Common use of JOB POSTING & BIDDING Clause in Contracts

JOB POSTING & BIDDING. Notices of vacancies or new jobs created will be posted on the job posting bulletin boards for a period of three (3) working days during which employees shall have the opportunity to advance their status by filing an application for transfer to such jobs with the Human Resources Manager. If posted jobs are not filled in thirty (30) days, a one-day posting will be made before a new employee is hired. Work cells, once developed, will be initially staffed with active employees from the traditional job classifications that were merged by the given work cell. Job openings, within a given work cell, will not be posted until the staffing requirements within the work cell exceeds the available active employees that were merged from the traditional job classifications. The traditional job classification will be the basis for posting an available work cell position. The existing job posting and bidding rules, contained within this section, will govern the evaluation of any subsequent job vacancy or bid into a work cell. Requests for transfer will be considered in accordance to the employee’s seniority, qualifications and curtailment of production, before any new employee is hired for such a job. Before the job is awarded to a bidder, the lay-off list will be referred to for qualified senior employees (See Article V., Section F.). If a laid off employee accepts the job, the job bid must be signed. If an employee on the lay-off list refuses the job, refer to Article V, Section F., #5 . If there is reasonable doubt as to the employee’s qualifications, a reasonable trial period shall be granted. Should any employee disqualify themself during the five (5) day trial period, they shall have return rights to their previous job. Once the employee is accepted for the job, and once the employee completes the five (5) day trial period, he/she relinquishes the rights to the job he/she left. Any employee who fails to successfully hire or transfer into a new job will be placed on layoff status, with no bumping rights. Layoff status will be automatically invoked upon the issuance of the third infraction of a minor nature for failing to meet a reasonable measure of efficiency (Infraction of a Minor Nature #8). Employees who are disqualified in this manner will relinquish recall rights to any previously disqualified job, and all warnings on record will continue for the remainder of their terms once the employee returns from layoff. Employees interested in being considered for rough assembly should first bid into the rough assembly training classification. The horn slide training classification will be comprised of two (2) separate tiers; Trainee B - Grade 2, and Trainee A - Grade 5. Available positions will be posted as Trainee B - Grade 2. Existing employees who transfer into this classification will have the customary five (5) day trial period. Employees in Trainee B will be evaluated on a monthly basis, and transfer to Rough Assembler will only occur after the employee has reached a skill level equivalent to the established standards for horn slide assembly. Transfer from Trainee B to Trainee A must be accomplished within six (6) months, if not, Article V., Section J., would apply. Existing horn slide assemblers will retain their current classification, and employees within the Trainee A will be considered part of the horn slide assembly capacity. Under this program, the training classifications may not be considered a permanent position. Any employee within Trainee A can bid on Rough Assembly jobs within departments 35 and 38, and will not be required to complete one year of service. However, any subsequent transfer to rough assembly (either by bid or placement) will require employees to complete one year of service. Any subsequent job openings in rough assembly will be filled predominantly by employees from this training classification. This, however, is not intended to prevent any of the current rough assemblers from bidding into a new rough assembly opening. Providing no eligible bids are received from current rough assemblers, the Trainee A can bid with seniority prevailing. If no eligible bids are received from Trainee A, then placement of a Trainee A will be done at the discretion of the Company. Plantwide seniority rules will apply to layoff within this training classification (e.g. a senior Trainee A will remain over a xxxxxx xxxx slide assembler, or a junior Trainee A can be bumped by a senior rough assembler). An employee transferred from one department to another shall immediately be credited with his/her total seniority in the new department. For all job transfers or job moves (other than a temporary transfer initiated by the Company) the employee will be paid the appropriate rate of the job that the employee is transferring to moving to. The most senior employee may exercise shift preference from one shift to another, within a work cell, within a job classification, within a department, provided a vacancy exists. The Company reserves the right to temporarily postpone shift preference, to a maximum of one (1) year, within classifications that require extended training or supervision (specifically 5A41 — Polisher, 5A42 — Buffer, and 5A35 — Color Buffer). All transfer requests shall be answered if rejected for seniority, qualifications, or curtailment of production. In the application of this provision, requests for transfer to another job, in the department wherein the vacancies occur or the new job is created, shall be considered before any such requests made by employees from other departments. Once an employee accepts a transfer, or once an employee disqualifies themself during a trial period and returns to their previous job, that employee will not be allowed to submit another request for transfer for for a period of six (6) months. This applies to intra-departmental, as well as inter-departmental transfers. Requests for transfers submitted by employees in Labor Grades 1 and 2, with less than one (1) year seniority or probationary employees, will be considered and possibly accepted, providing that an employee with one (1) year or more seniority did not bid the job. Employees in Labor Grades 3 and above with less than one (1) year seniority shall not be entitled to place transfer requests. It is understood that requests for transfer will be considered on an individual basis, taking in account all the factors presented at the time the request for transfer is submitted. When an abnormal condition exists that may result in the curtailing of production in other parts of the Plant, Management reserves the right to hire experienced individuals in preference to present employees who do not have previous experience. Union and the bidders will be notified within five (5) working days of the final posting date.

JOB POSTING & BIDDING. Notices of vacancies or new jobs created will be posted on the job posting bulletin boards for a period of three (3) working days during which employees shall have the opportunity to advance their status by filing an application for transfer to such jobs with the Human Resources Manager. If posted jobs are not filled in thirty (30) days, a one-day posting will be made before a new employee is hired. Work cells, once developed, will be initially staffed with active employees from the traditional job classifications that were merged by the given work cell. Job openings, within a given work cell, will not be posted until the staffing requirements within the work cell exceeds the available active employees that were merged from the traditional job classifications. The traditional job classification will be the basis for posting an available work cell position. The existing job posting and bidding rules, contained within this section, will govern the evaluation of any subsequent job vacancy or bid into a work cell. Requests for transfer will be considered in accordance to the employee’s seniority, qualifications and curtailment of production, before any new employee is hired for such a job. Before the job is awarded to a bidder, the lay-off list will be referred to for qualified senior employees (See Article V., Section F.). If a laid off employee accepts the job, the job bid must be signed. If an employee on the lay-off list refuses the job, refer to Article V, Section F., #5 . If there is reasonable doubt as to the employee’s qualifications, a reasonable trial period shall be granted. Should any employee disqualify themself during the five (5) day trial period, they shall have return rights to their previous job. Once the employee is accepted for the job, and once the employee completes the five (5) day trial period, he/she relinquishes the rights to the job he/she left. Any employee who fails to successfully hire or transfer into a new job will be placed on layoff status, with no bumping rights. Layoff status will be automatically invoked upon the issuance of the third infraction of a minor nature for failing to meet a reasonable measure of efficiency (Infraction of a Minor Nature #8)10). Employees who are disqualified in this manner will relinquish recall rights to any previously disqualified job, and all warnings on record will continue for the remainder of their terms once the employee returns from layoff. Employees interested in being considered for rough assembly should first bid into the rough assembly training classification. The horn slide training classification will be comprised of two (2) separate tiers; Trainee B - Grade 2, and Trainee A - Grade 5. Available positions will be posted as Trainee B - Grade 2. Existing employees who transfer into this classification will have the customary five (5) day trial period. Employees in Trainee B will be evaluated on a monthly basis, and transfer to Rough Assembler Trainee A will only occur after the employee has reached a skill level equivalent to the established standards for horn slide assembly. Transfer from Trainee B to Trainee A must be accomplished within six (6) months, if not, Article V., Section J., would apply. Existing horn slide assemblers will retain their current classification, and employees within the Trainee A will be considered part of the horn slide assembly capacity. Under this program, the training classifications may not be considered a permanent position. Any employee within Trainee A can bid on Rough Assembly jobs within departments 35 and 38, and will not be required to complete one year of service. However, any subsequent transfer to rough assembly (either by bid or placement) will require employees to complete one year of service. Any subsequent job openings in rough assembly will be filled predominantly by employees from this training classification. This, however, is not intended to prevent any of the current rough assemblers from bidding into a new rough assembly opening. Providing no eligible bids are received from current rough assemblers, the Trainee A can bid with seniority prevailing. If no eligible bids are received from Trainee A, then placement of a Trainee A will be done at the discretion of the Companycompany. Plantwide seniority rules will apply to layoff within this training classification (e.g. a senior Trainee A will remain over a xxxxxx xxxx slide assembler, or a junior Trainee A can be bumped by a senior rough assembler). An employee transferred from one department to another shall immediately be credited with his/her total seniority in the new department. For all job transfers or job moves (other than a temporary transfer initiated by the Company) the employee will be paid the appropriate rate of the job that the employee is transferring to moving to. The most senior employee may exercise shift preference from one shift to another, within a work cell, within a job classification, within a department, provided a vacancy exists. The Company reserves the right to temporarily postpone shift preference, to a maximum of one (1) year, within classifications that require extended training or supervision (specifically 5A41 — Polisher, 5A42 — Buffer, and 5A35 — Color Buffer). All transfer requests shall be answered if rejected for seniority, qualifications, or curtailment of production. In the application of this provision, requests for transfer to another job, in the department wherein the vacancies occur or the new job is created, shall be considered before any such requests made by employees from other departments. Once an employee accepts a transfer, or once an employee disqualifies themself during a trial period and returns to their previous job, that employee will not be allowed to submit another request for transfer for for a period of six (6) months. This applies to intra-departmental, as well as inter-departmental transfers. Requests for transfers submitted by employees in Labor Grades 1 and 2, with less than one (1) year seniority or probationary employees, will be considered and possibly accepted, providing that an employee with one (1) year or more seniority did not bid the job. Employees in Labor Grades 3 and above with less than one (1) year seniority shall not be entitled to place transfer requests. It is understood that requests for transfer will be considered on an individual basis, taking in account all the factors presented at the time the request for transfer is submitted. When an abnormal condition exists that may result in the curtailing of production in other parts of the Plant, Management reserves the right to hire experienced individuals in preference to present employees who do not have previous experience. Union and the bidders will be notified within five (5) working days of the final posting date.

JOB POSTING & BIDDING. Notices A. Notice of all vacancies or new jobs which the Employer has determined to fill and/or newly-created will positions within the bargaining unit shall be posted on the job posting bulletin boards for a period of three five (35) working days during which employees on designated bulletin boards. Any such notice shall have set forth the opportunity to advance their status by filing an application minimum requirements for transfer to the position. B. Employees interested in any such jobs posted position shall complete a written job bid form with the Human Resources Manager. If posted jobs are not filled in thirty (30) days, a one-day posting will be made before a new employee is hired. Work cells, once developed, will be initially staffed with active employees from the traditional job classifications that were merged by the given work cell. Job openingssignature and date, within a given work cell, will not be posted until the staffing requirements within the work cell exceeds the available active employees that were merged from the traditional job classifications. The traditional job classification will be the basis for posting an available work cell position. The existing job posting and bidding rules, contained within this section, will govern the evaluation of any subsequent job vacancy or bid into a work cell. Requests for transfer will be considered in accordance to the employee’s seniority, qualifications and curtailment of production, before any new employee is hired for such a job. Before the job is awarded to a bidder, the lay-off list will be referred to for qualified senior employees (See Article V., Section F.). If a laid off employee accepts the job, the job bid must be signed. If an employee on the lay-off list refuses the job, refer to Article V, Section F., #5 . If there is reasonable doubt as to the employee’s qualifications, a reasonable trial period shall be granted. Should any employee disqualify themself during the five (5) day posting period. A locked bid box will be provided for submitting bids. The locked box will be opened by Employer and the Union representative after the close of the bidding period. C. The vacancy or newly-created position shall be filled within a reasonable time after the termination of the posting period by the most qualified employee applicant as defined herein. If the position is not filled by bidding, the Employer shall have the right to employ a new hire. D. The successful bidder shall be granted a four (4) week trial period. If the employee's performance is deemed unsatisfactory by the Employer, the Employer shall return the employee to his prior position. An employee who is unsatisfied in the new position during this same four (4) week period may, at his option, return to his former position, provided that it is still available, either because it has been recently filled by a new hire or is being posted. E. The employee shall be entitled to receive, during the trial period, they the rate of pay designated for the new or vacant position. Such rate shall have return rights to their previous job. Once be that which affords the employee is accepted for a raise or in the job, and once the employee completes the five (5) day trial period, he/she relinquishes the rights to the job he/she left. Any employee who fails to successfully hire or transfer into a new job will be placed on layoff status, with no bumping rights. Layoff status will be automatically invoked upon the issuance of the third infraction case of a minor nature for failing to meet a reasonable measure of efficiency (Infraction of a Minor Nature #8). Employees who are disqualified in this manner will relinquish recall rights to any previously disqualified job, and all warnings on record will continue for the remainder of their terms once the employee returns from layoff. Employees interested in being considered for rough assembly should first bid into the rough assembly training classification. The horn slide training classification will be comprised of two (2) separate tiers; Trainee B - Grade 2, and Trainee A - Grade 5. Available positions will be posted as Trainee B - Grade 2. Existing employees who transfer into this classification will have the customary five (5) day trial period. Employees in Trainee B will be evaluated on a monthly basis, and transfer to Rough Assembler will only occur after the employee has reached a skill level equivalent to the established standards for horn slide assembly. Transfer from Trainee B to Trainee A must be accomplished within six (6) months, if not, Article V., Section J., would apply. Existing horn slide assemblers will retain their current classification, and employees within the Trainee A will be considered part of the horn slide assembly capacity. Under this programdemotion, the training classifications may not be considered a permanent position. Any employee within Trainee A can bid on Rough Assembly jobs within departments 35 and 38, and will not be required to complete one year least amount of service. However, any subsequent transfer to rough assembly (either by bid or placement) will require employees to complete one year of service. Any subsequent job openings in rough assembly will be filled predominantly by employees from this training classification. This, however, is not intended to prevent any of the current rough assemblers from bidding into a new rough assembly opening. Providing no eligible bids are received from current rough assemblers, the Trainee A can bid with seniority prevailing. If no eligible bids are received from Trainee A, then placement of a Trainee A will be done at the discretion of the Company. Plantwide seniority rules will apply to layoff within this training classification (e.g. a senior Trainee A will remain over a xxxxxx xxxx slide assembler, or a junior Trainee A can be bumped by a senior rough assembler). An employee transferred from one department to another shall immediately be credited with his/her total seniority in the new department. For all job transfers or job moves (other than a temporary transfer initiated by the Company) the employee will be paid the appropriate rate of the job that the employee is transferring to moving to. loss. F. The most senior employee may exercise shift preference from one shift to another"Qualified applicant", within a work cell, within a job classification, within a department, provided a vacancy exists. The Company reserves the right to temporarily postpone shift preference, to a maximum of one (1) year, within classifications that require extended training or supervision (specifically 5A41 — Polisher, 5A42 — Buffer, and 5A35 — Color Buffer). All transfer requests shall be answered if rejected for seniority, qualifications, or curtailment of production. In the application of this provision, requests for transfer to another job, in the department wherein the vacancies occur or the new job is createdas used herein, shall be considered before any such requests made determined by employees from other departmentsthe Employer on the basis of the following criteria: 1. Once an employee accepts a transfer, or once an employee disqualifies themself during a trial period Prior applicable education and returns to their previous job, that employee will not be allowed to submit another request for transfer for for a period training. 2. Prior relevant work experience both inside and outside the Employer. 3. The length of six (6) months. This applies to intra-departmental, as well as inter-departmental transfers. Requests for transfers submitted by employees in Labor Grades 1 and 2, with less than one (1) year seniority or probationary employees, will be considered and possibly accepted, providing that an service of the employee with one (1) year or more seniority did not bid the jobEmployer. 4. Employees in Labor Grades 3 The requirements of applicable laws and above regulations, including licensure/certification requirements. G. The Employer, at its discretion, may advertise to receive applications and consider applicants for the position from the general public concurrent with less than one (1) year seniority the posting required above. The Employer, may at its option, extend the posting, application and hiring time limits set forth above, provided that current employees shall not be entitled denied their right to place transfer requests. It is understood that requests for transfer will be considered for the position by reason of such extension. H. The Employer shall post all regularly scheduled driver runs annually in March. Each route shall be awarded to the most senior driver bidding on an individual basis, taking in account all the factors presented at the time the request run. Seniority for transfer is submitted. When an abnormal condition exists that may result purposes of bidding shall mean length of continuous service in the curtailing driver classification. Prior to implementing changes in the route runs for bidding, the Employer agrees to discuss the proposed changes with the Union Bargaining Committee and will give consideration to the Committee's viewpoints and concerns. This provision does not diminish the Employer's rights under Articles 4 and 21 to establish routes. 1. Eight (8) routes of production in forty (40) hour runs bid for full time drivers. 2. No less than four routes of twenty (20) to twenty-nine (29) hour runs bid among the part time drivers. 3. All other parts of the Plant, Management reserves the right to hire experienced individuals in preference to present employees who do not have previous experienceassignments based on seniority and business needs. Union and the bidders will . Full time runs shall be notified within five defined as routes requiring forty (540) working days of the final posting datehours per week.

JOB POSTING & BIDDING. Notices of vacancies or new jobs created will be posted on the job posting bulletin boards for a period of three (3) working days during which employees shall have the opportunity to advance their status by filing an application for transfer to such jobs with the Human Resources Manager. If posted jobs are not filled in thirty (30) days, a one-day posting will be made before a new employee is hired. Work cells, once developed, will be initially staffed with active employees from the traditional job classifications that were merged by the given work cell. Job openings, within a given work cell, will not be posted until the staffing requirements within the work cell exceeds the available active employees that were merged from the traditional job classifications. The traditional job classification will be the basis for posting an available work cell position. The existing job posting and bidding rules, contained within this section, will govern the evaluation of any subsequent job vacancy or bid into a work cell. Requests for transfer will be considered in accordance to the employee’s seniority, qualifications qualifications, and curtailment of production, before any new employee is hired for such a job. Before the job is awarded to a bidder, the lay-off list will be referred to for qualified senior employees (See Article V., Section F.)employees. If a laid off employee accepts the job, the job bid must be signed. If an employee on the lay-off list refuses the job, refer to Article V, Section F., #5 page 12. If there is reasonable doubt as to the employee’s qualifications, a reasonable trial period shall be granted. Should any employee disqualify themself during the five (5) day trial period, they shall have return rights to their previous job. Once the employee is accepted for the job, and once the employee completes the five (5) day trial period, he/she relinquishes the rights to the job he/she left. Any employee who fails to successfully hire or transfer into a new job will be placed on layoff status, with no bumping rights. Layoff status will be automatically invoked upon the issuance of the third infraction of a minor nature for failing to meet a reasonable measure of efficiency (Infraction of a Minor Nature #8)10). Employees who are disqualified in this manner will relinquish recall rights to any previously disqualified job, and all warnings on record will continue for the remainder of their terms once the employee returns from layoff. Employees interested in being considered for rough assembly should first bid into the rough assembly training classification. The horn slide training classification will be comprised of two (2) separate tiers; Trainee B - Grade 2, and Trainee A - Grade 5. Available positions will be posted as Trainee B - Grade 2. Existing employees who transfer into this classification will have the customary five (5) day trial period. Employees in Trainee B will be evaluated on a monthly basis, and transfer to Rough Assembler Trainee A will only occur after the employee has reached a skill level equivalent to the established standards for horn slide assembly. Transfer from Trainee B to Trainee A must be accomplished within six (6) months, if not, Article V., Section J., Page 13 would apply. Existing horn slide assemblers will retain their current classification, and employees within the Trainee A will be considered part of the horn slide assembly capacity. Under this program, the training classifications may not be considered a permanent position. Any employee within Trainee A can bid on Rough Assembly jobs within departments 35 and 38, and will not be required to complete one year of service. However, any subsequent transfer to rough assembly (either by bid or placement) will require employees to complete one year of service. Any subsequent job openings in rough assembly will be filled predominantly by employees from this training classification. This, however, is not intended to prevent any of the current rough assemblers from bidding into a new rough assembly opening. Providing no eligible bids are received from current rough assemblers, the Trainee A can bid with seniority prevailing. If no eligible bids are received from Trainee A, then placement of a Trainee A will be done at the discretion of the Companycompany. Plantwide seniority rules will apply to layoff within this training classification (e.g. a senior Trainee A will remain over a xxxxxx xxxx slide assembler, or a junior Trainee A can be bumped by a senior rough assembler). An employee transferred from one department to another shall immediately be credited with his/her total seniority in the new department. For all job transfers or job moves (other than a temporary transfer initiated by the Company) the employee will be paid the appropriate rate of the job that the employee is transferring to moving to. The most senior employee may exercise shift preference from one shift to another, within a work cell, within a job classification, within a department, provided a vacancy exists. The Company company reserves the right to temporarily postpone shift preference, to a maximum of one (1) year, within classifications that require extended training or supervision (specifically 5A41 — – Polisher, 5A42 — – Buffer, and 5A35 — – Color Buffer). All transfer requests shall be answered if rejected for seniority, qualifications, or curtailment of production. In the application of this provision, requests for transfer to another job, in the department wherein the vacancies occur or the new job is created, shall be considered before any such requests made by employees from other departments. Once an employee accepts a transfer, or once an employee disqualifies themself during a trial period and returns to their previous job, that employee will not be allowed to submit another request for transfer for for a period of six (6) months. This applies to intra-departmental, as well as inter-departmental transfers. Requests for transfers submitted by employees in Labor Grades 1 and 2, with less than one (1) year seniority or probationary employees, will be considered and possibly accepted, providing that an employee with one (1) year or more seniority did not bid the job. Employees in Labor Grades 3 and above with less than one (1) year seniority shall not be entitled to place transfer requests. It is understood that requests for transfer will be considered on an individual basis, taking in account all the factors presented at the time the request for transfer is submitted. When an abnormal condition exists that may result in the curtailing of production in other parts of the Plant, Management reserves the right to hire experienced individuals in preference to present employees who do not have previous experience. Union and the bidders will be notified within five (5) working days of the final posting date.

JOB POSTING & BIDDING. Notices The shall, before hiring any new applicants for employment, fill permanent vacancies other than the Utility occupation in the the transfer of employees in lieu of lay-off as provided in of this Agreement. by the transfer of selected in accordance with the provisions of Article, Transfers under subsection above shall be restricted to permanent vacancies for which an employment request has been approved by the Company, provided, however, that vacancies in the following occupations shall not be subject to the provisions of this Article8 occupations from which an is currently laid off and to which he has recall rights as provided in Subsection of this Agreement. occupations in which a vacancy exists because of the transfer of an employee therefrom in accordance with the provisions of this Article. Notwithstanding any otherprovision in this Article, in order for an employee to be eligible for transfer to the occupations listed below, such employeemust, at the time of application, Continued have acquired occupational in one of the applicable xxxxxxxxx and have been classified in such five years prior t o the date of his selection to the requested occupation : Maintenance Mechanic Operator Progressive Leadhand-Green Machining Leadhand Tool Room Grinder Specialist Electrician specialist Leadhand Packing, Shipping Receiving Mechanic Grinder Xxxxx-Cups Cones Operator screw Machines Tool, Die and Maker Die and Gauge Maker Machine Operator Electrician when any new or modified classifications are established subsequent to the signing of Agreement which, in the opinion of the company, particular skills, experience ARTICLE JOB POSTING BIDDING Continued or academic training, the shall establish the for such new jobs created will or modified classifications. The employee, to be eligible to bid under this Article, (a) have completed his probationary period, and not have accepted a transfer which was requested and offered under this within the preceding twelve-month period, provided such limitation shall not apply if the employee is laid off due to a reduction of the work force from the occupation to which he was so transferred prior to acquiring occupational seniority therein. Notice vacancy shall be posted on by the job posting bulletin boards Company for a period of three seventy-two (372) working days during which employees hours at a.m., and excluding Saturdays, Sundays and Plant Holidays, as set forth in Article of this Collective Agreement. An employee shall have the opportunity to advance their status by filing an make written application for transfer to such jobs with the Human Resources Manager. If posted jobs are not filled in thirty (30) days, a one-day posting will be made before a new employee is hired. Work cells, once developed, will be initially staffed with active employees from the traditional job classifications that were merged by the given work cell. Job openings, within a given work cell, will not be posted until the staffing requirements within the work cell exceeds the available active employees that were merged from the traditional job classifications. The traditional job classification will be the basis for posting an available work cell position. The existing job posting and bidding rules, contained within this section, will govern the evaluation of any subsequent job vacancy or bid into a work cell. Requests for transfer will be considered in accordance to the employee’s seniority, qualifications and curtailment of production, before any new employee is hired for such a job. Before the job is awarded to a bidder, the lay-off list will be referred to for qualified senior employees (See Article V., Section F.). If a laid off employee accepts the job, the job bid must be signed. If an employee on the lay-off list refuses the job, refer to Article V, Section F., #5 . If there is reasonable doubt as to the employee’s qualifications, a reasonable trial period shall be granted. Should any employee disqualify themself during the five (5) day trial period, they shall have return rights to their previous job. Once the employee is accepted for the job, and once the employee completes the five (5) day trial period, he/she relinquishes the rights to the job he/she left. Any employee who fails to successfully hire or transfer into a new job will be placed on layoff status, with no bumping rights. Layoff status will be automatically invoked upon the issuance of the third infraction of a minor nature for failing to meet a reasonable measure of efficiency (Infraction of a Minor Nature #8). Employees who are disqualified in this manner will relinquish recall rights to any previously disqualified job, and all warnings on record will continue for the remainder of their terms once the employee returns from layoff. Employees interested in being considered for rough assembly should first bid into the rough assembly training classification. The horn slide training classification will be comprised of two (2) separate tiers; Trainee B - Grade 2, and Trainee A - Grade 5. Available positions will be posted as Trainee B - Grade 2. Existing employees who transfer into this classification will have the customary five (5) day trial period. Employees in Trainee B will be evaluated vacancy on a monthly basis, and transfer to Rough Assembler will only occur after the employee has reached a skill level equivalent to the established standards for horn slide assembly. Transfer from Trainee B to Trainee A must be accomplished within six (6) months, if not, Article V., Section J., would apply. Existing horn slide assemblers will retain their current classification, and employees within the Trainee A will be considered part of the horn slide assembly capacity. Under this program, the training classifications may not be considered a permanent position. Any employee within Trainee A can bid on Rough Assembly jobs within departments 35 and 38, and will not be required to complete one year of service. However, any subsequent transfer to rough assembly (either by bid or placement) will require employees to complete one year of service. Any subsequent job openings in rough assembly will be filled predominantly by employees from this training classification. This, however, is not intended to prevent any of the current rough assemblers from bidding into a new rough assembly opening. Providing no eligible bids are received from current rough assemblers, the Trainee A can bid with seniority prevailing. If no eligible bids are received from Trainee A, then placement of a Trainee A will be done at the discretion of the Company. Plantwide seniority rules will apply to layoff within this training classification (e.g. a senior Trainee A will remain over a xxxxxx xxxx slide assembler, or a junior Trainee A can be bumped by a senior rough assembler). An employee transferred from one department to another shall immediately be credited with his/her total seniority in the new department. For all job transfers or job moves (other than a temporary transfer initiated form provided by the Company) the employee will be paid the appropriate rate of the job that the employee is transferring to moving to. The most senior employee may exercise shift preference from one shift to another, within a work cell, within a job classification, within a department, provided a vacancy exists. The Company reserves the right to temporarily postpone shift preference, to a maximum of one (1) year, within classifications that require extended training or supervision (specifically 5A41 — Polisher, 5A42 — Buffer, and 5A35 — Color Buffer). All transfer requests shall be answered if rejected for seniority, qualifications, or curtailment of production. In by filing such request with his supervisor within the application of this provision, requests for transfer to another job, in the department wherein the vacancies occur or the new job is created, shall be considered before any such requests made by employees from other departments. Once an employee accepts a transfer, or once an employee disqualifies themself during a trial period and returns to their previous job, that employee will not be allowed to submit another request for transfer for for a period of six seventy-two (6) months. This applies to intra-departmental, as well as inter-departmental transfers. Requests for transfers submitted by employees in Labor Grades 1 and 2, with less than one (1) year seniority or probationary employees, will be considered and possibly accepted, providing that an employee with one (1) year or more seniority did not bid the job. Employees in Labor Grades 3 and above with less than one (1) year seniority shall not be entitled to place transfer requests. It is understood that requests for transfer will be considered on an individual basis, taking in account all the factors presented at the time the request for transfer is submitted. When an abnormal condition exists that may result in the curtailing of production in other parts of the Plant, Management reserves the right to hire experienced individuals in preference to present employees who do not have previous experience. Union and the bidders will be notified within five (5) working days of the final 72)hour posting dateperiod.