Common use of Job Postings and Applications Clause in Contracts

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel might reasonably be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) calendar days or more, the vacancy or new job including salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) calendar days, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding (a) above, if the vacancy is a temporary one of less than ninety (90) calendar days and the work is not being performed by a float employee, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 19, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) days. (d) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual work. (e) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (f) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (g) By mutual agreement, the parties may vary the job posting process set out in Article 16.01.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel employees in the Bargaining Unit reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) sixty calendar days or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area location of the vacancy and the commencement date shall, before being filled, be posted for a minimum of seven ten (710) calendar days, in a manner which gives all employees access to such information, provided that no employees regular employee shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one (1) calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) calendar days, The posting shall be placed in the work of the absent employee may be performed by employees working in float pool positions, where float pools existstaff room. (c) Notwithstanding (a) aboveThe Employer shall also consider applications from those employees, if with the vacancy is a temporary one required seniority, who are absent from their normal places of less than ninety (90) calendar days employment because of sick leave, annual vacation, unpaid leave, union leave, compassionate leave, education leave and the work is not being performed by a float employee, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated filled in writing their desire to work an application form before each absence, stating the jobs they would be interested in such position consistent with the requirements of Article 14. Should applying for should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 19, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) daysnew job occur during their absence. (d) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above All postings shall be considered unavailable for such temporary vacancy. A partsent to the Secretary-time employee who has accepted a temporary vacancy referred to in paragraph Treasurer of the Local of the HEU within the aforementioned seven (c)(i7) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual workcalendar days. (e) Existing local agreements will be The Employer shall, within seven (7) calendar days of the successful candidate being notified, inform all applicants of the name of the successful applicant, either in force and effect (including termination clauses) unless changed by mutual agreement by writing to each applicant or posting the parties at name of the local levelsuccessful applicant in the same manner in which the vacancy or new job was posted. (f) Where The Employer shall supply to the local agreement covering access to work Union the names of all applicants for a job posting in the course of a grievance investigation within seven (7) calendar days of a demand by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either partyUnion. (g) By mutual agreementAn employee granted a temporary promotion, transfer or demotion shall return to their former job and pay rate without loss of seniority and accrued perquisites when the parties may vary the job posting process set out in Article 16.01temporary promotion, transfer or demotion terminates.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel might reasonably be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) calendar days or more, the vacancy or new job including salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) calendar days, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding (a) above, if the vacancy is a temporary one of less than ninety (90) calendar days and the work is not being performed by a float employee, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 19, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) days. (d) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual work. (e) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (f) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (g) By mutual agreement, the parties may vary the job posting process set out in Article 16.01.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel might reasonably be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) calendar days or more, the vacancy or new job including salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) calendar days, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding (a) above, if the vacancy is a temporary one of less than ninety (90) calendar days and the work is not being performed by a float employee, the position shall not be posted post- ed and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancyvacan- cy) the second (2nd) vacancy may be filled by an employee employ- ee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application applica- tion of this paragraph requires the Employer to pay overtime over- time to the employee pursuant to Article 19, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted accept- ed one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) days. (d) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph para- graph (c)(i) above shall be considered unavailable for such temporary tem- porary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual work. (e) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (f) Where the local agreement covering access to work by part-part- time employees (former “15.01c”) does not contain a termination termina- tion clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (g) By mutual agreement, the parties may vary the job posting process set out in Article 16.01.six

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel might reasonably be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) calendar days or more, the vacancy or new job including salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety sixty (9060) calendar days, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding (a) above, if the vacancy is a temporary one of less than ninety sixty (9060) calendar days and the work is not being performed by a float employee, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 19, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) days. (d) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual work. (e) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (f) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (g) By mutual agreement, the parties may vary the job posting process set out in Article 16.01.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel might reasonably be recruited, the following follow- ing shall apply: (aA) If the vacancy or new job has a duration of thirty (30) calendar days or more, the vacancy or new job including salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (bB) Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) calendar days, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding (aA) above, if the vacancy is a temporary one of less than ninety (90) calendar days and the work is not being performed by a float employee, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position consistent with the requirements of Article 14. Should a vacancy under un- der this Article result in backfilling of more than one (1) vacancy (including the initial vacancyvacan- cy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 1919 – Scheduling Provisions, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in In cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(iib) (ii) for a period of up to seven (7) days. (dC) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy vacan- cy referred to in paragraph b (c)(ii) above shall be considered unavailable for such temporary vacancy. A . D) Where a part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to of work under (c)(i) this article, the Employer need not offer the same work again to that this employee under (c)(ii), if shehe/he she is also registered for casual work. (e) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (f) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (g) By mutual agreement, the parties may vary the job posting process set out in Article 16.01.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel might reasonably be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) calendar days or more, the vacancy or new job including salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) calendar days, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding (a) above, if the vacancy is a temporary one of at least fifteen (15) calendar days and less than ninety (90) calendar days and the work is not being performed by a float employee, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 19, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven fifteen (715) calendar days. (d) If an employee leaves a position within thirty (30) calendar days of its commencement, the Employer will award the resulting vacancy to the next successful applicant pursuant to Article 14.01, without re- posting the vacancy. (e) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is they are also registered for casual work. (ef) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (fg) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (gh) By mutual agreement, the parties may vary the job posting process set out in Article 16.01.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel might reasonably be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) calendar days or more, the vacancy or new job including salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) calendar days, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding (a) above, if the vacancy is a temporary one of less than ninety sixty (9060) calendar days and the work is not being performed by a float employeedays, the position shall not be posted and instead shall be filled as follows: (i1) where practicable by qualified regular employees who have indicated in writing their desire to work in such position consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer employer to pay overtime to the employee pursuant to Article 19, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii2) by employees registered for casual work in accordance with the casual addendum. (iii3) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(iib)(2) for a period of up to seven (7) days. (dc) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(ib)(1) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(ib)(1) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(ib)(1) the Employer need not offer the work again to that employee under (c)(iib)(2), if shehe/he she is also registered for casual work. (ed) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (fe) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ months notice by either party. (gf) By mutual agreement, the parties may vary the job posting process set out in Article 16.0116.1.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel might reasonably be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) calendar days or more, the vacancy or new job including salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faithinforma- tion. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety sixty (9060) calendar days, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding (a) above, if the vacancy is a temporary one of less than ninety sixty (9060) calendar days and the work is not being performed by a float employee, the position shall not be posted post- ed and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position posi- tion consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 19, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) days. (d) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph para- graph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual work. (e) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (f) Where the local agreement covering access to work by part-part- time employees (former “15.01c”) does not contain a termination termina- tion clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (g) By mutual agreement, the parties may vary the job posting process set out in Article 16.01.six

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel employees in the Bargaining Unit reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty sixty (3060) calendar days or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area location of the vacancy and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided . Provided that no employees regular employee shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one (1) calendar year unless the Employer and the Union otherwise agree in good faithfaith or the posting results in a change of classification for the employee. (b) Notwithstanding (a) aboveThe Employer shall also consider applications from those employees, if with the required seniority, who are absent from their normal places of employment because of sick leave, annual vacation, unpaid leave, union leave, compassionate leave, education leave and who have filled in an application form before each absence, stating the jobs they would be interested in applying for should a temporary absence is one of less than ninety (90) calendar days, the work of the absent employee may be performed by employees working in float pool positions, where float pools existvacancy or new job occur during their absence. (c) Notwithstanding (a) above, if the vacancy is a temporary one of less than ninety (90) calendar days and the work is not being performed by a float employee, the position shall not be posted and instead All postings shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay overtime sent to the employee pursuant to Article 19, Secretary-Treasurer of the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with Local of the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with HEU within the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to aforementioned seven (7) calendar days. (d) A part-time employee who has accepted a casual assignment The Employer shall, within seven (7) calendar days of the successful candidate being notified, inform all applicants of the name of the successful applicant, either in writing to each applicant or posting the name of the successful applicant in the same manner in which conflicts with a temporary the vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual workor new job was posted. (e) Existing local agreements will be The Employer shall supply to the Union the names of all applicants for a job posting in force and effect the course of a grievance investigation within seven (including termination clauses7) unless changed by mutual agreement calendar days of a demand by the parties at the local levelUnion. (f) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (g) By mutual agreement, the parties may vary the job posting process set out in Article 16.01.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel might reasonably be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) calendar days or more, the vacancy or new job including salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) calendar days, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding (a) above, if the vacancy is a temporary one of less than ninety (90) calendar days and the work is not being performed by a float employee, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancyvacan- cy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 19, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) days. (d) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph para- graph (c)(i) above shall be considered unavailable for such temporary tem- porary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual work. (e) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (f) Where the local agreement covering access to work by part-part- time employees (former “15.01c”) does not contain a termination termina- tion clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (g) By mutual agreement, the parties may vary the job posting process set out in Article 16.01.six

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel might reasonably be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) calendar cal- endar days or more, the vacancy or new job including salary xxx- ary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees em- ployees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety sixty (9060) calendar days, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding (a) above, if the vacancy is a temporary one of less than ninety sixty (9060) calendar days and the work is not being performed by a float employee, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position consistent with the requirements of Article 14. Should a vacancy under this Article result article re- xxxx in backfilling of more than one two (12) vacancy vacancies (including the initial vacancy) the second third (2nd3rd) vacancy va- cancy on may be filled by an employee registered for a casual work unless the Employer Em- ployer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer employer to pay overtime to the employee pursuant to Article 19, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance accor- dance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) days. (d) A part-time employee who has accepted a casual assignment assign- ment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy va- cancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee em- ployee under (c)(ii), if shehe/he she is also registered for casual work. (e) Existing local agreements will be in force and effect (including in- cluding termination clauses) unless changed by mutual agreement by the parties at the local level. (f) Where the local agreement covering access to work by part-part- time employees (former “15.01c”) does not contain a termination termi- nation clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (g) By mutual agreement, the parties may vary the job posting process set out in Article 16.01.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union Union personnel reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty one (301) calendar days month or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of workworks, including start and stop times and days off, the work area area, and the commencement date shall, before being filled, filled be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to of such information, information provided that no regular employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if In the posting of a temporary absence is one of less than ninety (90) calendar daysvacancy or a new job, the hours of work, including stop and start times, days off and work area may be subject to change provided that: (i) the change is consistent with operational requirements and the provisions of the absent employee may be performed Collective Agreement, and is not capricious, arbitrary, discriminatory or in bad faith; and (ii) the Employer has inquired into, and given prior due consideration to the importance placed by employees working in float pool positionsthe affected employee(s) on the existing hours of work, where float pools existdays off and work area; and the impact the change will have on the personal circumstances of such employee(s). (c) Notwithstanding (a) above, if If the vacancy is or new job has a temporary one duration of less than ninety one (901) calendar days and the work is not being performed by a float employeemonth, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position positions shall be given the opportunity, where practicable, consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. 01. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 1922, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) days. (d) A part-time employee The Employer shall also consider applications from those employees, with the required seniority, who has accepted are absent from their normal places of employment because of sick leave, annual vacation, unpaid leave, Union leave, compassionate leave, education leave, or special leave, and who have filled in an application form before each absence, stating the jobs they would be interested in applying for should a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual workor new job occur during their absence. (e) Existing local agreements will be in force Where operational requirements make it necessary, the Employer may make temporary appointments pending the posting and effect consideration of Union personnel pursuant to paragraphs (including termination clausesa) unless changed by mutual agreement by the parties at the local leveland (c) above. (f) Where Two (2) copies of all postings shall be sent to the local agreement covering access to work by part-time employees Secretary- Treasurer of the Local within the aforementioned seven (former “15.01c”7) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either partycalendar days. (g) By mutual agreementThe Employer shall, within three (3) calendar days, inform all applicants of the parties may vary name of the successful applicant either in writing to each applicant or posting the name of the successful applicant in the same manner in which the vacancy or new job posting process set out was posted. (h) The Employer agrees to supply to the Union the names of all applicants for a vacancy or new position in Article 16.01the course of a grievance investigation.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel employees in the Bargaining Unit reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) calendar days or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees regular employee shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one (1) calendar year unless the Employer and the Union otherwise agree in good faith. (b) . Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) calendar days, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding (a) above, if the vacancy is a temporary one of less than ninety sixty (9060) calendar days and the work is not being performed by a float employeedays, the position shall not be posted and instead shall be filled as followsin accordance with Article 6.13 (c), where applicable. (b) In the posting of a vacancy or a new job, the hours of work, including stop and start times, days off and work area may be subject to change provided that: (i) where practicable the change is consistent with operational requirements and the provisions of the Collective Agreement and is not capricious, arbitrary, discriminatory or in bad faith; and (ii) the Employer has inquired into, and given prior due consideration to the importance placed by the affected employee(s) on the existing hours of work, days off and work area; and the impact the change will have on the personal circumstances of such employee(s). (c) If a vacancy has a duration of less than sixty (60) calendar days, qualified regular employees who have indicated in writing their desire to work in such position positions shall be given the opportunity, where practicable and where those clients that require consistency would not be unduly disrupted consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 19, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) days. (d) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual work. (e) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (f) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (g) By mutual agreement, the parties may vary the job posting process set out in Article 16.01.Article

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union Union personnel reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty one (301) calendar days month or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days offcurrent shift rotation (subject to change), the work area department and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no regular employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one (1) calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if In the posting of a temporary absence is one of less than ninety (90) calendar daysvacancy or new job, the work hours of work, current shift rotation and department may be subject to change provided that: (i) The change is consistent with operational requirement and the provisions of the absent employee may be performed Collective Agreement, and is not capricious, arbitrary, discriminatory or in bad faith; and (ii) The Employer has inquired into, and given prior due consideration to the importance placed by employees working in float pool positionsthe affected employee(s) on the existing hours of work, where float pools existshift rotation and department; and the impact the change will have on the personal circumstances of such employee(s). (c) Notwithstanding (a) above, if If the vacancy is or new job has a temporary one duration of less than ninety one (901) calendar days and the work is not being performed by a float employeemonth, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position positions shall be given the opportunity, where practicable, consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faithArticle 14.01. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 1922, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) days. (d) A part-time employee The Employer shall also consider applications from those employees, with the required seniority, who has accepted are absent from their normal places of employment because of sick leave, annual vacation, unpaid leave, Union leave, compassionate leave, education leave, or special leave, and who have filled in an application form before each absence, stating the jobs they would be interested in applying for should a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual workor new job occur during their absence. (e) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (f) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clauseoperational requirements make it necessary, the agreement Employer may be terminated on giving make temporary appointments pending the posting and consideration of six Union personnel pursuant to paragraphs (6a) months’ notice by either partyand (b) above. (g) By mutual agreement, the parties may vary the job posting process set out in Article 16.01.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union Union personnel reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty one (301) calendar days month or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area area, and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no regular employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if In the posting of a temporary absence is one of less than ninety (90) calendar daysvacancy or a new job, the hours of work, including stop and start times, days off and work area may be subject to change provided that: i) the change is consistent with operational requirements and the provisions of the absent employee may be performed Collective Agreement, and is not capricious, arbitrary, discriminatory or in bad faith; and ii) the Employer has inquired into, and given prior due consideration to, the importance placed by employees working in float pool positionsthe affected employee(s) on the existing hours of work, where float pools existdays off and work area; and the impact the change will have on the personal circumstances of such employee(s); and iii) the Employer has given notice of displacement to affected employees. (c) Notwithstanding (a) above, if If the vacancy is or new job has a temporary one duration of less than ninety one (901) calendar days and the work is not being performed by a float employeemonth, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position positions shall be given the opportunity, where practicable, consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith13.01. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 1921, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) days. (d) A part-time employee The Employer shall also consider applications from those employees, with the required seniority, who has accepted are absent from their normal places of employment because of sick leave, annual vacation, unpaid leave, Union leave, compassionate leave, education leave, or special leave, and who have filled in an application form stating the jobs they would be interested in applying for should a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual workor new job occur during their absence. (e) Existing local agreements will be in force Where operational requirements make it necessary, the Employer may make temporary appointments pending the posting and effect consideration of Union personnel pursuant to paragraphs (including termination clausesa) unless changed by mutual agreement by the parties at the local leveland (c) above. (f) Where Two (2) copies of all postings shall be sent to the local agreement covering access to work by part-time employees Secretary- Treasurer of the Local within the aforementioned seven (former “15.01c”7) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either partycalendar days. (g) By mutual agreementThe Employer shall, within three (3) calendar days, inform all applicants of the parties may vary name of the successful applicant either in writing to each applicant or posting the name of the successful applicant in the same manner in which the vacancy or new job posting process set out was posted. (h) The Employer agrees to supply to the Union the names of all applicants for a vacancy or new position in Article 16.01the course of a grievance investigation.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel employees in the Bargaining Unit reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) sixty calendar days or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area location of the vacancy and the commencement date shall, before being filled, be posted for a minimum of seven ten (710) calendar days, in a manner which gives all employees access to such information, provided that no employees regular employee shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one (1) calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) calendar days, The posting shall be placed in the work of the absent employee may be performed by employees working in float pool positions, where float pools existstaff room. (c) Notwithstanding (a) aboveThe Employer shall also consider applications from those employees, if with the vacancy is required seniority, who are absent from their normal places of employment because of sick leave, annual vacation, unpaid leave, union leave, compassionate leave, leave requesting the disappearance of a temporary one child, leave respecting the death of less than ninety (90) calendar days a child, and any other leave as approved under the work is not being performed by a float employeeEmployment Standards Act, the position shall not be posted education leave and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated filled in writing their desire to work an application form before each absence, stating the jobs they would be interested in such position consistent with the requirements of Article 14. Should applying for should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 19, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) daysnew job occur during their absence. (d) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above All postings shall be considered unavailable for such temporary vacancy. A partsent to the Secretary-time employee who has accepted a temporary vacancy referred to in paragraph Treasurer of the Local of the HEU within the aforementioned ten (c)(i10) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual workcalendar days. (e) Existing local agreements will be The Employer shall, within seven (7) calendar days of the successful candidate being notified, inform all applicants of the name of the successful applicant, either in force and effect (including termination clauses) unless changed by mutual agreement by writing to each applicant or posting the parties at name of the local levelsuccessful applicant in the same manner in which the vacancy or new job was posted. (f) Where The Employer shall supply to the local agreement covering access to work Union the names of all applicants for a job posting in the course of a grievance investigation within seven (7) calendar days of a demand by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either partyUnion. (g) By mutual agreementAn employee granted a temporary promotion, transfer or demotion shall return to their former job and pay rate without loss of seniority and accrued perquisites when the parties may vary the job posting process set out in Article 16.01temporary promotion, transfer or demotion terminates. (h) Applications from qualified employees shall be considered prior to applications from non-employees.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel might reasonably be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) calendar days or more, the vacancy or new job including salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety sixty (9060) calendar days, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding (a) above, if the vacancy is a temporary one of less than ninety sixty (9060) calendar days and the work is not being performed by a float employee, the position shall not be posted and instead shall be filled as follows: (i) where Where practicable by qualified regular employees who have indicated in writing their desire to work in such position consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 19, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by By employees registered for casual work in accordance with the casual addendum. (iii) in In cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) days. (d) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is they are also registered for casual work. (e) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (f) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (g) By mutual agreement, the parties may vary the job posting process set out in Article 16.01.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel employees in the Bargaining Unit reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) sixty calendar days or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area location of the vacancy and the commencement date shall, before being filled, be posted for a minimum of seven ten (710) calendar days, in a manner which gives all employees access to such information, provided that no employees regular employee shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one (1) calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) calendar days, The posting shall be placed in the work of the absent employee may be performed by employees working in float pool positions, where float pools existstaff room. (c) Notwithstanding (a) aboveThe Employer shall also consider applications from those employees, if with the vacancy is required seniority, who are absent from their normal places of employment because of sick leave, annual vacation, unpaid leave, union leave, compassionate leave, leave respecting the disappearance of a temporary one child, leave respecting the death of less than ninety (90) calendar days a child, education leave and the work is not being performed by a float employee, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated filled in writing their desire to work an application form before each absence, stating the jobs they would be interested in such position consistent with the requirements of Article 14. Should applying for should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 19, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) daysnew job occur during their absence. (d) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above All postings shall be considered unavailable for such temporary vacancy. A partsent to the Secretary-time employee who has accepted a temporary vacancy referred to in paragraph Treasurer of the Local of the HEU within the aforementioned ten (c)(i10) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual workcalendar days. (e) Existing local agreements will be The Employer shall, within seven (7) calendar days of the successful candidate being notified, inform all applicants of the name of the successful applicant, either in force and effect (including termination clauses) unless changed by mutual agreement by writing to each applicant or posting the parties at name of the local levelsuccessful applicant in the same manner in which the vacancy or new job was posted. (f) Where The Employer shall supply to the local agreement covering access to work Union the names of all applicants for a job posting in the course of a grievance investigation within seven (7) calendar days of a demand by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either partyUnion. (g) By mutual agreementAn employee granted a temporary promotion, transfer or demotion shall return to their former job and pay rate without loss of seniority and accrued perquisites when the parties may vary the job posting process set out in Article 16.01temporary promotion, transfer or demotion terminates. (h) Applications from qualified employees shall be considered prior to applications from non-employees.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union Union personnel reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) calendar days or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area area, and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) calendar days, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding (a) above, if the vacancy is a temporary one of less than ninety sixty (9060) calendar days and the work is not being performed by a float employeedays, the position shall not be posted and instead shall be filled as follows: (i) where Where practicable by qualified regular employees who have indicated in writing their desire to work in such position consistent with the requirements of Article Articles 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer employer to pay overtime to the employee pursuant to Article 1923, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification.; (ii) by By employees registered for casual work in accordance with the casual addendum.; and (iii) in In cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(iib)(ii) for a period of up to seven (7) days. (dc) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(ib)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(ib)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(ib)(i) the Employer need not offer the work again to that employee under (c)(iib)(ii), if she/he is they are also registered for casual work. (e) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (f) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (gd) By mutual agreement, the parties may vary the job posting process set out in Article 16.0115.01. (e) In the posting of a vacancy or a new job, the hours of work, including stop and start times, days off and work area may be subject to change provided that: i) The change is consistent with operational requirements and the provisions of the Collective Agreement, and is not capricious, arbitrary, discriminatory or in bad faith; ii) The Employer has inquired into, and given prior due consideration to, the importance placed by the affected employee(s) on the existing hours of work, days off and work area; and the impact the change will have on the personal circumstances of such employee(s); and iii) The Employer has given notice of displacement to affected employees. In the application of this paragraph, the burden of proof shall be on the Employer to demonstrate that it has complied with the above requirements. (f) The Employer shall also consider applications from those employees, with the required seniority, who are absent from their normal places of employment because of sick leave, annual vacation, unpaid leave, Union leave, compassionate leave or education leave, and who have filled in an application form stating the jobs they would be interested in applying for should a vacancy or new job occur during their absence. (g) Where operational requirements make it necessary, the Employer may make temporary appointments pending the posting and consideration of the Union personal pursuant to paragraph (a) to (d) above. (h) A copy of all postings shall be sent to the HEU Secretary- Treasurer of the Local within the aforementioned seven (7) calendar days. (i) The Employer shall, within three (3) calendar days, inform all applicants of the name of the successful applicant either in writing to each applicant or posting the name of the successful applicant in the same manner in which the vacancy or new job was posted. (j) The Employer agrees to supply to the Union the names of all applicants for a vacancy or new position in the course of a grievance investigation.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel employees in the Bargaining Unit reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) sixty calendar days or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area location of the vacancy and the commencement date shall, before being filled, be posted for a minimum of seven ten (710) calendar days, in a manner which gives all employees access to such information, provided that no employees regular employee shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one (1) calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) calendar days, The posting shall be placed in the work of the absent employee may be performed by employees working in float pool positions, where float pools existstaff room. (c) Notwithstanding (a) aboveThe Employer shall also consider applications from those employees, if with the vacancy is required seniority, who are absent from their normal places of employment because of sick leave, annual vacation, unpaid leave, union leave, compassionate leave, leave respecting the disappearance of a temporary one child, leave respecting the death of less than ninety (90) calendar days a child, and any other leave as approved under the work is not being performed by a float employeeEmployment Standards Act, the position shall not be posted education leave and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated filled in writing their desire to work an application form before each absence, stating the jobs they would be interested in such position consistent with the requirements of Article 14. Should applying for should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 19, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) daysnew job occur during their absence. (d) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above All postings shall be considered unavailable for such temporary vacancy. A partsent to the Secretary-time employee who has accepted a temporary vacancy referred to in paragraph Treasurer of the Local of the HEU within the aforementioned ten (c)(i10) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual workcalendar days. (e) Existing local agreements will be The Employer shall, within seven (7) calendar days of the successful candidate being notified, inform all applicants of the name of the successful applicant, either in force and effect (including termination clauses) unless changed by mutual agreement by writing to each applicant or posting the parties at name of the local levelsuccessful applicant in the same manner in which the vacancy or new job was posted. (f) Where The Employer shall supply to the local agreement covering access to work Union the names of all applicants for a job posting in the course of a grievance investigation within seven (7) calendar days of a demand by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either partyUnion. (g) By mutual agreementAn employee granted a temporary promotion, transfer or demotion shall return to their former job and pay rate without loss of seniority and accrued perquisites when the parties may vary the job posting process set out in Article 16.01temporary promotion, transfer or demotion terminates. (h) Applications from qualified employees shall be considered prior to applications from non-employees.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel might reasonably be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) calendar days or more, the vacancy or new job including salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) calendar days, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding (a) above, if the vacancy is a temporary one of less than ninety (90) calendar days and the work is not being performed by a float employee, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 19, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) days. (d) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual work. (e) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (f) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (g) By mutual agreement, the parties may vary the job posting process set out in Article 16.01.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel might reasonably be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) calendar days or more, the vacancy or new job including salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if If a temporary absence is one of less than ninety (90) calendar daysvacancy or new job becomes available between June 15 and August 15, the work vacancy or new job shall have a start date of the absent first day after Labour Day. Where the delayed start date will disadvantage the successful applicant, they will either move into the position or be made whole in regard to compensation, status and seniority. Where compensation is at issue, the employee may shall be performed by employees working in float pool positions, where float pools existused productively and under no circumstances shall they receive pay for work not performed. (c) Notwithstanding (a) above, if the vacancy is a temporary one of less than ninety sixty (9060) calendar days and the work is not being performed by a float employeedays, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified part-time regular employees who have indicated in writing their desire to be registered for work in such position consistent accordance with this clause (where the requirements regular schedule of Article 14. Should a vacancy part-time employee registered under this Article result in backfilling section conflicts with a temporary vacancy, the part-time employee shall be deemed to be unable to work except that where the temporary vacancy/block of more than one work is four (14) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay overtime to days or more, the employee pursuant to Article 19, shall be relieved of their regular schedule at the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with option of the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classificationemployee). (ii) by By casual employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absencesabsences (less than 24 hours’ notice), such temporary absence may first be filled under (c)(iic) (ii) for a period of up to seven three (73) days. (d) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(ic) (i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(ic) (i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(ic) (i) the Employer need not offer the work again to that employee under (c)(iic) (ii), if she/he is they are also registered for casual work. (e) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (f) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (g) By mutual agreement, the parties may vary the job posting process set out in Article 16.01.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union Union personnel reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty one (301) calendar days month or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area area, and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no regular employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (aIn the posting of a vacancy or a new job, the hours of work, including stop and start times, days off and work area may be subject to change provided that: i. the change is consistent with operational requirements and the provisions of the Collective Agreement, and is not capricious, arbitrary, discriminatory or in bad faith; and ii. the Employer has inquired into, and given prior due consideration to, the importance placed by the affected employee(s) aboveon the existing hours of work, if days off and work area; and the impact the change will have on the personal circumstances of such employee(s). iii. the Employer has given notice of displacement to affected employees. c) If the vacancy or new job has a temporary absence is one duration of less than ninety one (901) calendar daysmonth, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding (a) above, if the vacancy is a temporary one of less than ninety (90) calendar days and the work is not being performed by a float employee, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position positions shall be given the opportunity, where practicable, consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith13. 01. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 1921, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c. d) assignment that conflicts The Employer shall also consider applications from those employees, with the accepted one. Probationary employees required seniority, who are absent from their normal places of employment because of sick leave, annual vacation, unpaid leave, Union leave, compassionate leave, education leave, or special leave, and employees undergoing who have filled in an application form stating the jobs they would be interested in applying for should a qualifying period shall not be considered for a 16.01(c) assignment in a different classificationvacancy or new job occur during their absence. e) Where operational requirements make it necessary, the Employer may make temporary appointments pending the posting and consideration of Union personnel pursuant to paragraphs (iia) by employees registered for casual work in accordance with the casual addendumand (c) above. f) Two (iii2) in cases copies of unanticipated or unplanned temporary absences, such temporary absence may first all postings shall be filled under (c)(ii) for a period sent to the Secretary- Treasurer of up to the Local within the aforementioned seven (7) calendar days. g) The Employer shall, within three (d3) A part-time employee who has accepted a casual assignment calendar days, inform all applicants of the name of the successful applicant either in writing to each applicant or posting the name of the successful applicant in the same manner in which conflicts with a temporary the vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual workor new job was posted. (eh) Existing local agreements will be The Employer agrees to supply to the Union the names of all applicants for a vacancy or new position in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local levelcourse of a grievance investigation. (f) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (g) By mutual agreement, the parties may vary the job posting process set out in Article 16.01.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union Union personnel reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) calendar days or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area area, and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) calendar days, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding Not withstanding (a) above, if the vacancy is a temporary one of less than ninety sixty (9060) calendar days and the work is not being performed by a float employeedays, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith13. If the application of this paragraph requires the Employer employer to pay overtime to the employee pursuant to Article 1921, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or of unplanned temporary absences, such temporary absence may first be filled under (c)(iib) (ii) for a period of up to seven (7) days. (dc) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(ib) (i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(ib)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(ib)(i) the Employer need not offer the work again to that employee under (c)(ii), b)(ii) if she/he /she is also registered for casual work. (d) In the posting of a vacancy or a new job, the hours of work, including stop and start times, days off and work area may be subject to change provided that: i) the change is consistent with operational requirements and the provisions of the Collective Agreement and is not capricious, arbitrary, discriminatory or in bad faith; and ii) the Employer has inquired into, and given prior due consideration to, the importance placed by the affected employee(s) on the existing hours of work, days off and work area; and the impact the change will have on the personal circumstances of such employee(s). e) Existing local agreements will The Employer shall also consider applications from those employees, with the required seniority, who are absent from their normal places of employment because of sick leave, annual vacation, unpaid leave, Union leave, compassionate leave, education leave or special leave and who have filled in an application form before each absence, stating the jobs they would be interested in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local levelapplying for should a vacancy or new job occur during their absence. (f) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clauseoperational requirements make it necessary, the agreement Employer may be terminated on giving make temporary appointments pending the posting and consideration of six Union personnel pursuant to paragraphs (6a) months’ notice by either partyand (c) above. (g) By mutual agreementTwo (2) copies of all postings shall be sent to an employee designated by the Union within the aforementioned seven (7) calendar days. h) The Employer shall, within three (3) calendar days, inform all applicants of the parties may vary name of the successful applicant either in writing to each applicant or posting the name of the successful applicant in the same manner in which the vacancy or new job posting process set out was posted. i) The Employer agrees to supply to the Union the names of all applicants for a vacancy or new position in Article 16.01the course of a grievance investigation.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union Union personnel reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty one (301) calendar days month or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of workworks, including start and stop times and days off, the work area area, and the commencement date shall, before being filled, filled be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to of such information, information provided that no regular employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if In the posting of a temporary absence is one of less than ninety (90) calendar daysvacancy or a new job, the hours of work, including stop and start times, days off and work area may be subject to change provided that: i) the change is consistent with operational requirements and the provisions of the absent employee may be performed Collective Agreement, and is not capricious, arbitrary, discriminatory or in bad faith; and ii) the Employer has inquired into, and given prior due consideration to the importance placed by employees working in float pool positionsthe affected employee(s) on the existing hours of work, where float pools existdays off and work area; and the impact the change will have on the personal circumstances of such employee(s). (c) Notwithstanding (a) above, if If the vacancy is or new job has a temporary one duration of less than ninety one (901) calendar days and the work is not being performed by a float employeemonth, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position positions shall be given the opportunity, where practicable, consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faithArticle 15.01. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 1924, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) days. (d) A part-time employee The Employer shall also consider applications from those employees, with the required seniority, who has accepted are absent from their normal places of employment because of sick leave, annual vacation, unpaid leave, Union leave, compassionate leave, education leave, or special leave, and who have filled in an application form before each absence, stating the jobs they would be interested in applying for should a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual workor new job occur during their absence. (e) Existing local agreements will be in force Where operational requirements make it necessary, the Employer may make temporary appointments pending the posting and effect consideration of Union personnel pursuant to paragraphs (including termination clausesa) unless changed by mutual agreement by the parties at the local leveland (c) above. (f) Where Two (2) copies of all postings shall be sent to the local agreement covering access to work by part-time employees Secretary- Treasurer of the Local within the aforementioned seven (former “15.01c”7) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either partycalendar days. (g) By mutual agreementThe Employer shall, within three (3) calendar days, inform all applicants of the parties may vary name of the successful applicant either in writing to each applicant or posting the name of the successful applicant in the same manner in which the vacancy or new job posting process set out was posted. (h) The Employer agrees to supply to the Union the names of all applicants for a vacancy or new position in Article 16.01the course of a grievance investigation.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union Union personnel reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty sixty (3060) calendar days or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area area, and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no regular employees shall be entitled to relieve other regular employees under this clause on more than two three (23) occasions in one (1) calendar year unless the Employer and the Union otherwise agree it would provide an increase in good faithpay and/or full-time equivalent (FTE). (b) Notwithstanding (a) above, if In the posting of a temporary absence is one of less than ninety (90) calendar daysvacancy or a new job, the hours of work, including stop and start times, days off and work area may be subject to change provided that: i) the change is consistent with operational requirements and the provisions of the absent employee may be performed Collective Agreement, and is not capricious, arbitrary, discriminatory or in bad faith; and ii) the Employer has inquired into, and given prior due consideration to, the importance placed by employees working in float pool positionsthe affected employee(s) on the existing hours of work, where float pools existdays off and work area; and the impact the change will have on the personal circumstances of such employee(s). (c) Notwithstanding (a) above, if If the vacancy is or new job has a temporary one duration of less than ninety (90) calendar days and the work is not being performed by a float employee, the position shall not be posted and instead shall be filled as follows:sixty (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith01. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 1921, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) days. (d) A part-time employee The Employer shall also consider applications from those employees, with the required seniority, who has accepted are absent from their normal places of employment because of sick leave, annual vacation, unpaid leave, Union leave, bereavement leave, education leave, or special leave, and who have filled in an application form before each absence, stating the jobs they would be interested in applying for should a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual workor new job occur during their absence. (e) Existing local agreements will be in force Where operational requirements make it necessary, the Employer may make temporary appointments pending the posting and effect consideration of Union personnel pursuant to paragraphs (including termination clausesa) unless changed by mutual agreement by the parties at the local leveland (c) above. (f) Where An electronic copy of all postings shall be sent to the local agreement covering access to work by partSecretary-time employees Treasurer of the Local within the aforementioned seven (former “15.01c”7) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either partycalendar days. (g) By mutual agreementThe Employer shall, within three (3) calendar days, inform all applicants of the parties may vary name of the successful applicant either in writing to each applicant or posting the name of the successful applicant in the same manner in which the vacancy or new job posting process set out was posted. (h) The Employer agrees to supply to the Union the names of all applicants for a vacancy or new position in Article 16.01the course of a grievance investigation.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union Union personnel reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty sixty (3060) calendar days or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area area, and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no regular employees shall be entitled to relieve other regular employees under this clause on more than two three (23) occasions in one (1) calendar year unless the Employer and the Union otherwise agree it would provide an increase in good faithpay and/or full-time equivalent (FTE). (b) Notwithstanding (a) above, if In the posting of a temporary absence is one of less than ninety (90) calendar daysvacancy or a new job, the hours of work, including stop and start times, days off and work area may be subject to change provided that: i) the change is consistent with operational requirements and the provisions of the absent employee may be performed Collective Agreement, and is not capricious, arbitrary, discriminatory or in bad faith; and ii) the Employer has inquired into, and given prior due consideration to, the importance placed by employees working in float pool positionsthe affected employee(s) on the existing hours of work, where float pools existdays off and work area; and the impact the change will have on the personal circumstances of such employee(s). (c) Notwithstanding (a) above, if If the vacancy is or new job has a temporary one duration of less than ninety sixty (9060) calendar days and the work is not being performed by a float employeedays, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position positions shall be given the opportunity, where practicable, consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith13. 01. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 1921, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) days. (d) A part-time employee The Employer shall also consider applications from those employees, with the required seniority, who has accepted are absent from their normal places of employment because of sick leave, annual vacation, unpaid leave, Union leave, compassionate leave, education leave, or special leave, and who have filled in an application form before each absence, stating the jobs they would be interested in applying for should a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual workor new job occur during their absence. (e) Existing local agreements will be in force Where operational requirements make it necessary, the Employer may make temporary appointments pending the posting and effect consideration of Union personnel pursuant to paragraphs (including termination clausesa) unless changed by mutual agreement by the parties at the local leveland (c) above. (f) Where An electronic copy of all postings shall be sent to the local agreement covering access to work by partSecretary-time employees Treasurer of the Local within the aforementioned seven (former “15.01c”7) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either partycalendar days. (g) By mutual agreementThe Employer shall, within three (3) calendar days, inform all applicants of the parties may vary name of the successful applicant either in writing to each applicant or posting the name of the successful applicant in the same manner in which the vacancy or new job posting process set out was posted. (h) The Employer agrees to supply to the Union the names of all applicants for a vacancy or new position in Article 16.01the course of a grievance investigation.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union Union personnel reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty one (301) calendar days month or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area area, and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no regular employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if In the posting of a temporary absence is one of less than ninety (90) calendar daysvacancy or a new job, the hours of work, including stop and start times, days off and work area may be subject to change provided that: (i) the change is consistent with operational requirements and the provisions of the absent employee may be performed Collective Agreement, and is not capricious, arbitrary, discriminatory or in bad faith; and (ii) the Employer has inquired into, and given prior due consideration to, the importance placed by employees working in float pool positionsthe affected employee(s) on the existing hours of work, where float pools existdays off and work area; and the impact the change will have on the personal circumstances of such employee(s). (iii) the Employer has given notice of displacement to affected employees. (c) Notwithstanding (a) above, if If the vacancy is or new job has a temporary one duration of less than ninety one (901) calendar days and the work is not being performed by a float employeemonth, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position positions shall be given the opportunity, where practicable, consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faithArticle 14.01. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 1921, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) days. (d) A part-time employee The Employer shall also consider applications from those employees, with the required seniority, who has accepted are absent from their normal places of employment because of sick leave, annual vacation, unpaid leave, Union leave, compassionate leave, education leave, or special leave, and who have filled in an application form stating the jobs they would be interested in applying for should a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual workor new job occur during their absence. (e) Existing local agreements will be in force Where operational requirements make it necessary, the Employer may make temporary appointments pending the posting and effect consideration of Union personnel pursuant to paragraphs (including termination clausesa) unless changed by mutual agreement by the parties at the local leveland (c) above. (f) Where Two (2) copies of all postings shall be sent to the local agreement covering access to work by part-time employees Secretary- Treasurer of the Local within the aforementioned seven (former “15.01c”7) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either partycalendar days. (g) By mutual agreementThe Employer shall, within three (3) calendar days, inform all applicants of the parties may vary name of the successful applicant either in writing to each applicant or posting the name of the successful applicant in the same manner in which the vacancy or new job posting process set out was posted. (h) The Employer agrees to supply to the Union the names of all applicants for a vacancy or new position in Article 16.01the course of a grievance investigation.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel employees in the Bargaining Unit reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty one (301) calendar days month or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if In the posting of a temporary absence is one of less than ninety (90) calendar daysvacancy or a new job, the hours of work, including stop and start times, days off and work area may be subject to change provided that: (i) the change is consistent with operational requirements and the provisions of the absent employee may be performed Collective Agreement and is not capricious, arbitrary, discriminatory or in bad faith; and (ii) the Employer has inquired into, and given prior due consideration to, the importance placed by employees working in float pool positionsthe affected employee(s) on the existing hours of work, where float pools existdays off and work area; and the impact the change will have on the personal circumstances of such employee(s). (c) Notwithstanding (a) above, if the vacancy is of a temporary one nature of less than ninety sixty (9060) calendar days and the work is not being performed by a float employeedays, the position shall not be posted and instead shall will be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position consistent with the requirements terms of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faithCollective Agreement. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 19employee, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, absences such temporary absence may first be filled under paragraph (c)(iib)(ii) for a period of up to seven (7) days. (d) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if shehe/he she is also registered for casual work. (e) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (f) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (g) By mutual agreement, the parties may vary the job posting process set out in Article 16.01.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union Union personnel reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty one (301) calendar days month or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area area, and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no regular employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if In the posting of a temporary absence is one of less than ninety (90) calendar daysvacancy or a new job, the hours of work, including stop and start times, days off and work area may be subject to change provided that: i) the change is consistent with operational requirements and the provisions of the absent employee may be performed Collective Agreement, and is not capricious, arbitrary, discriminatory or in bad faith; and ii) the Employer has inquired into, and given prior due consideration to, the importance placed by employees working in float pool positionsthe affected employee(s) on the existing hours of work, where float pools existdays off and work area; and the impact the change will have on the personal circumstances of such employee(s). iii) the Employer has given notice of displacement to affected employees. (c) Notwithstanding (a) above, if If the vacancy is or new job has a temporary one duration of less than ninety one (901) calendar days and the work is not being performed by a float employeemonth, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position positions shall be given the opportunity, where practicable, consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. 01. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 1921, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) days. (d) A part-time employee The Employer shall also consider applications from those employees, with the required seniority, who has accepted are absent from their normal places of employment because of sick leave, annual vacation, unpaid leave, Union leave, compassionate leave, education leave, or special leave, and who have filled in an application form stating the jobs they would be interested in applying for should a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual workor new job occur during their absence. (e) Existing local agreements will be in force Where operational requirements make it necessary, the Employer may make temporary appointments pending the posting and effect consideration of Union personnel pursuant to paragraphs (including termination clausesa) unless changed by mutual agreement by the parties at the local leveland (c) above. (f) Where Two (2) copies of all postings shall be sent to the local agreement covering access to work by part-time employees Secretary- Treasurer of the Local within the aforementioned seven (former “15.01c”7) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either partycalendar days. (g) By mutual agreementThe Employer shall, within three (3) calendar days, inform all applicants of the parties may vary name of the successful applicant either in writing to each applicant or posting the name of the successful applicant in the same manner in which the vacancy or new job posting process set out was posted. (h) The Employer agrees to supply to the Union the names of all applicants for a vacancy or new position in Article 16.01the course of a grievance investigation.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union Union personnel reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty five (305) calendar days weeks or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area area, and the anticipated commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if In the posting of a temporary absence is one of less than ninety (90) calendar daysvacancy or a new job, the hours of work, including stop and start times, days off and work area may be subject to change provided the change is consistent with the provisions of the absent employee may be performed by employees working collective agreement, and is not capricious, arbitrary, discriminatory or in float pool positions, where float pools existbad faith. (c) Notwithstanding (a) above, if If the vacancy is or new job has a temporary one duration of less than ninety five (905) calendar days and the work is not being performed by a float employeeweeks, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular full-time employees who have indicated in writing their desire to work in such position positions shall be given the opportunity, where practicable, consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith12.01. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 1921, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) days. (d) A part-It is the responsibility of each employee to be aware to job postings and to apply within the posting period. Employees may submit an application in writing, when they will be absent from work during the time employee who has accepted of posting, in advance of their leaving, stating the job(s) they would be interested in applying for should a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual workor new occurred during their absence. (e) Existing local agreements will be in force Where operational requirements make it necessary, the Employer may make temporary appointments pending the posting and effect consideration of Union personnel pursuant to paragraphs (including termination clausesa) unless changed by mutual agreement by the parties at the local leveland (c) above. (f) Where Two (2) copies of all postings shall be sent to the local agreement covering access to work by part-time employees Secretary- Treasurer of the Local within the aforementioned seven (former “15.01c”7) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either partycalendar days. (g) By mutual agreementThe Employer shall, within three (3) calendar days, inform all applicants of the parties may vary name of the successful applicant by posting the name of the successful applicant in the same manner in which the vacancy or new job posting process set out was posted and supply a copy of the Union’s Local Executive. (h) The Employer agrees to supply to the Union the names of all applicants for a vacancy or new position in Article 16.01the course of a grievance investigation.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel might reasonably be recruited, the following follow- ing shall apply: (a) : If the vacancy or new job has a duration of thirty (30) calendar days or more, the vacancy or new job including salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) . Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) calendar days, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding (aA) above, if the vacancy is a temporary one of less than ninety sixty (9060) calendar days and the work is not being performed by a float employee, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position consistent with the requirements of Article 14. Should a vacancy under un- der this Article result in backfilling of more than one (1) vacancy (including the initial vacancyva- cancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 1919 – Scheduling Provisions, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in In cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(iib) (ii) for a period of up to seven (7) days. (d) . A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy va- cancy referred to in paragraph B) (c)(ii) above shall be considered unavailable for such temporary vacancyva- cancy. A Where a part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to of work under (c)(i) this article, the Employer need not offer the same work again to that this employee under (c)(ii), if she/he is they are also registered for casual work. (e) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (f) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (g) By mutual agreement, the parties may vary the job posting process set out in Article 16.01.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel might reasonably be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) calendar days or more, the vacancy or new job including salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) calendar days, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding (a) above, if the vacancy is a temporary one of less than ninety sixty (9060) calendar days and the work is not being performed by a float employeedays, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified part time regular employees who have indicated in writing their desire to registered for work in such position consistent accordance with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 19, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classificationclause. (ii) by By casual employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(iib) (ii) for a period of up to seven (7) days. (dc) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(ib) (i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(ib) (i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(ib) (i) the Employer need not offer the work again to that employee under (c)(iib) (ii), if shehe/he she is also registered for casual work. (e) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (f) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (g) By mutual agreement, the parties may vary the job posting process set out in Article 16.01.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel might reasonably be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) calendar days or more, the vacancy or new job including salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if If a temporary absence is one of less than ninety (90) calendar daysvacancy or new job becomes available between June 15 and August 15, the work vacancy or new job shall have a start date of the absent first day after Labour Day. Where the delayed start date will disadvantage the successful applicant, they will either move into the position or be made whole in regards to compensation, status and seniority. Where compensation is at issue, the employee may shall be performed by employees working in float pool positions, where float pools existused productively and under no circumstances shall they receive pay for work not performed. (c) Notwithstanding (a) above, if the vacancy is a temporary one of less than ninety sixty (9060) calendar days and the work is not being performed by a float employeedays, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified part time regular employees who have indicated in writing their desire to be registered for work in such position consistent accordance with this clause. (where the requirements regular schedule of Article 14. Should a vacancy part-time employee registered under this Article result in backfilling section conflicts with a temporary vacancy, the part-time employee shall be deemed to be unable to work except that where the temporary vacancy/block of more than one work is four (14) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay overtime to days or more, the employee pursuant to Article 19, shall be relieved of his/her regular schedule at the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with option of the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classificationemployee.) (ii) by By casual employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absencesabsences (less than 24 hours’ notice), such temporary absence may first be filled under (c)(iic) (ii) for a period of up to seven three (73) days. (d) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(ic) (i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(ic) (i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(ic) (i) the Employer need not offer the work again to that employee under (c)(iic) (ii), if shehe/he she is also registered for casual work. (e) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (f) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (g) By mutual agreement, the parties may vary the job posting process set out in Article 16.01.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel might reasonably be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) calendar days or more, the vacancy or new job including salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) calendar days, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding (a) above, if the vacancy is a temporary one of less than ninety sixty (9060) calendar days and the work is not being performed by a float employeedays, the position shall not be posted and instead shall be filled as follows: (i1) where practicable by qualified regular employees who have indicated in writing their desire to work in such position consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer employer to pay overtime to the employee pursuant to Article 19, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii2) by employees registered for casual work in accordance with the casual addendum. (iii3) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(iib)(2) for a period of up to seven (7) days. (dc) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(ib)(1) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(ib)(1) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(ib)(1) the Employer need not offer the work again to that employee under (c)(iib)(2), if shehe/he she is also registered for casual work. (ed) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (fe) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ months notice by either party. (gf) By mutual agreement, the parties may vary the job posting process set out in Article 16.0116.1.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union Union personnel reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) calendar days or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area area, and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) calendar days, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding (a) above, if the vacancy is a temporary one of less than ninety sixty (9060) calendar days and the work is not being performed by a float employeedays, the position shall not be posted and instead shall be filled as follows: (i) where Where practicable by qualified regular employees who have indicated in writing their desire to work in such position consistent with the requirements of Article Articles 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer employer to pay overtime to the employee pursuant to Article 1923, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification.; (ii) by By employees registered for casual work in accordance with the casual addendum.; and (iii) in In cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(iib)(ii) for a period of up to seven (7) days. (dc) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(ib)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(ib)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(ib)(i) the Employer need not offer the work again to that employee under (c)(iib)(ii), if shehe/he she is also registered for casual work. (e) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (f) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (gd) By mutual agreement, the parties may vary the job posting process set out in Article 16.0115.01. (e) In the posting of a vacancy or a new job, the hours of work, including stop and start times, days off and work area may be subject to change provided that: (i) The change is consistent with operational requirements and the provisions of the Collective Agreement, and is not capricious, arbitrary, discriminatory or in bad faith; (ii) The Employer has inquired into, and given prior due consideration to, the importance placed by the affected employee(s) on the existing hours of work, days off and work area; and the impact the change will have on the personal circumstances of such employee(s); and (iii) The Employer has given notice of displacement to affected employees. In the application of this paragraph, the burden of proof shall be on the Employer to demonstrate that it has complied with the above requirements. (f) The Employer shall also consider applications from those employees, with the required seniority, who are absent from their normal places of employment because of sick leave, annual vacation, unpaid leave, Union leave, compassionate leave or education leave, and who have filled in an application form stating the jobs they would be interested in applying for should a vacancy or new job occur during their absence. (g) Where operational requirements make it necessary, the Employer may make temporary appointments pending the posting and consideration of the Union personal pursuant to paragraph (a) to (d) above. (h) A copy of all postings shall be sent to the HEU Secretary- Treasurer of the Local within the aforementioned seven (7) calendar days. (i) The Employer shall, within three (3) calendar days, inform all applicants of the name of the successful applicant either in writing to each applicant or posting the name of the successful applicant in the same manner in which the vacancy or new job was posted. (j) The Employer agrees to supply to the Union the names of all applicants for a vacancy or new position in the course of a grievance investigation.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union Union personnel reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty one (301) calendar days month or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of workworks, including start and stop times and days off, the work area area, and the commencement date shall, before being filled, filled be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to of such information, information provided that no regular employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (aIn the posting of a vacancy or a new job, the hours of work, including stop and start times, days off and work area may be subject to change provided that: i) abovethe change is consistent with operational requirements and the provisions of the Collective Agreement, if and is not capricious, arbitrary, discriminatory or in bad faith; and ii) the Employer has inquired into, and given prior due consideration to the importance placed by the affected employee(s) on the existing hours of work, days off and work area; and the impact the change will have on the personal circumstances of such employee(s). c) If the vacancy or new job has a temporary absence is one duration of less than ninety one (901) calendar daysmonth, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding (a) above, if the vacancy is a temporary one of less than ninety (90) calendar days and the work is not being performed by a float employee, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position positions shall be given the opportunity, where practicable, consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. 01. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 1922, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c. d) assignment that conflicts The Employer shall also consider applications from those employees, with the accepted one. Probationary employees required seniority, who are absent from their normal places of employment because of sick leave, annual vacation, unpaid leave, Union leave, compassionate leave, education leave, or special leave, and employees undergoing who have filled in an application form before each absence, stating the jobs they would be interested in applying for should a qualifying period shall not be considered for a 16.01(c) assignment in a different classificationvacancy or new job occur during their absence. (iie) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absencesWhere operational requirements make it necessary, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) days. (d) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer may make temporary appointments pending the work again posting and consideration of Union personnel pursuant to that employee under paragraphs (c)(ii), if she/he is also registered for casual work. (ea) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (f) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (g) By mutual agreement, the parties may vary the job posting process set out in Article 16.01.and

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union Union personnel reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty one (301) calendar days month or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area area, and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no regular employees shall be entitled to relieve other regular employees under this clause on more than two three (23) occasions in one (1) calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if In the posting of a temporary absence is one of less than ninety (90) calendar daysvacancy or a new job, the hours of work, including stop and start times, days off and work area may be subject to change provided that: i) the change is consistent with operational requirements and the provisions of the absent employee may be performed Collective Agreement, and is not capricious, arbitrary, discriminatory or in bad faith; and ii) the Employer has inquired into, and given prior due consideration to, the importance placed by employees working in float pool positionsthe affected employee(s) on the existing hours of work, where float pools existdays off and work area; and the impact the change will have on the personal circumstances of such employee(s). (c) Notwithstanding (a) above, if If the vacancy is or new job has a temporary one duration of less than ninety one (901) calendar days and the work is not being performed by a float employeemonth, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular full-time employees who have indicated in writing their desire to work in such position positions shall be given the opportunity, where practicable, consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. 01. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 1921, the proposed move shall not be made. An employee who accepts work under this provision is not eligible The limitation to work "regular full-time employees" shall be subject to local agreement in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) dayswritten form. (d) A part-time employee The Employer shall also consider applications from those employees, with the required seniority, who has accepted are absent from their normal places of employment because of sick leave, annual vacation, unpaid leave, Union leave, compassionate leave, education leave, or special leave, and who have filled in an application form before each absence, stating the jobs they would be interested in applying for should a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual workor new job occur during their absence. (e) Existing local agreements will be in force Where operational requirements make it necessary, the Employer may make temporary appointments pending the posting and effect consideration of Union personnel pursuant to paragraphs (including termination clausesa) unless changed by mutual agreement by the parties at the local leveland (c) above. (f) Where Two (2) copies of all postings shall be sent to the local agreement covering access to work by partSecretary-time employees Treasurer of the Local within the aforementioned seven (former “15.01c”7) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either partycalendar days. (g) By mutual agreementThe Employer shall, within three (3) calendar days, inform all applicants of the parties may vary name of the successful applicant either in writing to each applicant or posting the name of the successful applicant in the same manner in which the vacancy or new job posting process set out was posted. (h) The Employer agrees to supply to the Union the names of all applicants for a vacancy or new position in Article 16.01the course of a grievance investigation.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union Union personnel reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) calendar days or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area area, and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) calendar days, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding (a) above, if the vacancy is a temporary one of less than ninety sixty (9060) calendar days and the work is not being performed by a float employeedays, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position consistent with the requirements of Article Articles 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer employer to pay overtime to the employee pursuant to Article 1923, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification.; (ii) by employees registered for casual work in accordance with the casual addendum.; and (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(iib)(ii) for a period of up to seven (7) days. (dc) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(ib)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(ib)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(ib)(i) the Employer need not offer the work again to that employee under (c)(iib)(ii), if shehe/he she is also registered for casual work. (e) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (f) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (gd) By mutual agreement, the parties may vary the job posting process set out in Article 16.0115.01. (e) In the posting of a vacancy or a new job, the hours of work, including stop and start times, days off and work area may be subject to change provided that: i) the change is consistent with operational requirements and the provisions of the Collective Agreement, and is not capricious, arbitrary, discriminatory or in bad faith; ii) the Employer has inquired into, and given prior due consideration to, the importance placed by the affected employee(s) on the existing hours of work, days off and work area; and the impact the change will have on the personal circumstances of such employee(s); and iii) the Employer has given notice of displacement to affected employees. In the application of this paragraph, the burden of proof shall be on the Employer to demonstrate that it has complied with the above requirements. (f) The Employer shall also consider applications from those employees, with the required seniority, who are absent from their normal places of employment because of sick leave, annual vacation, unpaid leave, Union leave, compassionate leave or education leave, and who have filled in an application form stating the jobs they would be interested in applying for should a vacancy or new job occur during their absence. (g) Where operational requirements make it necessary, the Employer may make temporary appointments pending the posting and consideration of the Union personal pursuant to paragraph (a) to (d) above. (h) Two (2) copies of all postings shall be sent to the HEU Secretary- Treasurer of the Local within the aforementioned seven (7) calendar days. (i) The Employer shall, within three (3) calendar days, inform all applicants of the name of the successful applicant either in writing to each applicant or posting the name of the successful applicant in the same manner in which the vacancy or new job was posted. (j) The Employer agrees to supply to the Union the names of all applicants for a vacancy or new position in the course of a grievance investigation.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel employees in the Bargaining Unit reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) sixty calendar days or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area location of the vacancy and the commencement date shall, before being filled, be posted for a minimum of seven (7) 7 calendar days, in a manner which gives all employees access to such information, provided that no employees regular employee shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one (1) calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) calendar days, The posting shall be placed on the work of the absent employee may be performed by employees working in float pool positions, where float pools existstaff bulletin board. (c) Notwithstanding (a) aboveThe Employer shall also consider applications from those employees, if with the vacancy is a temporary one required seniority, who are absent from their normal places of less than ninety (90) calendar days employment because of sick leave, annual vacation, unpaid leave, union leave, compassionate leave, education leave and the work is not being performed by a float employee, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated filled in writing their desire to work an application form before each absence, stating the jobs they would be interested in such position consistent with the requirements of Article 14. Should applying for should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 19, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) daysnew job occur during their absence. (d) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above All postings shall be considered unavailable for such temporary vacancy. A partsent to the Secretary-time employee who has accepted a temporary vacancy referred to in paragraph Treasurer of the Local of the HEU within the aforementioned seven (c)(i7) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual workcalendar days. (e) Existing local agreements will be The Employer shall, within seven (7) calendar days of the successful candidate being notified, inform all applicants of the name of the successful applicant, either in force and effect (including termination clauses) unless changed by mutual agreement by writing to each applicant or posting the parties at name of the local levelsuccessful applicant in the same manner in which the vacancy or new job was posted. (f) Where The Employer shall supply to the local agreement covering access to work Union the names of all applicants for a job posting in the course of a grievance investigation within seven (7) calendar days of a demand by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either partyUnion. (g) By mutual agreementAn employee granted a temporary promotion, transfer or demotion shall return to their former job and pay rate without loss of seniority and accrued perquisites when the parties may vary the job posting process set out in Article 16.01temporary promotion, transfer or demotion terminates.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union Union personnel reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) calendar days or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area area, and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) calendar days, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding Not withstanding (a) above, if the vacancy is a temporary one of less than ninety sixty (9060) calendar days and the work is not being performed by a float employeedays, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith13. If the application of this paragraph requires the Employer employer to pay overtime to the employee pursuant to Article 1921, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or of unplanned temporary absences, such temporary absence may first be filled under (c)(iib) (ii) for a period of up to seven (7) days. (dc) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(ib)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(ib)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(ib)(i) the Employer need not offer the work again to that employee under (c)(ii), b)(ii) if she/he /she is also registered for casual work. (d) In the posting of a vacancy or a new job, the hours of work, including stop and start times, days off and work area may be subject to change provided that: i) the change is consistent with operational requirements and the provisions of the Collective Agreement, and is not capricious, arbitrary, discriminatory or in bad faith; and the Employer has inquired into, and given prior due consideration to, the importance placed by the affected employee(s) on the existing hours of work, days off and work area; and the impact the change will have on the personal circumstances of such employee(s). e) Existing local agreements will The Employer shall also consider applications from those employees, with the required seniority, who are absent from their normal places of employment because of sick leave, annual vacation, unpaid leave, Union leave, compassionate leave, education leave, or special leave, and who have filled in an application form before each absence, stating the jobs they would be interested in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local levelapplying for should a vacancy or new job occur during their absence. (f) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clauseoperational requirements make it necessary, the agreement Employer may be terminated on giving make temporary appointments pending the posting and consideration of six Union personnel pursuant to paragraphs (6a) months’ notice by either partyand (c) above. (g) By mutual agreementTwo (2) copies of all postings shall be sent to the Secretary-Treasurer of the Local within the aforementioned seven (7) calendar days. h) The Employer shall, within three (3) calendar days, inform all applicants of the parties may vary name of the successful applicant either in writing to each applicant or posting the name of the successful applicant in the same manner in which the vacancy or new job posting process set out was posted. i) The Employer agrees to supply to the Union the names of all applicants for a vacancy or new position in Article 16.01the course of a grievance investigation.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel employees in the Bargaining Unit reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) sixty calendar days or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area location of the vacancy and the commencement date shall, before being filled, be posted for a minimum of seven ten (710) calendar days, in a manner which gives all employees access to such information, provided that no employees regular employee shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one (1) calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) calendar days, The posting shall be placed in the work of the absent employee may be performed by employees working in float pool positions, where float pools existstaff room. (c) Notwithstanding (a) aboveThe Employer shall also consider applications from those employees, if with the vacancy is a temporary one required seniority, who are absent from their normal places of less than ninety (90) calendar days employment because of sick leave, annual vacation, unpaid leave, union leave, compassionate leave, education leave, any employment standards leave, and the work is not being performed by a float employee, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated filled in writing their desire to work an application form before each absence, stating the jobs they would be interested in such position consistent with the requirements of Article 14. Should applying for should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 19, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) daysnew job occur during their absence. (d) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above All postings shall be considered unavailable for such temporary vacancy. A partsent to the Secretary-time employee who has accepted a temporary vacancy referred to in paragraph Treasurer of the Local of the HEU within the aforementioned seven (c)(i7) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual workcalendar days. (e) Existing local agreements will be The Employer shall, within seven (7) calendar days of the successful candidate being notified, inform all applicants of the name of the successful applicant, either in force and effect (including termination clauses) unless changed by mutual agreement by writing to each applicant or posting the parties at name of the local levelsuccessful applicant in the same manner in which the vacancy or new job was posted. (f) Where The Employer shall supply to the local agreement covering access to work Union the names of all applicants for a job posting in the course of a grievance investigation within seven (7) calendar days of a demand by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either partyUnion. (g) By mutual agreementAn employee granted a temporary promotion, transfer or demotion shall return to their former job and pay rate without loss of seniority and accrued perquisites when the parties may vary the job posting process set out in Article 16.01temporary promotion, transfer or demotion terminates.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union Union personnel reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty one (301) calendar days month or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area area, and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no regular employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if In the posting of a temporary absence is one of less than ninety (90) calendar daysvacancy or a new job, the hours of work, including stop and start times, days off and work area may be subject to change provided that: i) the change is consistent with operational requirements and the provisions of the absent employee may Collective Agreement, and is not capricious, arbitrary, discriminatory or in bad faith; and ii) the Employer has inquired into, and given prior due consideration to, the importance placed by the affected employee(s) on the existing hours of work, days off and work area; and the impact the change will have on the personal circumstances of such employee(s). iii) the Employer has given notice of displacement to affected employees. In the application of this paragraph, the burden of proof shall be performed by employees working on the Employer to demonstrate that it has complied with the above requirements. Where an Employer concedes, or a third party finds, that an Employer breached this section of the Collective Agreement, the Employer shall be required to reinstate the previous arrangements in float pool positionsfull, where float pools existand shall make full restitution and pay double time, including interest, to all affected employees. (c) Notwithstanding (a) above, if If the vacancy is or new job has a temporary one duration of less than ninety one (901) calendar days and the work is not being performed by a float employeemonth, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position positions shall be given the opportunity, where practicable, consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith13. 01. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 1920, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) days. (d) A part-time employee The Employer shall also consider applications from those employees, with the required seniority, who has accepted are absent from their normal places of employment because of sick leave, annual vacation, unpaid leave, Union leave, compassionate leave, education leave, or special leave, and who have filled in an application form stating the jobs they would be interested in applying for should a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual workor new job occur during their absence. (e) Existing local agreements will be in force Where operational requirements make it necessary, the Employer may make temporary appointments pending the posting and effect consideration of Union personnel pursuant to paragraphs (including termination clausesa) unless changed by mutual agreement by the parties at the local leveland (c) above. (f) Where Two (2) copies of all postings shall be sent to the local agreement covering access to work by part-time employees Secretary- Treasurer of the Local within the aforementioned seven (former “15.01c”7) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either partycalendar days. (g) By mutual agreementThe Employer shall, within three (3) calendar days, inform all applicants of the parties may vary name of the successful applicant either in writing to each applicant or posting the name of the successful applicant in the same manner in which the vacancy or new job posting process set out was posted. (h) The Employer agrees to supply to the Union the names of all applicants for a vacancy or new position in Article 16.01the course of a grievance investigation.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union Union personnel reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty five (305) calendar days weeks or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area area, and the anticipated commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if In the posting of a temporary absence is one of less than ninety (90) calendar daysvacancy or a new job, the hours of work, including stop and start times, days off and work area may be subject to change provided the change is consistent with the provisions of the absent employee may be performed by employees working collective agreement, and is not capricious, arbitrary, discriminatory or in float pool positions, where float pools existbad faith. (c) Notwithstanding (a) above, if If the vacancy is or new job has a temporary one duration of less than ninety five (905) calendar days and the work is not being performed by a float employeeweeks, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular full-time employees who have indicated in writing their desire to work in such position positions shall be given the opportunity, where practicable, consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faithArticle 12.01. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 1921, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) days. (d) A part-It is the responsibility of each employee to be aware to job postings and to apply within the posting period. Employees may submit an application in writing, when they will be absent from work during the time employee who has accepted of posting, in advance of their leaving, stating the job(s) they would be interested in applying for should a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual workor new occurred during their absence. (e) Existing local agreements will be in force Where operational requirements make it necessary, the Employer may make temporary appointments pending the posting and effect consideration of Union personnel pursuant to paragraphs (including termination clausesa) unless changed by mutual agreement by the parties at the local leveland (c) above. (f) Where Two (2) copies of all postings shall be sent to the local agreement covering access to work by part-time employees Secretary- Treasurer of the Local within the aforementioned seven (former “15.01c”7) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either partycalendar days. (g) By mutual agreementThe Employer shall, within three (3) calendar days, inform all applicants of the parties may vary name of the successful applicant by posting the name of the successful applicant in the same manner in which the vacancy or new job posting process set out in Article 16.01.was posted and supply a copy of the

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel employees in the Bargaining Unit reasonably might reasonably be expected to be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) sixty calendar days or more, the vacancy or new job including the salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area location of the vacancy and the commencement date shall, before being filled, be posted for a minimum of seven ten (710) calendar days, in a manner which gives all employees access to such information, provided that no employees regular employee shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one (1) calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) calendar days, The posting shall be placed in the work of the absent employee may be performed by employees working in float pool positions, where float pools existstaff room. (c) Notwithstanding (a) aboveThe Employer shall also consider applications from those employees, if with the vacancy is required seniority, who are absent from their normal places of employment because of sick leave, annual vacation, unpaid leave, union leave, compassionate leave, leave requesting the disappearance of a temporary one child, leave respecting the death of less than ninety (90) calendar days a child, education leave and the work is not being performed by a float employee, the position shall not be posted and instead shall be filled as follows: (i) where practicable by qualified regular employees who have indicated filled in writing their desire to work an application form before each absence, stating the jobs they would be interested in such position consistent with the requirements of Article 14. Should applying for should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 19, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by employees registered for casual work in accordance with the casual addendum. (iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) daysnew job occur during their absence. (d) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above All postings shall be considered unavailable for such temporary vacancy. A partsent to the Secretary-time employee who has accepted a temporary vacancy referred to in paragraph Treasurer of the Local of the HEU within the aforementioned ten (c)(i10) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if she/he is also registered for casual workcalendar days. (e) Existing local agreements will be The Employer shall, within seven (7) calendar days of the successful candidate being notified, inform all applicants of the name of the successful applicant, either in force and effect (including termination clauses) unless changed by mutual agreement by writing to each applicant or posting the parties at name of the local levelsuccessful applicant in the same manner in which the vacancy or new job was posted. (f) Where The Employer shall supply to the local agreement covering access to work Union the names of all applicants for a job posting in the course of a grievance investigation within seven (7) calendar days of a demand by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either partyUnion. (g) By mutual agreementAn employee granted a temporary promotion, transfer or demotion shall return to their former job and pay rate without loss of seniority and accrued perquisites when the parties may vary the job posting process set out in Article 16.01temporary promotion, transfer or demotion terminates. (h) Applications from qualified employees shall be considered

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel might reasonably be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) calendar days or more, the vacancy or new job including salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety sixty (9060) calendar days, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding (a) above, if the vacancy is a temporary one of less than ninety sixty (9060) calendar days and the work is not being performed by a float employee, the position shall not be posted and instead shall be filled as follows: (i) where Where practicable by qualified regular employees who have indicated in writing their desire to work in such position consistent with the requirements of Article 14. Should a vacancy under this Article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 19, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification. (ii) by By employees registered for casual work in accordance with the casual addendum. (iii) in In cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(ii) for a period of up to seven (7) days. (d) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(i) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(i) the Employer need not offer the work again to that employee under (c)(ii), if shehe/he she is also registered for casual work. (e) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (f) Where the local agreement covering access to work by part-part- time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (g) By mutual agreement, the parties may vary the job posting process set out in Article 16.01.

Job Postings and Applications. ‌ If a vacancy or a new job is created for which union personnel might reasonably be recruited, the following shall apply: (a) If the vacancy or new job has a duration of thirty (30) 60 calendar days or more, the vacancy or new job including salary range, a summary of the job description, the required qualifications, the hours of work, including start and stop times and days off, the work area and the commencement date shall, before being filled, be posted for a minimum of seven (7) calendar days, in a manner which gives all employees access to such information, provided that no employees shall be entitled to relieve other regular employees under this clause on more than two (2) occasions in one calendar year unless the Employer and the Union otherwise agree in good faith. (b) Notwithstanding (a) above, if a temporary absence is one of less than ninety (90) 60 calendar days, the work of the absent employee may be performed by employees working in float pool positions, where float pools exist. (c) Notwithstanding (a) above, if the vacancy is a temporary one of less than ninety (90) 60 calendar days and the work is not being performed by a float employee, the position shall not be posted and instead shall be filled as follows: (i1) where practicable by qualified regular employees who have indicated in writing their desire to work in such position consistent with the requirements of Article 14. Should a vacancy under this Article article result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay overtime to the employee pursuant to Article 19, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another Article 16.01(c) assignment that conflicts with the accepted one. Probationary employees and employees undergoing a qualifying period shall not be considered for a 16.01(c) assignment in a different classification.; (ii2) by employees registered for casual work in accordance with the casual addendum.; (iii3) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under (c)(iic)(2) for a period of up to seven (7) days. (d) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph (c)(ic)(1) above shall be considered unavailable for such temporary vacancy. A part-time employee who has accepted a temporary vacancy referred to in paragraph (c)(ic)(1) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. Where an employee declines an offer to work under (c)(ic)(1) the Employer need not offer the work again to that employee under (c)(iic)(2), if shehe/he she is also registered for casual work. (e) Existing local agreements will be in force and effect (including termination clauses) unless changed by mutual agreement by the parties at the local level. (f) Where the local agreement covering access to work by part-time employees (former “15.01c”) does not contain a termination clause, the agreement may be terminated on giving of six (6) months’ notice by either party. (g) By mutual agreement, the parties may vary the job posting process set out in Article 16.01.