluding Saturday, Sunday and holidays), send a notice to all applicants by Company mail.
(a) An employee who applied for, but was not selected for, a posted Job may ask for reasons for not being selected.
(b) The request will be in writing and will be sent to the person named as the information contact in the Job Posting within five Working Days of the employee receiving notice of the selection decision. The employee will send a copy of the request to Human Resources and to the Association.
(c) Within five Working Days of receiving the request, the person to whom it was sent will give written reasons for the selection decision.
14.16 The Company may, but is not obliged to, consider the applications of employees who have been in their present Job and location for less than two years. The Company is, however, obliged to consider applications of employees who are applying for a Job that has a higher maximum rate of pay than their current Job.
14.17 When an employee is to take up a new Job as a result of a Job Posting, the change will take place within four weeks of the employee's selection for the position, unless a later date has been specified on the Job Posting. Should there be good and sufficient reason why the change to the new Job cannot be made within the four-week period, the employee shall be notified, in writing, as to the reasons for the delay and shall be given a specific date on which the change shall be made.
14.18 The following provisions apply when the Company appoints a person to a Job because of lack of qualified persons responding to a Job Posting or when the Company appoints a person to a Job under Clause 14.08:
(a) The Company may subsequently appoint that employee to another Job, at the same or lower classification, without first issuing a Job Posting. In such a case, the provisions of Clauses 14.02 to 14.16 are waived for that appointment only.
(b) The Company will give first consideration to the employee's preferred locations when deciding where to transfer that employee.
(c) When the Company moves a person, as described in paragraph (a), into a Job with a lower salary range, the employee's salary will be maintained at its current level until the salary range for the new Job incorporates the employee's salary. Normal Working Day (paid) 7.5 hours 8.0 hours Working Day to be scheduled between the hours of 0700 - 1700 0700 - 1700 Lunch period (unpaid) (Maximum) 1 hour 1 hour Normal Work Week 37.5 hours 5 consecutive days Monday - Friday inclusive 40 hours 5 consecutive days Monday - Friday inclusive Normal Working Day (paid) 8 hours or 10 hours 8 or 12 hours (as per schedule) Working Day to be scheduled between the hours of 0600 - 1800 0000 - 2400 Lunch period (unpaid) (Maximum) 1 hour Normal Work Week 40 hours over five consecutive days Monday -Saturday inclusive (for employees scheduled to work 8-hour days) OR 40 hours over four consecutive days Monday -Saturday inclusive (for employees scheduled to work 10-hour days) (subject to Clause 15.08) 40 hours scheduled over shift cycle
Appears in 1 contract
Samples: Employment Agreement
JOB POSTING AND JOB PROGRESSION. 14.01 The Company is committed to the development of employees from within the bargaining unit. This commitment is discussed in more detail in Appendix A, Letter of Agreement RE: Reciprocity, of this agreement.
14.02 The Company will issue a Job Posting whenever there is a vacancy in a permanent Job or a new permanent Job is created that is within the scope of this agreement, subject only to clauses 14.03, 14.04, 14.05 and 14.08.
14.03 The Company will provide notice to the Association after it determines a vacant permanent Job will not be filled.
14.04 Progression, as set out in Appendix B of this agreement, does not constitute a new or vacant Job.
14.05 14.04 The Company is not obliged to issue a Job Posting before hiring a Part-time Employee, a Temporary Employee or a Term Temporary Employee.
14.06 14.05 No posting is required if a Job has been assessed or evaluated to a higher class, if the person who held the Job before the Assessment or Evaluation remains in the Job.
14.07 14.06 Job Postings will be placed on bulletin boards throughout the Company and remain there for 14 Days. A copy of the postings will be sent to the Association.
14.08 14.07 A Job Posting will contain information as to the minimum education and experience required for the Job. If the Job is one for which there is a normal progression track, the posting will also list the qualifications required for progression. The posting will provide the name of a person who, on request, will give particulars related to the Job to any bargaining unit member.
(a) When
(i) an employee is selected for a position for which a Job Posting was issued and
(ii) that employee’s successor is selected as a result of a Job Posting, then the Company may fill the successor's Job without a Job Posting. If an employee is appointed to that unposted Job, then the Company may appoint his successor without a Job Posting. If a further vacancy occurs as a result of this second appointment, it will be posted.
(b) The Company will issue a bulletin board announcement advising of a Job vacancy under this clause, even when it is not required to post the vacancy.
14.10 14.09 Any employee may apply for a Job described in a Job Posting. Every applicant will receive a personal reply to an application. The Company will provide the Association with a summary of Association members applying for the Job Posting.
14.11 14.10 In selecting a person to fill a vacancy, the Company will give first consideration to applicants from within the bargaining unit. In making its decision, the Company will consider the following criteria (not listed in order of priority): related ability, education and Job-related experience and performance.
14.12 14.11 If two or more candidates equally meet the criteria,
(a) a Permanent Employee from within the bargaining unit will be selected over a Temporary Employee or a Term Employee and
(b) in deciding among Permanent Employees, the candidate with the greatest length of service with the Company will be selected.
14.13 14.12 The Company may fill or decline to fill any Job that has been posted.
(a) . If the Company it decides to fill the posted Job, it will attempt to make its selection within 30 Days of the close of the Job Posting.
(b) If the Company declines to fill the posted Job, it will provide notice to the Association.
14.14 14.13 When the Company fills a posted Job, it will, within two days of the selection (excluding Saturday, Sunday and holidays), send a notice to all applicants by Company mail.
(a) An employee who applied for, but was not selected for, a posted Job may ask for reasons for not being selected.
(b) The request will be in writing and will be sent to the person named as the information contact in the Job Posting within five Working Days of the employee receiving notice of the selection decision. The employee will send a copy of the request to Human Resources and to the Association.
(c) Within five Working Days of receiving the request, the person to whom it was sent will give written reasons for the selection decision.
14.16 14.15 The Company may, but is not obliged to, consider the applications of employees who have been in their present Job and location for less than two years. The Company is, however, obliged to consider applications of employees who are applying for a Job that has a higher maximum rate of pay than their current Job.
14.17 14.16 When an employee is to take up a new Job as a result of a Job Posting, the change will take place within four weeks of the employee's selection for the position, unless a later date has been specified on the Job Posting. Should there be good and sufficient reason why the change to the new Job cannot be made within the four-week period, the employee shall be notified, in writing, as to the reasons for the delay and shall be given a specific date on which the change shall be made.
14.18 14.17 The following provisions apply when the Company appoints a person to a Job because of lack of qualified persons responding to a Job Posting or when the Company appoints a person to a Job under Clause 14.08:
(a) The Company may subsequently appoint that employee to another Job, at the same or lower classification, without first issuing a Job Posting. In such a case, the provisions of Clauses 14.02 to 14.16 are waived for that appointment only.
(b) The Company will give first consideration to the employee's preferred locations when deciding where to transfer that employee.
(c) When the Company moves a person, as described in paragraph (a), into a Job with a lower salary range, the employee's salary will be maintained at its current level until the salary range for the new Job incorporates the employee's salary. Normal Working Day (paid) 7.5 hours 8.0 hours Working Day to be scheduled between the hours of 0700 - 1700 0700 - 1700 Lunch period (unpaid) (Maximum) 1 hour 1 hour Normal Work Week 37.5 hours 5 consecutive days Monday - Friday inclusive 40 hours 5 consecutive days Monday - Friday inclusive Normal Working Day (paid) 8 hours or 10 hours 8 or 12 hours (as per schedule) Working Day to be scheduled between the hours of 0600 - 1800 0000 - 2400 Lunch period (unpaid) (Maximum) 1 hour Normal Work Week 40 hours over five consecutive days Monday -Saturday inclusive (for employees scheduled to work 8-hour days) OR 40 hours over four consecutive days Monday -Saturday inclusive (for employees scheduled to work 10-hour days) (subject to Clause 15.08) 40 hours scheduled over shift cycle.
Appears in 1 contract
Samples: Employment Agreement
JOB POSTING AND JOB PROGRESSION.
14.01 The Company is committed to the development of employees from within the bargaining unit. This commitment is discussed in more detail in Appendix A, under the Letter of Agreement RE: Reciprocity, of – Job Posting in this collective agreement.
14.02 The Company will issue a Job Posting whenever there is a vacancy in a permanent Job or a new permanent Job is created that is within the scope of this collective agreement, subject only to clauses Clause 14.03, 14.04, 14.05 and 14.08.
14.03 The Company will provide notice is not required to the Association after it determines issue a vacant permanent Job will not be filled.Posting:
14.04 Progression, (a) for Job progressions as set out in Appendix B of this agreement, Job progression does not constitute a new or vacant Job.
14.05 The Company is not obliged to issue a Job Posting (b) before hiring a Part-time Employee, a Temporary Employee or a Term Temporary Employee.
14.06 No posting is required (c) if a Job has been assessed or evaluated to a Job Class with a higher class, if maximum wage rate and the person who held the Job before the Assessment assessment or Evaluation evaluation remains in the Job
(d) when the Company decides that a vacant permanent Job will not be filled (e) under circumstances outlined in Clause 14.08.
14.07 14.04 Upon request, local management and an Association representative will discuss vacancies in the area and discuss how workload will be managed.
14.05 The Company will provide the Association with a recruitment report on a monthly basis that will include information on Job posting applicants, vacant permanent Jobs that will not be filled, and Jobs posted that will not be filled.
14.06 Job Postings will be placed on bulletin boards throughout the Company and remain there for 14 Days. A copy of the postings Job Postings will be sent to the Association.
14.08 14.07 A Job Posting will contain information as to the minimum education and experience required for the Job. If the Job is one for which there is a normal progression track, the posting Job Posting will also list the qualifications required for progression. The posting Job Posting will provide the name of a person who, on request, will give particulars related to the Job to any bargaining unit member.
(a) When
(i) an employee is selected for a position Job for which a Job Posting was issued and
(ii) that employee’s successor is selected as a result of a Job Posting, then the Company may fill the successor's Job without a Job Posting. If an employee is appointed to that unposted Job, then the Company may appoint his successor without a Job Posting. If a further vacancy occurs as a result of this second appointment, it will be posted.
(b) The Company will issue a bulletin board announcement notice advising of a Job vacancy under this clause, even when it is not required to post the vacancy.
14.10 (c) Unless an appointment is a lateral move within the same Job Class, the following lead Jobs under technical and trades will be excluded from 14.08.
(i) 558500 Power Line Technician Team Lead – Line 559500 Power Line Technician Team Lead - Service 581801 Meter Technologist, Team Leader 581802 Communication Technologist, Team Leader 587900 Lead Equipment Mechanic 586901 Lead Maintenance Technician 585800 Electrical Technologist, Team Leader 585801 Technical Resources Technologist, Team Leader 580600 Power Line Surveyor, Team Leader 585802 Mechanical Technologist, Team Leader
(ii) The Company will inform the Association before it makes the decision to move an employee in a lead Job laterally within the same Job Class.
14.09 Any employee may apply for a Job described in a Job Posting. Every applicant will receive a personal reply an acknowledgement to an application. The Company will provide the Association with a summary of Association members applying for the Job Posting.
14.11 14.10 In selecting a person to fill a vacancy, the Company will give ‘first consideration consideration’ to applicants from within the bargaining unit, as identified in Clause 14.01, who meet the minimum qualifications outlined on the Job Posting. In making its decision, the Company will consider the following criteria (not listed in order of priority): related ability, education and Job-related experience and performance.
14.12 If two or more candidates equally meet the criteria,
(a) a Permanent Employee from within the bargaining unit will be selected over a Temporary Employee or a Term Employee and
(b) in deciding among Permanent Employees, the candidate with the greatest length of service with the Company will be selected.
14.13 The Company may fill or decline to fill any Job that has been posted.
(a) If the Company decides to fill the posted Job, it will attempt to make its selection within 30 Days of the close of the Job Posting.
(b) If the Company declines to fill the posted Job, it will provide notice to the Association.
14.14 When the Company fills a posted Job, it will, within two days of the selection (excluding Saturday, Sunday and holidays), send a notice to all applicants by Company mail.
(a) An employee who applied for, but was not selected for, a posted Job may ask for reasons for not being selected.
(b) The request will be in writing and will be sent to the person named as the information contact in the Job Posting within five Working Days of the employee receiving notice of the selection decision. The employee will send a copy of the request to Human Resources and to the Association.
(c) Within five Working Days of receiving the request, the person to whom it was sent will give written reasons for the selection decision.
14.16 The Company may, but is not obliged to, consider the applications of employees who have been in their present Job and location for less than two years. The Company is, however, obliged to consider applications of employees who are applying for a Job that has a higher maximum rate of pay than their current Job.
14.17 When an employee is to take up a new Job as a result of a Job Posting, the change will take place within four weeks of the employee's selection for the position, unless a later date has been specified on the Job Posting. Should there be good and sufficient reason why the change to the new Job cannot be made within the four-week period, the employee shall be notified, in writing, as to the reasons for the delay and shall be given a specific date on which the change shall be made.
14.18 The following provisions apply when the Company appoints a person to a Job because of lack of qualified persons responding to a Job Posting or when the Company appoints a person to a Job under Clause 14.08:
(a) The Company may subsequently appoint that employee to another Job, at the same or lower classification, without first issuing a Job Posting. In such a case, the provisions of Clauses 14.02 to 14.16 are waived for that appointment only.
(b) The Company will give first consideration to the employee's preferred locations when deciding where to transfer that employee.
(c) When the Company moves a person, as described in paragraph (a), into a Job with a lower salary range, the employee's salary will be maintained at its current level until the salary range for the new Job incorporates the employee's salary. Normal Working Day (paid) 7.5 hours 8.0 hours Working Day to be scheduled between the hours of 0700 - 1700 0700 - 1700 Lunch period (unpaid) (Maximum) 1 hour 1 hour Normal Work Week 37.5 hours 5 consecutive days Monday - Friday inclusive 40 hours 5 consecutive days Monday - Friday inclusive Normal Working Day (paid) 8 hours or 10 hours 8 or 12 hours (as per schedule) Working Day to be scheduled between the hours of 0600 - 1800 0000 - 2400 Lunch period (unpaid) (Maximum) 1 hour Normal Work Week 40 hours over five consecutive days Monday -Saturday inclusive (for employees scheduled to work 8-hour days) OR 40 hours over four consecutive days Monday -Saturday inclusive (for employees scheduled to work 10-hour days) (subject to Clause 15.08) 40 hours scheduled over shift cycle
Appears in 1 contract
Samples: Collective Bargaining Agreement
JOB POSTING AND JOB PROGRESSION. 14.01 The Company is committed to the development of employees from within the bargaining unit. This commitment is discussed in more detail in Appendix A, under the Letter of Agreement RE: Reciprocity, of Understanding – Job Posting in this agreement.
14.02 The Company will issue a Job Posting whenever there is a vacancy in a permanent Job or a new permanent Job is created that which is within the scope of this agreement, subject only to clauses 14.03, 14.04, 14.05 and 14.08.
14.03 The Company will provide notice to the Association after it determines a vacant permanent Job will not be filled.
14.04 Progression, Progression as set out in Appendix B Job Progression of this agreement, agreement does not constitute a new or vacant Job.
14.05 14.04 The Company is not obliged to issue a Job Posting before hiring a Part-time Employee, a Temporary Employee or a Term Temporary Employee.
14.06 14.05 No posting is required if a Job has been assessed or evaluated to a Job Class with a higher classmaximum wage rate, if the person who held the Job before the Assessment or Evaluation remains in the Job.
14.07 14.06 Job Postings will be placed on bulletin boards throughout the Company and remain there for 14 Days. A copy of the postings will be sent to the Association.
14.08 14.07 A Job Posting will contain information as to the minimum education and experience required for the Job. If the Job is one for which there is a normal progression track, the posting will also list the qualifications required for progression. The posting will provide the name of a person who, on request, will give particulars related to the Job to any bargaining bargaining-unit member.
14.08 (a) When
(i) an employee is selected for a position for which a Job Posting was issued issued, and
(ii) that employee’s successor is selected as a result of a Job Posting, then the Company may fill the successor's Job without a Job Posting. If an employee is appointed to that unposted un-posted Job, then the Company may appoint his successor without a Job Posting. If a further vacancy occurs as a result of this second appointment, then it will be posted.
(b) The Company will issue a bulletin board announcement advising of a Job vacancy under this clause, even when it is not required to post the vacancy.
14.10 Any employee may apply for a Job described in a Job Posting. Every applicant will receive a personal reply to an application. The Company will provide the Association with a summary of Association members applying for the Job Posting.
14.11 In selecting a person to fill a vacancy, the Company will give first consideration to applicants from within the bargaining unit. In making its decision, the Company will consider the following criteria (not listed in order of priority): related ability, education and Job-related experience and performance.
14.12 If two or more candidates equally meet the criteria,
(a) a Permanent Employee from within the bargaining unit will be selected over a Temporary Employee or a Term Employee and
(b) in deciding among Permanent Employees, the candidate with the greatest length of service with the Company will be selected.
14.13 The Company may fill or decline to fill any Job that has been posted.
(a) If the Company decides to fill the posted Job, it will attempt to make its selection within 30 Days of the close of the Job Posting.
(b) If the Company declines to fill the posted Job, it will provide notice to the Association.
14.14 When the Company fills a posted Job, it will, within two days of the selection (excluding Saturday, Sunday and holidays), send a notice to all applicants by Company mail.
(a) An employee who applied for, but was not selected for, a posted Job may ask for reasons for not being selected.
(b) The request will be in writing and will be sent to the person named as the information contact in the Job Posting within five Working Days of the employee receiving notice of the selection decision. The employee will send a copy of the request to Human Resources and to the Association.
(c) Within five Working Days of receiving the request, the person to whom it was sent will give written reasons for the selection decision.
14.16 The Company may, but is not obliged to, consider the applications of employees who have been in their present Job and location for less than two years. The Company is, however, obliged to consider applications of employees who are applying for a Job that has a higher maximum rate of pay than their current Job.
14.17 When an employee is to take up a new Job as a result of a Job Posting, the change will take place within four weeks of the employee's selection for the position, unless a later date has been specified on the Job Posting. Should there be good and sufficient reason why the change to the new Job cannot be made within the four-week period, the employee shall be notified, in writing, as to the reasons for the delay and shall be given a specific date on which the change shall be made.
14.18 The following provisions apply when the Company appoints a person to a Job because of lack of qualified persons responding to a Job Posting or when the Company appoints a person to a Job under Clause 14.08:
(a) The Company may subsequently appoint that employee to another Job, at the same or lower classification, without first issuing a Job Posting. In such a case, the provisions of Clauses 14.02 to 14.16 are waived for that appointment only.
(b) The Company will give first consideration to the employee's preferred locations when deciding where to transfer that employee.
(c) When the Company moves a person, as described in paragraph (a), into a Job with a lower salary range, the employee's salary will be maintained at its current level until the salary range for the new Job incorporates the employee's salary. Normal Working Day (paid) 7.5 hours 8.0 hours Working Day to be scheduled between the hours of 0700 - 1700 0700 - 1700 Lunch period (unpaid) (Maximum) 1 hour 1 hour Normal Work Week 37.5 hours 5 consecutive days Monday - Friday inclusive 40 hours 5 consecutive days Monday - Friday inclusive Normal Working Day (paid) 8 hours or 10 hours 8 or 12 hours (as per schedule) Working Day to be scheduled between the hours of 0600 - 1800 0000 - 2400 Lunch period (unpaid) (Maximum) 1 hour Normal Work Week 40 hours over five consecutive days Monday -Saturday inclusive (for employees scheduled to work 8-hour days) OR 40 hours over four consecutive days Monday -Saturday inclusive (for employees scheduled to work 10-hour days) (subject to Clause 15.08) 40 hours scheduled over shift cycle
Appears in 1 contract
Samples: Collective Bargaining Agreement
JOB POSTING AND JOB PROGRESSION. 14.01 The Company is committed to the development of employees from within the bargaining unit. This commitment is discussed in more detail in Appendix A, Letter of Agreement RE: Reciprocity, of this agreement.
14.02 The Company will issue a Job Posting whenever there is a vacancy in a permanent Job or a new permanent Job is created that is within the scope of this collective agreement, subject only to . The exceptions are clauses 14.03, 14.04, 14.05 and 14.08.
14.03 The Company will provide notice to the Association after it determines a vacant permanent Job will not be filled.
14.04 Progression, as set out in Appendix B A of this collective agreement, does not constitute a new or vacant Job.
14.05 14.04 The Company is not obliged to issue a Job Posting before hiring a Part-time Employee, a Temporary Employee or a Term Temporary Employee.
14.06 14.05 No posting Job Posting is required if a Job has been assessed or evaluated to a higher class, if the person who held the Job before the Assessment or Evaluation evaluation remains in the Job.
14.07 14.06 A Job Postings Posting will be placed on bulletin boards throughout the Company and remain there for 14 Days. A copy of the postings Job Posting will be sent to the Association.
14.08 14.07 A Job Posting will contain information as to the minimum education and experience required for the Job. If the Job is one for which there is a normal progression track, the posting Job Posting will also list the qualifications required for progression. The posting Job Posting will provide the name of a person who, on request, will give particulars related to the Job to any bargaining unit member.
(a) When
(i) an employee is selected for a position for which a Job Posting was issued and
(ii) that employee’s s successor is selected as a result of a Job Posting, then the Company may fill the successor's Job without a Job Posting. If an employee is appointed to that unposted JobJob that was not posted, then the Company may appoint his successor without a Job Posting. If a further vacancy occurs as a result of this second appointment, it will be posted.
(b) The Company will issue a bulletin board announcement advising of a Job vacancy under this clause, even when it is not required to post the vacancy.
14.10 14.09 Any employee may apply for a Job described in a Job Posting. Every applicant will receive a personal reply to an application. The Company will provide the Association with a summary of Association members applying for the Job Posting.
14.11 14.10 In selecting a person to fill a vacancy, the Company will give first consideration to applicants from within the bargaining unit. In making its decision, the Company will consider the following criteria (not listed in order of priority): related ability, education and Job-related experience and performanceperformance (not listed in order of priority).
14.12 14.11 If two or more candidates equally meet the criteria,
(a) a Permanent Employee from within the bargaining unit will be selected over a Temporary Employee or a Term Employee and
(b) in deciding among Permanent Employees, the candidate with the greatest length of service with the Company will be selected.
14.13 14.12 The Company may fill or decline to fill any Job that has been posted.
(a) . If the Company it decides to fill the posted Job, it will attempt to make its selection within 30 Days of the close of the Job Posting.
(b) If the Company declines to fill the posted Job, it will provide notice to the Association.
14.14 14.13 When the Company fills a posted Job, it will, within two days Days of the selection (excluding Saturday, Sunday and holidays), send a notice to all applicants by Company mailapplicants.
(a) An employee who applied for, but was not selected for, a posted Job may ask for reasons for not being selected.
(b) The request will be in writing and will be sent to the person named as the information contact in the Job Posting within five Working Days of the employee receiving notice of the selection decision. The employee will send a copy of the request to Human Resources and to the Association.
(c) Within five Working Days of receiving the request, the person to whom it the request was sent will give written reasons for the selection decision.
14.16 14.15 The Company may, but is not obliged to, consider the applications application of employees an employee who have has been in their his present Job and location for less than two years. The Company is, however, obliged to consider applications the application of employees an employee who are is applying for a Job that has a higher maximum rate of pay than their his current Job.
14.17 14.16 When an employee is to take up a new Job Job, as a result of a Job Posting, the change will take place within four weeks of the employee's selection for the position, unless a later date has been specified on the Job Posting. Should there be good and sufficient reason why the change to the new Job cannot be made within the four-week period, the employee shall be notified, in writing, as to the reasons for the delay and shall be given a specific date on which the change shall be made.
14.18 14.17 The following provisions apply when the Company appoints a person to a Job because of lack of qualified persons responding to a Job Posting or when the Company appoints a person to a Job under Clause clause 14.08:.
(a) The Company may subsequently appoint that employee to another Job, at the same or lower classification, without first issuing a Job Posting. In such a case, the provisions of Clauses clauses 14.02 to 14.16 are waived for that appointment only.
(b) The Company will give first consideration to the employee's preferred locations when deciding where to transfer that employee.
(c) When the Company moves a person, as described in paragraph (a), into a Job with a lower salary range, the employee's salary will be maintained at its current level until the salary range for the new Job incorporates the employee's salary. Normal Working Day (paid) 7.5 Schedule 32 8.0 or 10.0 hours 8.0 hours Working Day to be scheduled between the hours of 0700 - 1700 0700 - 1700 Lunch period (unpaid) (Maximum) 1 hour 1 hour Normal Work Week 37.5 hours 5 consecutive days Monday - Friday inclusive 40 hours 5 consecutive days Days, Monday - Friday inclusive Normal Working Day to Lunch period Normal Work Working be scheduled (unpaid) Week Day between the (maximum) (paid) 8 hours or 10 hours 8 or of Appendix B Schedule 36 12 hours (as per schedule) Working Day to be scheduled between the hours of 0600 - 1800 0000 - 0000-2400 Lunch period (unpaid) (Maximum) 1 hour Normal Work Week 40 hours over five consecutive days Monday -Saturday inclusive (for employees scheduled to work 8-hour days) OR 40 hours over four consecutive days Monday -Saturday inclusive (for employees scheduled to work 10-hour days) (subject to Clause 15.08) 40 hours scheduled over shift cycle
Appears in 1 contract
Samples: Collective Bargaining Agreement
JOB POSTING AND JOB PROGRESSION. 14.01 The Company is committed to the development of employees from within the bargaining unit. This commitment is discussed in more detail in Appendix A, Letter of Agreement RE: Reciprocity, A of this agreement.
14.02 The Company will issue a Job Posting whenever there is a vacancy in a permanent Job or a new permanent Job is created that which is within the scope of this agreement, subject only to clauses 14.03, 14.04, 14.05 and 14.08.
14.03 The Company will provide notice to the Association after it determines a vacant permanent Job will not be filled.
14.04 Progression, Progression as set out in Appendix B of this agreement, agreement does not constitute a new or vacant Job.
14.05 14.04 The Company is not obliged to issue a Job Posting before hiring a Part-time Employee, a Temporary Employee or a Term Temporary Employee.
14.06 14.05 No posting is required if a Job has been assessed or evaluated to a higher class, if the person who held the Job before the Assessment or Evaluation remains in the Job.
14.07 14.06 Job Postings will be placed on bulletin boards throughout the Company and remain there for 14 Days. A copy of the postings will be sent to the Association.
14.08 14.07 A Job Posting will contain information as to the minimum education and experience required for the Job. If the Job is one for which there is a normal progression track, the posting will also list the qualifications required for progression. The posting will provide the name of a person who, on request, will give particulars related to the Job to any bargaining bargaining-unit member.
14.08 (a) When
(i1) an employee is selected for a position for which a Job Posting was issued issued, and
(ii2) that employee’s successor is selected as a result of a Job Posting, then the Company may fill the successor's Job without a Job Posting. If an employee is appointed to that unposted Job, then the Company may appoint his successor without a Job Posting. If a further vacancy occurs as a result of this second appointment, then it will be posted.
(b) The Company will issue a bulletin board announcement advising of a Job vacancy under this clause, even when it is not required to post the vacancy.
14.10 Any employee may apply for a Job described in a Job Posting. Every applicant will receive a personal reply to an application. The Company will provide the Association with a summary of Association members applying for the Job Posting.
14.11 In selecting a person to fill a vacancy, the Company will give first consideration to applicants from within the bargaining unit. In making its decision, the Company will consider the following criteria (not listed in order of priority): related ability, education and Job-related experience and performance.
14.12 If two or more candidates equally meet the criteria,
(a) a Permanent Employee from within the bargaining unit will be selected over a Temporary Employee or a Term Employee and
(b) in deciding among Permanent Employees, the candidate with the greatest length of service with the Company will be selected.
14.13 The Company may fill or decline to fill any Job that has been posted.
(a) If the Company decides to fill the posted Job, it will attempt to make its selection within 30 Days of the close of the Job Posting.
(b) If the Company declines to fill the posted Job, it will provide notice to the Association.
14.14 When the Company fills a posted Job, it will, within two days of the selection (excluding Saturday, Sunday and holidays), send a notice to all applicants by Company mail.
(a) An employee who applied for, but was not selected for, a posted Job may ask for reasons for not being selected.
(b) The request will be in writing and will be sent to the person named as the information contact in the Job Posting within five Working Days of the employee receiving notice of the selection decision. The employee will send a copy of the request to Human Resources and to the Association.
(c) Within five Working Days of receiving the request, the person to whom it was sent will give written reasons for the selection decision.
14.16 The Company may, but is not obliged to, consider the applications of employees who have been in their present Job and location for less than two years. The Company is, however, obliged to consider applications of employees who are applying for a Job that has a higher maximum rate of pay than their current Job.
14.17 When an employee is to take up a new Job as a result of a Job Posting, the change will take place within four weeks of the employee's selection for the position, unless a later date has been specified on the Job Posting. Should there be good and sufficient reason why the change to the new Job cannot be made within the four-week period, the employee shall be notified, in writing, as to the reasons for the delay and shall be given a specific date on which the change shall be made.
14.18 The following provisions apply when the Company appoints a person to a Job because of lack of qualified persons responding to a Job Posting or when the Company appoints a person to a Job under Clause 14.08:
(a) The Company may subsequently appoint that employee to another Job, at the same or lower classification, without first issuing a Job Posting. In such a case, the provisions of Clauses 14.02 to 14.16 are waived for that appointment only.
(b) The Company will give first consideration to the employee's preferred locations when deciding where to transfer that employee.
(c) When the Company moves a person, as described in paragraph (a), into a Job with a lower salary range, the employee's salary will be maintained at its current level until the salary range for the new Job incorporates the employee's salary. Normal Working Day (paid) 7.5 hours 8.0 hours Working Day to be scheduled between the hours of 0700 - 1700 0700 - 1700 Lunch period (unpaid) (Maximum) 1 hour 1 hour Normal Work Week 37.5 hours 5 consecutive days Monday - Friday inclusive 40 hours 5 consecutive days Monday - Friday inclusive Normal Working Day (paid) 8 hours or 10 hours 8 or 12 hours (as per schedule) Working Day to be scheduled between the hours of 0600 - 1800 0000 - 2400 Lunch period (unpaid) (Maximum) 1 hour Normal Work Week 40 hours over five consecutive days Monday -Saturday inclusive (for employees scheduled to work 8-hour days) OR 40 hours over four consecutive days Monday -Saturday inclusive (for employees scheduled to work 10-hour days) (subject to Clause 15.08) 40 hours scheduled over shift cycle
Appears in 1 contract
Samples: Collective Bargaining Agreement
JOB POSTING AND JOB PROGRESSION. 14.01 The Company is committed to the development of employees from within the bargaining unit. This commitment is discussed in more detail in Appendix A, Letter of Agreement RE: Reciprocity, of this agreement.
14.02 The Company will issue a Job Posting whenever there is a vacancy in a permanent Job or a new permanent Job is created that is within the scope of this collective agreement, subject only to . The exceptions are clauses 14.03, 14.04, 14.05 and 14.08.
14.03 The Company will provide notice to the Association after it determines a vacant permanent Job will not be filled.
14.04 Progression, as set out in Appendix B A of this collective agreement, does not constitute a new or vacant Job.
14.05 14.04 The Company is not obliged to issue a Job Posting before hiring a Part-time Employee, a Temporary Employee or a Term Temporary Employee.
14.06 14.05 No posting Job Posting is required if a Job has been assessed or evaluated to a higher class, if the person who held the Job before the Assessment or Evaluation evaluation remains in the Job.
14.07 14.06 A Job Postings Posting will be placed on bulletin boards throughout the Company and remain there for 14 Days. A copy of the postings Job Posting will be sent to the Association.
14.08 14.07 A Job Posting will contain information as to the minimum education and experience required for the Job. If the Job is one for which there is a normal progression track, the posting Job Posting will also list the qualifications required for progression. The posting Job Posting will provide the name of a person who, on request, will give particulars related to the Job to any bargaining unit member.
(a) When
(i) an employee is selected for a position for which a Job Posting was issued and
(ii) that employee’s successor is selected as a result of a Job Posting, then the Company may fill the successor's Job without a Job Posting. If an employee is appointed to that unposted JobJob that was not posted, then the Company may appoint his successor without a Job Posting. If a further vacancy occurs as a result of this second appointment, it will be posted.
(b) The Company will issue a bulletin board announcement advising of a Job vacancy under this clause, even when it is not required to post the vacancy.
14.10 14.09 Any employee may apply for a Job described in a Job Posting. Every applicant will receive a personal reply to an application. The Company will provide the Association with a summary of Association members applying for the Job Posting.
14.11 14.10 In selecting a person to fill a vacancy, the Company will give first consideration to applicants from within the bargaining unit. In making its decision, the Company will consider the following criteria (not listed in order of priority): related ability, education and Job-related experience and performanceperformance (not listed in order of priority).
14.12 14.11 If two or more candidates equally meet the criteria,
(a) a Permanent Employee from within the bargaining unit will be selected over a Temporary Employee or a Term Employee and
(b) in deciding among Permanent Employees, the candidate with the greatest length of service with the Company will be selected.
14.13 14.12 The Company may fill or decline to fill any Job that has been posted.
(a) . If the Company it decides to fill the posted Job, it will attempt to make its selection within 30 Days of the close of the Job Posting.
(b) If the Company declines to fill the posted Job, it will provide notice to the Association.
14.14 14.13 When the Company fills a posted Job, it will, within two days Days of the selection (excluding Saturday, Sunday and holidays), send a notice to all applicants by Company mailapplicants.
(a) An employee who applied for, but was not selected for, a posted Job may ask for reasons for not being selected.
(b) The request will be in writing and will be sent to the person named as the information contact in the Job Posting within five Working Days of the employee receiving notice of the selection decision. The employee will send a copy of the request to Human Resources and to the Association.
(c) Within five Working Days of receiving the request, the person to whom it the request was sent will give written reasons for the selection decision.
14.16 14.15 The Company may, but is not obliged to, consider the applications application of employees an employee who have has been in their his present Job and location for less than two years. The Company is, however, obliged to consider applications the application of employees an employee who are is applying for a Job that has a higher maximum rate of pay than their his current Job.
14.17 14.16 When an employee is to take up a new Job Job, as a result of a Job Posting, the change will take place within four weeks of the employee's selection for the position, unless a later date has been specified on the Job Posting. Should there be good and sufficient reason why the change to the new Job cannot be made within the four-week period, the employee shall be notified, in writing, as to the reasons for the delay and shall be given a specific date on which the change shall be made.
14.18 14.17 The following provisions apply when the Company appoints a person to a Job because of lack of qualified persons responding to a Job Posting or when the Company appoints a person to a Job under Clause clause 14.08:.
(a) The Company may subsequently appoint that employee to another Job, at the same or lower classification, without first issuing a Job Posting. In such a case, the provisions of Clauses clauses 14.02 to 14.16 are waived for that appointment only.
(b) The Company will give first consideration to the employee's preferred locations when deciding where to transfer that employee.
(c) When the Company moves a person, as described in paragraph (a), into a Job with a lower salary range, the employee's salary will be maintained at its current level until the salary range for the new Job incorporates the employee's salary. Table I - Normal Working Day (paid) 7.5 hours Hours of Work - Office Jobs Schedule 32 8.0 hours Working Day to be scheduled between the hours of 0700 - 1700 1 hour 40 hours 5 consecutive Days, Monday - Friday inclusive Schedule 30 7.5 hours 0700 - 1700 Lunch period (unpaid) (Maximum) 1 hour 1 hour Normal Work Week 37.5 hours 5 consecutive days Monday - Friday inclusive 40 hours 5 consecutive days Days, Monday - Friday inclusive Normal Working Day (paid) 8 hours or 10 hours 8 or 12 hours (as per schedule) Working Day to be scheduled between the hours of 0600 - 1800 0000 - 2400 Lunch period (unpaid) (Maximummaximum) 1 hour Normal Work Week 40 hours over five consecutive days Monday -Saturday inclusive (for employees scheduled to work 8-hour days) OR 40 hours over four consecutive days Monday -Saturday inclusive (for employees scheduled to work 10-hour days) (subject to Clause 15.08) 40 hours scheduled over shift cycleWeek
Appears in 1 contract
Samples: Collective Bargaining Agreement
JOB POSTING AND JOB PROGRESSION. 14.01 The Company is committed to the development of employees from within the bargaining unit. This commitment is discussed in more detail in Appendix A, Letter of Agreement RE: Reciprocity, of this agreement.
14.02 The Company will issue a Job Posting whenever there is a vacancy in a permanent Job or a new permanent Job is created that is within the scope of this agreement, subject only to clauses 14.03, 14.04, 14.05 and 14.08.
14.03 The Company will provide notice to the Association within 60 Days after it determines a permanent Job becomes vacant permanent if the Job will not be filled.
14.04 Progression, as set out in Appendix B of this agreement, does not constitute a new or vacant Job.
14.05 The Company is not obliged to issue a Job Posting before hiring a Part-time Employee, a Temporary Employee or a Term Employee.
14.06 No posting is required if a Job has been assessed or evaluated to a higher class, if the person who held the Job before the Assessment or Evaluation remains in the Job.
14.07 Job Postings will be placed on bulletin boards throughout the Company and remain there for 14 Days. A copy of the postings will be sent to the Association.
14.08 A Job Posting will contain information as to the minimum education and experience required for the Job. If the Job is one for which there is a normal progression track, the posting will also list the qualifications required for progression. The posting will provide the name of a person who, on request, will give particulars related to the Job to any bargaining unit member.
(a) When
(i) an employee is selected for a position for which a Job Posting was issued and
(ii) that employee’s successor is selected as a result of a Job Posting, then the Company may fill the successor's Job without a Job Posting. If an employee is appointed to that unposted Job, then the Company may appoint his successor without a Job Posting. If a further vacancy occurs as a result of this second appointment, it will be posted.
(b) The Company will issue a bulletin board announcement advising of a Job vacancy under this clause, even when it is not required to post the vacancy.
14.10 Any employee may apply for a Job described in a Job Posting. Every applicant will receive a personal reply to an application. The Company will provide the Association with a summary of Association members applying for the Job Posting.
14.11 In selecting a person to fill a vacancy, the Company will give first consideration to applicants from within the bargaining unit. In making its decision, the Company will consider the following criteria (not listed in order of priority): related ability, education and Job-related experience and performance.
14.12 If two or more candidates equally meet the criteria,
(a) a Permanent Employee from within the bargaining unit will be selected over a Temporary Employee or a Term Employee and
(b) in deciding among Permanent Employees, the candidate with the greatest length of service with the Company will be selected.
14.13 The Company may fill or decline to fill any Job that has been posted.
(a) If the Company decides to fill the posted Job, it will attempt to make its selection within 30 Days of the close of the Job Posting.
(b) If the Company declines to fill the posted Job, it will provide notice to the Association.
14.14 When the Company fills a posted Job, it will, within two days of the selection (excluding Saturday, Sunday and holidays), send a notice to all applicants by Company mail.
(a) An employee who applied for, but was not selected for, a posted Job may ask for reasons for not being selected.
(b) The request will be in writing and will be sent to the person named as the information contact in the Job Posting within five Working Days of the employee receiving notice of the selection decision. The employee will send a copy of the request to Human Resources and to the Association.
(c) Within five Working Days of receiving the request, the person to whom it was sent will give written reasons for the selection decision.
14.16 The Company may, but is not obliged to, consider the applications of employees who have been in their present Job and location for less than two years. The Company is, however, obliged to consider applications of employees who are applying for a Job that has a higher maximum rate of pay than their current Job.
14.17 When an employee is to take up a new Job as a result of a Job Posting, the change will take place within four weeks of the employee's selection for the position, unless a later date has been specified on the Job Posting. Should there be good and sufficient reason why the change to the new Job cannot be made within the four-week period, the employee shall be notified, in writing, as to the reasons for the delay and shall be given a specific date on which the change shall be made.
14.18 The following provisions apply when the Company appoints a person to a Job because of lack of qualified persons responding to a Job Posting or when the Company appoints a person to a Job under Clause 14.08:
(a) The Company may subsequently appoint that employee to another Job, at the same or lower classification, without first issuing a Job Posting. In such a case, the provisions of Clauses 14.02 to 14.16 are waived for that appointment only.
(b) The Company will give first consideration to the employee's preferred locations when deciding where to transfer that employee.
(c) When the Company moves a person, as described in paragraph (a), into a Job with a lower salary range, the employee's salary will be maintained at its current level until the salary range for the new Job incorporates the employee's salary. Normal Working Day (paid) 7.5 hours 8.0 hours Working Day to be scheduled between the hours of 0700 - 1700 0700 - 1700 Lunch period (unpaid) (Maximum) 1 hour 1 hour Normal Work Week 37.5 hours 5 consecutive days Monday - Friday inclusive 40 hours 5 consecutive days Monday - Friday inclusive Normal Working Day (paid) 8 hours or 10 hours 8 or 12 hours (as per schedule) Working Day to be scheduled between the hours of 0600 - 1800 0000 - 2400 Lunch period (unpaid) (Maximum) 1 hour Normal Work Week 40 hours over five consecutive days Monday -Saturday inclusive (for employees scheduled to work 8-hour days) OR 40 hours over four consecutive days Monday -Saturday inclusive (for employees scheduled to work 10-hour days) (subject to Clause 15.08) 40 hours scheduled over shift cycle
Appears in 1 contract
Samples: Collective Bargaining Agreement
JOB POSTING AND JOB PROGRESSION. 14.01 The Company is committed to the development of employees from within the bargaining unit. This commitment is discussed in more detail in Appendix A, under the Letter of Agreement RE: Reciprocity, of – Job Posting in this collective agreement.
14.02 The Company will issue a Job Posting whenever there is a vacancy in a permanent Job or a new permanent Job is created that is within the scope of this collective agreement, subject only to clauses Clause 14.03, 14.04, 14.05 and 14.08.
14.03 The Company is not required to issue a Job Posting:
(a) for Job progressions as Job progression does not constitute a new or vacant Job
(b) before hiring a Part-time Employee or a Temporary Employee
(c) if a Job has been assessed or evaluated to a Job Class with a higher maximum wage rate and the person who held the Job before the assessment or evaluation remains in the Job
(d) when the Company decides that a vacant permanent Job will provide notice to not be filled (e) under circumstances outlined in Clause 14.08.
14.04 The Company will inform the Association after when it determines decides a vacant permanent Job will not be filled.
14.04 Progression, as set out in Appendix B of this agreement, does not constitute a new or vacant Job.
14.05 The Company is not obliged will post a Recruitment Report that provides information about Job Postings on the Company’s intranet. A copy of the Recruitment Report will also be forwarded to issue a Job Posting before hiring a Part-time Employee, a Temporary Employee or a Term Employeethe Association monthly. Local management will meet with an Association representative to review vacancies in the area and discuss how workload will be managed.
14.06 No posting is required if a Job has been assessed or evaluated to a higher class, if the person who held the Job before the Assessment or Evaluation remains in the Job.
14.07 Job Postings will be placed on bulletin boards throughout the Company and remain there for 14 Days. A copy of the postings Job Postings will be sent to the Association.
14.08 14.07 A Job Posting will contain information as to the minimum education and experience required for the Job. If the Job is one for which there is a normal progression track, the posting Job Posting will also list the qualifications required for progression. The posting Job Posting will provide the name of a person who, on request, will give particulars related to the Job to any bargaining unit member.
(a) When
(i) an employee is selected for a position Job for which a Job Posting was issued and
(ii) that employee’s successor is selected as a result of a Job Posting, then the Company may fill the successor's Job without a Job Posting. If an employee is appointed to that unposted Job, then the Company may appoint his successor without a Job Posting. If a further vacancy occurs as a result of this second appointment, it will be posted.
(b) The Company will issue a bulletin board announcement notice advising of a Job vacancy under this clause, even when it is not required to post the vacancy.
14.10 (c) Unless an appointment is a lateral move within the same Job Class, the following lead Jobs under technical and trades will be excluded from 14.08.
(i) 558500 Power Line Technician Team Lead – Line 559500 Power Line Technician Team Lead – Service 581801 Meter Technologist, Team Leader 581802 Communication Technologist, Team Leader 587900 Lead Equipment Mechanic 586901 Lead Maintenance Technician 585800 Electrical Technologist, Team Leader 585801 Technical Resources Technologist, Team Leader 580600 Power Line Surveyor, Team Leader 585802 Mechanical Technologist, Team Leader
(ii) The Company will inform the Association before it makes the decision to move an employee in a lead Job laterally within the same Job Class.
14.09 Any employee may apply for a Job described in a Job Posting. Every applicant will receive a personal reply an acknowledgement to an application. The Company will provide the Association with a summary of Association members applying for the Job Posting.
14.11 14.10 In selecting a person to fill a vacancy, the Company will give consider first consideration to the applicants from within the bargaining unit, as identified in Clause 14.01, who meet the minimum qualifications outlined on the Job Posting before it considers external applicants. In making its decision, the Company will consider the following criteria (not listed in order of priority): related ability, education and Job-related experience and performance.
14.12 14.11 If two or more candidates equally meet the criteria,
(a) a Permanent Employee from within the bargaining unit will be selected over a Temporary Employee or a Term Employee and
(b) in deciding among Permanent Employees, the candidate with the greatest length of service with the Company will be selected.
14.13 14.12 The Company may fill or decline to fill any Job that has been posted.
(a) . If the Company it decides to fill the posted Job, it will attempt to make its selection within 30 Days of the close of the Job Posting.
(b) If the Company declines to fill the posted Job, it will provide notice to the Association.
14.14 14.13 When the Company fills a posted Job, it will, within two days Days of the selection (excluding Saturday, Sunday and holidays), send a notice to all applicants by Company mail.
(a) An employee who applied for, but was not selected for, a posted Job may ask for reasons for not being selected.
(b) The request will be in writing and will be sent to the person named as the information contact in the Job Posting posting within five Working Days of the employee receiving notice of the selection decision. The employee will send a copy of the request to Human Resources the manager, human resources and to the Association.
(c) Within five Working Days of receiving the request, the person to whom it was sent will give written reasons for the selection decision.
14.16 14.15 The Company may, but is not obliged to, consider the applications of employees who have been in their present Job Jobs and location locations for less than two years. The Company is, however, obliged to consider applications of employees who are applying for a Job that has a higher maximum rate of pay than their current Job.
14.17 14.16 When an employee is to take up a new Job as a result of a Job Posting, the change will take place within four weeks of the employee's selection for the positionJob, unless a later date has been specified on the Job Posting. Should there be good and sufficient reason why the change to the new Job cannot be made within the four-week period, the employee shall be notified, notified in writing, writing as to the reasons for the delay and shall be given a specific date on which the change shall be made.
14.18 14.17 The following provisions apply when the Company appoints a person to a Job because of lack of qualified persons responding to a Job Posting or when the Company appoints a person to a Job under Clause 14.08:
(a) The Company may subsequently appoint that employee to another Job, at the same or lower classification, without first issuing a Job Posting. In such a case, case the provisions of Clauses 14.02 to 14.16 are waived for that appointment only.
(b) The Company will give first consideration to the employee's preferred locations when deciding where to transfer that employee.
(c) When the Company moves a person, person as described in paragraph (a), ) into a Job with a lower salary range, the employee's salary will be maintained at its current level until the salary range for the new Job incorporates the employee's salary.
14.18 For information purposes only, the following consolidates the current progression provisions as contained in the corporate Job descriptions: NOTE: All apprentice Jobs are progression. Normal Working Day (paid) 7.5 hours 8.0 hours Working Day Upon completion of the apprenticeship program, the move to be scheduled between the hours of 0700 Journeyman is a progression appointment. 450100 Real Time Systems Analyst I 450300 Real Time Systems Analyst II 460100 Assistant Transmission Operator 000000 Transmission Operator 000000 Draftsman - 1700 0700 Trainee 510100 Draftsman I 510100 Draftsman I 510500 Draftsman II 510010 Draftsman Trainee 510110 Draftsman I 510110 Draftsman I 510510 Draftsman II 511100 Engineering Assistant I 511300 Engineering Assistant II 511110 Engineering Assistant I 511310 Engineering Assistant II 530100 Customer Service Representative I 530300 Customer Services Representative II 531100 District Service Representative I 531200 District Service Representative II 531500 Work Desk Representative Entry 531600 Work Desk Representative Qualified 535000 Land Agent Entry 535100 Land Agent 570100 Warehouseman 570300 Senior Warehouseman 573000 Equipment Operator - 1700 Lunch period (unpaid) (Maximum) 1 hour 1 hour Normal Work Week 37.5 hours 5 consecutive days Monday - Friday inclusive 40 hours 5 consecutive days Monday - Friday inclusive Normal Working Day (paid) 8 hours or 10 hours 8 or 12 hours (as per schedule) Working Day to be scheduled between the hours of 0600 - 1800 0000 - 2400 Lunch period (unpaid) (Maximum) 1 hour Normal Work Week 40 hours over five consecutive days Monday -Saturday inclusive (for employees scheduled to work 8-hour days) OR 40 hours over four consecutive days Monday -Saturday inclusive (for employees scheduled to work 10-hour days) (subject to Clause 15.08) 40 hours scheduled over shift cycleEntry 000000 Equipment Operator 000000 Tower Technician, Entry 574100 Tower Technician, Qualified 580200 Power Line Surveyor Entry 580400 Power Line Surveyor 581101 Meter Technologist Entry 581301 Meter Technologist Qualified 581102 Communication Technologist Entry 581302 Communication Technologist Qualified 585100 Electrical Technologist Entry 585300 Electrical Technologist Qualified 585101 Technical Resources Technologist Entry 585102 Mechanical Technologist Entry 585301 Technical Resources Technologist Qualified Mechanical Technologist Qualified
Appears in 1 contract
Samples: Employment Agreement
