Common use of JOB POSTINGS AND TRANSFERS Clause in Contracts

JOB POSTINGS AND TRANSFERS. 11.01 All permanent vacancies, openings and/or new positions within the bargaining unit shall be posted for a period of not less than seven (7) days. Interested employees shall respond by signing the posting. 11.02 In filling permanent vacancies, openings and/or new positions within the Bargaining Unit, the Employer shall consider the following factors in determining if an employee is to be awarded the posted job: (a) The skill, ability and performance of the employee; and (b) The specific needs of the programme, including the needs of the programme’s participants. If two (2) or more employees who have the required qualifications are relatively equal with respect to the factors in clause (a) and (b) without training, then date of hire will serve as the tie-breaker. 11.03 The successful applicant shall be placed on trial in the new position for a period of up to sixty (60) days worked. Such trial shall become permanent after the trial period unless: (a) the employee feels that she is not suitable for the position, and wishes to return to her former position; or (b) the Employer feels that the employee is not suitable for the position, and requires that she return to her former position. In the exercise of this power, the Employer's discretion shall not be exercised in a discriminatory, unfair or arbitrary manner. 11.04 If none of the bargaining unit members who have applied for the position are qualified, then it is management’s decision to determine as to how the position is filled. 11.05 The Employer is not obligated to accept the application of an employee who, within six (6) months of the posting, has been the successful candidate for another Bargaining Unit position. 11.06 Nothing in this Article limits the Employer’s right to assign or transfer employees to different job assignments within a classification. Such transfers will take into account seniority as well as participant and programme needs. 11.07 An employee who is temporarily assigned by the Employer to a position outside of his or her classification or to a different grade level within his or her classification for which the regular rate is less than the rate the employee is receiving, shall retain his or her regular rate for the balance of the assignment. If such assignment is to a job with a higher rate, the employee shall receive the higher rate of pay beginning with the start of the next shift for the balance of the assignment. 11.08 A permanent vacancy is defined as a job opening of more than four (4) weeks in duration. However, vacancies created by layoff, short-term disability, accident, leave of absence or vacation shall not be posted. 11.09 The successful applicant will normally be moved to the new position as soon as is reasonably practicable after the announcement of the successful applicant, but no sooner than one week after the announcement, unless otherwise agreed between the Employer and the employee. 11.10 The Employer will announce the successful candidate to the Union and all applicants by email and in writing to the applicant by written notice in their personal time sheet folder.

JOB POSTINGS AND TRANSFERS. 11.01 All permanent vacancies29.01 Where the Company decides to fill new or vacant full time openings, it will post such bargaining unit job openings and/or new for seven (7) working days. Postings will state the position(s) available, number of openings by position, the location (i.e. facility), department and the shift on which the openings exist. The Company will award all positions within four (4) weeks. A posting sign-up sheet will be used to solicit names of Employees interested in the bargaining unit posting and a Xxxxxxx or the Plant Chairperson must be present when the posting list is pulled. The list will then be validated. a) An employee wishing to apply to a posted opening must make application by legibly completing the corresponding sign-up sheet for the specific posted position. b) Posted General Warehouse jobs will be awarded by seniority provided the employee is physically able to perform the work. Should the seniority of two or more employees be the same, the posting shall be awarded by random selection, e.g. lottery. c) When a permanent opening is posted for higher classifications, selection will take place first within the same classification by seniority; remaining posted openings will be filled subject to Article 29.02 and 29.03 and 29.05 d) The current department must be able to move the awarded employee without affecting production, which could include training time, or the move will be delayed. However moves due to posting shall not be unreasonable delayed. e) Employees posting into a different department within the same classification must remain in the department for a period of six (6) months. The above provisions will not less than seven (7) days. Interested employees shall respond by signing apply where an Employee has posted into a different department within the postingsame classification and opportunity to post a higher rated full-time job arises. 11.02 In filling permanent vacanciesf) Employees may not decline posted openings once offered. g) Openings not filled through posting may be filled by other means. h) Subsequent openings created by transferred or promoted employees need only be posted on a one- time basis, openings and/or when and if deemed necessary by management, save and except subsequently created day-shift positions for General Warehouse, Accuracy Control, Walkie and Forklift positions which will be posted for one more round only. i) The date of appointment to the posted job shall be the first day the Employee begins work in the new positions job. 29.02 All promotions to Walkie Driver, Forklift Driver and Accuracy Controller will be made within the Bargaining Unitposting procedures. For Driver roles, the Employer employee posting with the most seniority shall consider be granted the following factors opportunity to participate in determining if an employee is the lift vehicle certification process, except for obvious conditions, which would impede the employee’s ability to perform the higher-rated job. Should the seniority of two or more employees posting on a higher-rated job be the same, the posting shall be awarded by random selection, e.g. lottery. Management will Select Accuracy Control employees based on skill and ability. Accuracy Control candidates will be subject to written aptitude tests based on a pass percentage. If two or more Accuracy control candidates pass the test, selection will be based on seniority. 29.03 The position of Maintenance Employee, Leadhand and Lead Maintenance Employee will be posted job: (a) The when an opening occurs. Management will select Maintenance employees based on skill and ability. Maintenance Employees will be subject to written and/or practical assessments. Management will select Lead hands and Lead Maintenance Employees based on skill, ability and performance of the employee; and (b) The specific needs of the programmeleadership potential. Candidates will be subject to written assessments, including the needs of the programme’s participantsreferences and/or behavioural assessments. If two (2) or more employees who candidates are relatively equal, selection will be based on seniority. If two equally qualified candidates have the required qualifications are relatively equal with respect to the factors in clause (a) and (b) without trainingsame seniority, then date of hire selection will serve as the tie-breakerbe by lottery. 11.03 The successful applicant shall be placed on trial in the new position for a period of up to sixty (60) days worked. Such trial shall become permanent after the trial period unless: (a) the employee feels that she is not suitable for the position, and wishes to return to her former position; or (b) the Employer feels that the employee is not suitable for the position, and requires that she return to her former position. In the exercise of this power, the Employer's discretion shall not be exercised in a discriminatory, unfair or arbitrary manner. 11.04 If none of the bargaining unit members who have applied for the position are qualified, then it is management’s decision to determine as to how the position is filled. 11.05 The Employer is not obligated to accept the application of an employee who, within six (6) months of the posting, has been the successful candidate for another Bargaining Unit position. 11.06 Nothing in this Article limits the Employer’s right to assign or transfer employees to different job assignments within a classification. Such transfers will take into account seniority as well as participant and programme needs. 11.07 29.04 An employee who has posted to an opening or is temporarily assigned by the Employer to in training for a position outside of his or her classification or to higher-rated job should be given a different grade level within his or her classification for which the regular rate is less than the rate the employee is receiving, shall retain his or her regular rate for the balance of the assignment. If such assignment is to a job with a higher rate, the employee shall receive the higher rate of pay beginning with the start of the next shift for the balance of the assignment. 11.08 A permanent vacancy is defined as a job opening of more than four (4) weeks in duration. However, vacancies created by layoff, short-term disability, accident, leave of absence or vacation shall not be posted. 11.09 The successful applicant will normally be moved to the new position as soon as is reasonably practicable after the announcement of the successful applicant, but no sooner than one week after the announcement, unless otherwise agreed between the Employer and the employee. 11.10 The Employer will announce the successful candidate to the Union and all applicants by email and in writing to the applicant by written notice in their personal time sheet folder.full thirty

JOB POSTINGS AND TRANSFERS. 11.01 All permanent vacancies24.01 Where there is a vacancy in the Bargaining Unit, openings and/or new positions within which the bargaining unit Employer intends to fill, the position shall be posted for a period of not less than at least seven (7) working days prior to the closing date of the competition. For the purposes of posting positions in the months of July and August, vacancies shall be posted for at least ten (10) days. Interested employees A copy of each posting will be sent to the Bargaining Unit President. Reference to posting in the article shall respond by signing the postingmean electronically. 11.02 In filling permanent vacancies, openings and/or new positions within 24.02 The posting shall invite applications from Bargaining Unit members and shall include and not be limited to the Bargaining Unitfollowing information: job title, the Employer shall consider nature of the following factors in determining if position, anticipated starting date, required qualifications, hours of work, wage or salary rate, work location, to whom applications are to be sent and the due date for such applications. 24.03 A probationary employee or an employee who, prior to the job being posted, has been formally advised in writing by the Principal that his/her performance does not meet expected performance criteria and who has been placed under review shall not be eligible to apply to a job posting or a transfer. 24.04 A position is vacant or deemed to be awarded the posted job: (a) The skill, ability vacant and performance of the employee; and (b) The specific needs of the programme, including the needs of the programme’s participants. If two (2) or more employees who have the required qualifications are relatively equal with respect subject to the factors in clause (a) and (b) without training, then date of hire will serve as the tie-breaker. 11.03 The successful applicant shall be placed on trial in the new position for a period of up to sixty (60) days worked. Such trial shall become permanent after the trial period unlessthis article when: (a) the employee feels that she is not suitable for the positionpreviously occupying it has resigned, and wishes to return to her former positionretired, been dismissed, promoted, transferred, or demoted; or (b) a new position has been established by the Employer feels that Employer; or (c) there is a term position where the current employee requests and is not suitable granted a leave of absence for a period of at least six (6) months. 24.05 Vacancies under this Article shall be filled in the following order: (a) offering the position, in order of seniority to members on the recall list subject to Article 25 (Layoff and requires that she return to her former positionRecall); then (b) applications from all Bargaining Unit members; then (c) external candidates. 24.06 The Employer shall fill positions on the basis of knowledge, skill, ability and qualifications. In Where knowledge, skill, ability and qualifications are relatively equal, as determined by the exercise of this powerEmployer in Article 24.08, the Employer's discretion candidate with the most seniority shall not be exercised in a discriminatory, unfair or arbitrary mannerselected. 11.04 If none 24.07 First consideration will be given to lateral transfers in accordance with 24.06 above. 24.08 All applicants for posted positions shall be subject to identical selection and evaluation procedures. 24.09 An employee shall be de-briefed by a member of the bargaining unit members who have applied for Selection Committee upon request of the employee. 24.10 Should the successful candidate vacate the position are qualified, then it is management’s decision to determine as to how the position is filled. 11.05 The Employer is not obligated to accept the application of an employee who, within six (6) months of the postingmonths, has been the successful candidate for another Bargaining Unit position. 11.06 Nothing in this Article limits the Employer’s right to assign or transfer employees to different job assignments within a classification. Such transfers will take into account seniority as well as participant and programme needs. 11.07 An employee who is temporarily assigned by the Employer to a position outside of his or her classification or to a different grade level within his or her classification for which the regular rate is less than the rate the employee is receiving, shall retain his or her regular rate for the balance of the assignment. If such assignment is to a job with a higher rate, the employee shall receive the higher rate of pay beginning with the start of the next shift for the balance of the assignment. 11.08 A permanent vacancy is defined as a job opening of more than four (4) weeks in duration. However, vacancies created by layoff, short-term disability, accident, leave of absence or vacation shall not be postedrequired to post the position for competition. The Employer shall offer the position in ranking order to other qualified candidates(s) who were interviewed for the competition. 11.09 The successful applicant will normally be moved 24.11 In order to implement the new staffing provisions, the Employer may place a casual employee in a vacant or newly created position as soon as is reasonably practicable after pending the announcement staffing of the successful applicant, but no sooner than one week after the announcement, unless otherwise agreed between the Employer and the employeeposition in accordance with this Article. 11.10 The Employer 24.12 Where an employee accepts a term position, in accordance with this article, they will announce not be eligible to apply for a subsequent term assignment until the successful candidate original assignment has been completed. Such employee shall have a right of return to their original position at the Union and all applicants by email and in writing to conclusion of the applicant by written notice in their personal time sheet folderterm assignment.

JOB POSTINGS AND TRANSFERS. 11.01 All permanent vacancies, openings and/or new positions within the 17.01 Nursing Home Transfers The Employer agrees that an employee of a different CPL facility listed in Schedule ‘X’ below who is a member of a bargaining unit shall be posted for which the CAW is the recognized bargaining agent may apply for a period of not less than seven (7) days. Interested employees shall respond by signing the posting. 11.02 In filling permanent vacanciesjob posting at Roseview Manor, openings and/or new positions within the Bargaining UnitThunder Bay at her own expense, the Employer shall consider subject to the following factors in determining if an employee is to be awarded the posted jobconditions: (a) Said employee shall provide the management of Roseview Manor, Thunder Bay a written request for a job application. Such written request shall constitute an application for a job posting at Roseview Manor, Thunder Bay and shall exist for a period of one calendar year from the date it is actually received by Roseview Manor, Thunder Bay. The skill, ability and performance application shall include the employee’s position at the facility she is working at the time of the employee; andapplication and her qualifications and the position for which she is applying. (b) Subject to clause (d) below, the parties agree to recognize the employee’s seniority which the employee has at the facility at which she is working at the time the decision is made by the Employer about the job posting. In the event the employee who made the written request is the successful applicant for the job posting, then: 1. The specific needs Employer will recognize the seniority and years of service of the programmeemployee at the facility at which she is working at the time of hiring at Roseview Manor, including Thunder Bay; 2. The Employee will otherwise be subject to the needs terms of the programme’s participantscollective agreement between CAW and Roseview Manor, Thunder Bay; 3. If two The Employee will be deemed to have quit at the facility she is leaving to accept the job posting at Roseview Manor, Thunder Bay. Notwithstanding the foregoing, an employee will not be entitled to receive more vacation than she would otherwise have if she had not accepted the position at Roseview Manor, Thunder Bay. (2c) or more employees In the event the employee who have applied for the required qualifications are relatively equal with respect job posting according to the factors in clause (a) and (b) without trainingabove is terminated with cause after being offered the posted position but before commencing to work at Roseview Manor, Thunder Bay, then date the offer of hire employment will serve as be deemed to be a nullity and the tie-breakerjob will be offered to the employee who next would have been offered the job, if any. Any grievance about such a termination shall be made according to the terms of the collective agreement in effect at the facility in which the employee was working at the time of the discharge. Any grievance about the job posting at Roseview Manor, Thunder Bay shall be made according to the terms of this collective agreement. 11.03 The successful applicant shall be placed on trial (d) Notwithstanding the foregoing, 1. In the event an employee from the Thunder Bay CPL facility or Xxxxxxxxx House in the new position Picton applies for a period of up posting according to sixty (60) days worked. Such trial shall become permanent after the trial period unless: (a) the employee feels that she is not suitable for the position, and wishes to return to her former positionabove at a different facility listed in Appendix ‘X’; or (b) the Employer feels that the employee is not suitable for the position, and requires that she return to her former position2. In the exercise event an employee from Schedule ‘X’ applies for a posting according to the above at either of this power, the Employer's discretion shall Thunder Bay CPL facility or the Xxxxxxxxx House in Picton; her seniority will not be exercised in a discriminatory, unfair or arbitrary manner. 11.04 If none of counted at the bargaining unit members who have applied for time the decision is made about filling the position are qualified, then it and in the event she is management’s decision to determine as to how the position is filled. 11.05 The Employer is not obligated to accept the application of an employee who, within six (6) months of the posting, has been the successful candidate for another Bargaining Unit position. 11.06 Nothing in this Article limits the Employer’s right to assign or transfer employees to different job assignments within a classification. Such transfers will take into account seniority as well as participant and programme needs. 11.07 An employee who is temporarily assigned by the Employer to a position outside of his or her classification or to a different grade level within his or her classification for which the regular rate is less than the rate the employee is receiving, shall retain his or her regular rate for the balance of the assignment. If such assignment is to a job with a higher rate, the employee shall receive the higher rate of pay beginning with the start of the next shift for the balance of the assignment. 11.08 A permanent vacancy is defined as a job opening of more than four (4) weeks in duration. However, vacancies created by layoff, short-term disability, accident, leave of absence or vacation shall not be posted. 11.09 The successful applicant will normally be moved to the new position as soon as is reasonably practicable after the announcement of the successful applicant, but no sooner than one week after the announcementshe will commence employment without seniority. SCHEDULE ‘X’ 1. Versa-Care Limited operating as Dover Cliffs Long Term Care Centre 2. Versa-Care Limited operating as Versa-Care Centre, unless otherwise agreed between the Employer and the employee.Hamilton, The Xxxxxxx, Ancaster or Ridgeview, Stoney Creek 11.10 The Employer will announce the successful candidate to the Union and all applicants by email and in writing to the applicant by written notice in their personal time sheet folder.3. Versa-Care Limited operating as Versa-Care Centre Lambeth 4. Versa-Care Limited operating as Versa-Care Elmwood Place 5. Versa-Care Limited operating as Carlingview Manor 6. Versa-Care Limited operating as Versa-Care Xxxxxxxxx House 7. Versa-Care Limited operating as Versa-Care Centre, Thunder Bay 8. Versa-Care Limited operating as Versa-Care Thunder Bay CPL

JOB POSTINGS AND TRANSFERS. 11.01 All permanent vacancies13.01 By no later than December 31st each year, openings and/or new full-time bargaining unit employees who wish to be considered for a transfer in positions during the upcoming calendar year, either on a full-time or Temporary Transfer basis, must provide Homes First Society with a letter setting out the position(s) and site location(s) into which they desire to be transferred. Requests for transfers made after December 31st will not be considered by Homes First Society for transfers during the following calendar year. Relief Staff will not be permitted to submit a letter requesting a transfer. 13.02 When additional employees are required in any of the existing positions within the bargaining unit shall unit, the following will be posted the initial process for filling the vacancy: a) Homes First Society will review the letters submitted by the employees pursuant to Article 13.01 to determine whether any employee(s) has indicated that he/she wishes to be considered for a period transfer into the vacant position. Where an employee(s) has indicated a preference for a transfer into the vacant position, Homes First Society will effect the transfer if: i) Homes First Society determines that the employee has the skills, qualifications and abilities to perform the work involved in the position in question; ii) at the time of the vacancy the employee has no documented performance or disciplinary issues in the employee’s official corporate personnel file, a copy of which was provided to the employee at the time it was placed in the corporate personnel file; iii) the employee is prepared to commit to performing all of the duties and responsibilities of the position at the new location in question; iv) the employee has not less than seven (7) days. Interested employees shall respond by signing the posting. 11.02 In filling permanent vacancies, openings and/or successfully bid on or transferred into a new positions position within the Bargaining Unit, twelve (12) months immediately prior to the Employer shall consider the following factors in determining if an employee is to be awarded the posted job: (a) The skill, ability and performance existence of the employeevacancy; and (bv) The specific needs of the programme, including vacant position is one which is within the needs of the programme’s participants. If two (2) or more employees who have the required qualifications are relatively equal with respect to the factors in clause (a) and (b) without training, then date of hire will serve same Position Grouping as the tie-breaker. 11.03 The successful applicant shall be placed on trial in the new position for a period of up to sixty (60) days worked. Such trial shall become permanent after the trial period unless: (a) the employee feels that she is not suitable for the position, and wishes to return to her former position; or (b) the Employer feels that the employee is not suitable for the position, and requires that she return to her former position. In the exercise of this power, the Employer's discretion shall not be exercised in a discriminatory, unfair or arbitrary manner. 11.04 If none of the bargaining unit members who have applied for the position are qualified, then it is managementemployee’s decision to determine as to how the position is filled. 11.05 The Employer is not obligated to accept the application of an employee who, within six (6) months of the posting, has been the successful candidate for another Bargaining Unit current position. 11.06 Nothing in this 13.03 For purposes of Article limits the Employer’s right to assign or transfer employees to different job assignments within a classification. Such transfers will take into account seniority as well as participant and programme needs. 11.07 An employee who is temporarily assigned by the Employer to a position outside of his or her classification or to a different grade level within his or her classification for which the regular rate is less than the rate the employee is receiving, shall retain his or her regular rate for the balance of the assignment. If such assignment is to a job with a higher rate13.02(a)(v), the employee shall receive the higher rate of pay beginning with the start of the next shift for the balance of the assignment.Position Groupings are as follows: 11.08 A permanent vacancy is defined as a job opening of more than four (4a) weeks in duration. HoweverCommunity Housing Worker; b) Life Skills Worker, vacancies created by layoff, short-term disability, accident, leave of absence or vacation shall not be posted. 11.09 The successful applicant will normally be moved to the new position as soon as is reasonably practicable after the announcement of the successful applicant, but no sooner than one week after the announcement, unless otherwise agreed between the Employer Housing Help Worker and the employee. 11.10 The Employer will announce the successful candidate to the Union and all applicants by email and in writing to the applicant by written notice in their personal time sheet folder.Housing Support Worker; c) Personal Support Workers;

JOB POSTINGS AND TRANSFERS. 11.01 All permanent vacancies, openings and/or 14.01 In the event new positions jobs are created or vacancies occur within the bargaining unit unit, the Employer shall be posted post such new jobs or vacancies for a period of not less than seven (7) days. Interested working days in order to allow bargaining unit employees shall respond by signing the postingto apply. 11.02 In filling permanent vacancies, openings and/or new positions within the Bargaining Unit, the Employer shall consider the following factors in determining if an employee is to be awarded the posted job: (a) The skillapplicant with the greatest seniority who applied for the job and is immediately qualified to perform the work, ability and performance based on the Employer’s assessment of qualifications relevant to the employee; andposition, shall be given up to thirty (30) working days at the job to demonstrate his/her competence in the position. (b) The specific needs Qualified applicants will be selected on the following basis: most senior Full Time, then Part Time with the earliest date of employment. (c) Where the applicant was formerly an employee in the Seasonal bargaining unit, his/her seniority date for selection purposes shall be the date of hire with the Employer. 14.03 If, during the thirty (30) day familiarization period, the Employer determines that the applicant is unsatisfactory in the position, or if the employee is unable or unwilling to continue to perform the duties of the programmenew job classification, including the needs he/she shall be returned to his/her former position. Any other employee promoted or transferred as a result of the programmeemployee’s participantsoriginal application shall be returned to his/her former position. If two (2) or more employees who have the required qualifications are relatively equal This trial period shall apply equally with respect to employees accepting positions outside the factors bargaining unit. 14.04 In the event the candidate is returned to his/her former position during the familiarization period any consequential transfers to reverse the posting results shall be affected and shall not be subject to the grievance procedure. 14.05 Where there are no candidates qualified in clause (a) and (b) without accordance with 14.02, the Employer shall select either an internal candidate on the basis of seniority for training, then date of hire will serve as receive applications from the tie-breaker. 11.03 The successful applicant shall be placed on trial employees in the new position Seasonal Bargaining on a seniority basis, or hire externally provided such recruits are immediately qualified for the position, subject to a reasonable orientation period of up to sixty (60) days worked. Such trial shall become permanent after the trial period unless:as may be necessary. (a) Where an employee is absent from work on any leave of absence, whether paid or unpaid, of any duration in excess thirty (30) calendar days, the employee feels Employer shall post a temporary vacancy in accordance with this Article should management determine that she such posting is not suitable for the position, and wishes to return to her former position; ornecessary. (b) the Employer feels that the Secondary postings necessitated by positions temporarily vacated under this article shall be filled on a seniority basis among employees who are immediately qualified as per article 14.02. (c) An employee is not suitable for the position, and requires that she return to her former position. In the exercise of this power, the Employer's discretion successfully posting into such a temporary position shall not be exercised in a discriminatory, unfair or arbitrary mannerentitled to any travel allowance under this Agreement. 11.04 If none of the bargaining unit members who have applied for the position are qualified, then it is management’s decision to determine as to how the position is filled. 11.05 The Employer is not obligated to accept the application of 14.07 Where an employee whois required for work at another property, within six (6) months of the posting, has been Employer will assign the successful candidate for another Bargaining Unit position. 11.06 Nothing in this Article limits most junior employee at the Employer’s right to assign or transfer employees to different job assignments within a classification. Such transfers will take into account seniority as well as participant property having the required qualifications and programme needs. 11.07 An employee who is temporarily assigned by the Employer to a position outside of his or her classification or to a different grade level within his or her classification for which the regular rate is less than the rate the employee is receiving, shall retain his or her regular rate for the balance of the assignment. If immediately available such assignment is to a job with a higher rate, the employee shall receive the higher rate of pay beginning with the start of the next shift for the balance of the assignment. 11.08 A permanent vacancy is defined as a job opening of more than four (4) weeks in duration. However, vacancies created by layoff, short-term disability, accident, leave of absence or vacation shall not be posted. 11.09 The successful applicant will normally be moved to the new position as soon as is reasonably practicable after the announcement of the successful applicant, but no sooner than one week after the announcement, unless otherwise agreed between the Employer and the employee. 11.10 The Employer will announce the successful candidate to the Union and all applicants by email and in writing to the applicant by written notice in their personal time sheet folder.

JOB POSTINGS AND TRANSFERS. 11.01 All permanent vacancies, openings and/or new positions within the Nursing Home Transfers 27.01 The Employer agrees that an employee of a different Revera facility listed in Schedule ‘X’ below who is a member of a bargaining unit shall be posted for which the CAW is the recognized bargaining agent may apply for a period of not less than seven (7) days. Interested employees shall respond by signing the posting. 11.02 In filling permanent vacanciesjob posting at Carlingview Manor, openings and/or new positions within the Bargaining UnitOttawa, the Employer shall consider at her own expense, subject to the following factors in determining if an employee is to be awarded the posted jobconditions: (a) Said employee shall provide the management Carlingview Manor, Ottawa a written request for a job application. Such written request shall constitute an application for a job posting at Carlingview Manor, Ottawa and shall exist for a period of one calendar year from the date it is actually received by Carlingview Manor, Ottawa. The skill, ability and performance application shall include the employee’s position at the facility she is working at the time of the employee; andapplication and her qualifications and the position for which she is applying. (b) Subject to clause (d) below, the parties agree to recognize the employee’s seniority which the employee has at the facility at which she is working at the time the decision is made by the Employer about the job posting. In the event the employee who made the written request is the successful applicant for the job posting, then: 1. The specific needs Employer will recognize the seniority and years of service of the programme, including employee at the needs facility at which she is working at the time of the programme’s participantshiring at Carlingview Manor, Ottawa, excluding Roseview Manor (Thunder Bay) and Xxxxxxxxx House (Picton); 2. If two (2) or more employees who have the required qualifications are relatively equal with respect The employee will otherwise be subject to the factors in clause terms of the collective agreement between CAW and Carlingview Manor, Ottawa; 3. The employee will be deemed to have quit at the facility she is leaving to accept the job posting at Carlingview Manor, Ottawa. Notwithstanding the foregoing, an employee will not be entitled to receive more vacation than she would otherwise have if she had not accepted the position at Carlingview Manor, Ottawa. (ac) and (b) without trainingIn the event the employee who applied for the job posting according to the above is terminated with cause after being offered the posted position but before commencing to work at Carlingview Manor, Ottawa, then date the offer of hire employment will serve as be deemed to be a nullity and the tie-breakerjob will be offered to the employee who next would have been offered the job, if any. Any grievance about such a termination shall be made according to the terms of the collective agreement in effect at the facility in which the employee was working at the time of the discharge. Any grievance about the job posting at Carlingview Manor, Ottawa shall be made according to the terms of this collective agreement. 11.03 The successful applicant shall be placed on trial in (d) Notwithstanding the new position foregoing, 1. In the event an employee from the Roseview Manor (Thunder Bay) facility or Xxxxxxxxx House (Picton) applies for a period of up posting according to sixty (60) days worked. Such trial shall become permanent after the trial period unless: (a) the employee feels that she is not suitable for the position, and wishes to return to her former positionabove at a different facility listed in Appendix ‘X’; or (b) the Employer feels that the employee is not suitable for the position, and requires that she return to her former position2. In the exercise event an employee from Schedule ‘X’ applies for a posting according to the above at either of this power, the Employer's discretion shall Thunder Bay Revera facility or the Xxxxxxxxx House in Picton; her seniority will not be exercised in a discriminatory, unfair or arbitrary manner. 11.04 If none of counted at the bargaining unit members who have applied for time the decision is made about filling the position are qualified, then it and in the event she is management’s decision to determine as to how the position is filled. 11.05 The Employer is not obligated to accept the application of an employee who, within six (6) months of the posting, has been the successful candidate for another Bargaining Unit position. 11.06 Nothing in this Article limits the Employer’s right to assign or transfer employees to different job assignments within a classification. Such transfers will take into account seniority as well as participant and programme needs. 11.07 An employee who is temporarily assigned by the Employer to a position outside of his or her classification or to a different grade level within his or her classification for which the regular rate is less than the rate the employee is receiving, shall retain his or her regular rate for the balance of the assignment. If such assignment is to a job with a higher rate, the employee shall receive the higher rate of pay beginning with the start of the next shift for the balance of the assignment. 11.08 A permanent vacancy is defined as a job opening of more than four (4) weeks in duration. However, vacancies created by layoff, short-term disability, accident, leave of absence or vacation shall not be posted. 11.09 The successful applicant will normally be moved to the new position as soon as is reasonably practicable after the announcement of the successful applicant, but no sooner than one week after the announcement, unless otherwise agreed between the Employer and the employeeshe will commence employment without seniority. 11.10 1. Revera Long Term Care Inc. operating as Dover Cliffs Long Term Care Centre 2. Revera Long Term Care Inc. operating as BayWoods Place, Hamilton; The Employer will announce the successful candidate to the Union and all applicants by email and in writing to the applicant by written notice in their personal time sheet folder.Xxxxxxx (Ancaster) or Ridgeview (Stoney Creek) 3. Revera Long Term Care Inc. operating as XxXxxxxxx Place, Lambeth

JOB POSTINGS AND TRANSFERS. 11.01 All permanent vacancies, openings and/or new positions within the ‌ 17.01 Nursing Home Transfers The Employer agrees that an employee of a different REVERA LONG TERM CARE INC.REVERA LONG TERM CARE INC. facility listed in Schedule ‘X’ below who is a member of a bargaining unit shall be posted for which the CAW is the recognized bargaining agent may apply for a period of not less than seven (7) days. Interested employees shall respond by signing the posting. 11.02 In filling permanent vacanciesjob posting at Roseview Manor, openings and/or new positions within the Bargaining UnitThunder Bay at her own expense, the Employer shall consider subject to the following factors in determining if an employee is to be awarded the posted jobconditions: (a) Said employee shall provide the management of Roseview Manor, Thunder Bay a written request for a job application. Such written request shall constitute an application for a job posting at Roseview Manor, Thunder Bay and shall exist for a period of one calendar year from the date it is actually received by Roseview Manor, Thunder Bay. The skill, ability and performance application shall include the employee’s position at the facility she is working at the time of the employee; andapplication and her qualifications and the position for which she is applying. (b) Subject to clause (d) below, the parties agree to recognize the employee’s seniority which the employee has at the facility at which she is working at the time the decision is made by the Employer about the job posting. In the event the employee who made the written request is the successful applicant for the job posting, then: 1. The specific needs Employer will recognize the seniority and years of service of the programmeemployee at the facility at which she is working at the time of hiring at Roseview Manor, including Thunder Bay; 2. The Employee will otherwise be subject to the needs terms of the programme’s participantscollective agreement between CAW and Roseview Manor, Thunder Bay; 3. If two The Employee will be deemed to have quit at the facility she is leaving to accept the job posting at Roseview Manor, Thunder Bay. Notwithstanding the foregoing, an employee will not be entitled to receive more vacation than she would otherwise have if she had not accepted the position at Roseview Manor, Thunder Bay. (2c) or more employees In the event the employee who have applied for the required qualifications are relatively equal with respect job posting according to the factors in clause (a) and (b) without trainingabove is terminated with cause after being offered the posted position but before commencing to work at Roseview Manor, Thunder Bay, then date the offer of hire employment will serve as be deemed to be a nullity and the tie-breakerjob will be offered to the employee who next would have been offered the job, if any. Any grievance about such a termination shall be made according to the terms of the collective agreement in effect at the facility in which the employee was working at the time of the discharge. Any grievance about the job posting at Roseview Manor, Thunder Bay shall be made according to the terms of this collective agreement. 11.03 The successful applicant shall be placed on trial (d) Notwithstanding the foregoing, 1. In the event an employee from the Thunder Bay REVERA LONG TERM CARE INC.REVERA LONG TERM CARE INC. facility or Xxxxxxxxx House in the new position Picton applies for a period of up posting according to sixty (60) days worked. Such trial shall become permanent after the trial period unless: (a) the employee feels that she is not suitable for the position, and wishes to return to her former positionabove at a different facility listed in Appendix ‘X’; or (b) the Employer feels that the employee is not suitable for the position, and requires that she return to her former position2. In the exercise event an employee from Schedule ‘X’ applies for a posting according to the above at either of this power, the Employer's discretion shall Thunder Bay REVERA LONG TERM CARE INC. facility or the Xxxxxxxxx House in Picton; her seniority will not be exercised in a discriminatory, unfair or arbitrary manner. 11.04 If none of counted at the bargaining unit members who have applied for time the decision is made about filling the position are qualified, then it and in the event she is management’s decision to determine as to how the position is filled. 11.05 The Employer is not obligated to accept the application of an employee who, within six (6) months of the posting, has been the successful candidate for another Bargaining Unit position. 11.06 Nothing in this Article limits the Employer’s right to assign or transfer employees to different job assignments within a classification. Such transfers will take into account seniority as well as participant and programme needs. 11.07 An employee who is temporarily assigned by the Employer to a position outside of his or her classification or to a different grade level within his or her classification for which the regular rate is less than the rate the employee is receiving, shall retain his or her regular rate for the balance of the assignment. If such assignment is to a job with a higher rate, the employee shall receive the higher rate of pay beginning with the start of the next shift for the balance of the assignment. 11.08 A permanent vacancy is defined as a job opening of more than four (4) weeks in duration. However, vacancies created by layoff, short-term disability, accident, leave of absence or vacation shall not be posted. 11.09 The successful applicant will normally be moved to the new position as soon as is reasonably practicable after the announcement of the successful applicant, but no sooner than one week after the announcementshe will commence employment without seniority. SCHEDULE ‘X’ 1. Versa-Care Limited operating as Dover Cliffs Long Term Care Centre 2. Versa-Care Limited operating as Versa-Care Centre, unless otherwise agreed between the Employer and the employeeHamilton, The Xxxxxxx, Ancaster or Ridgeview, Stoney Creek 3. Versa-Care Limited operating as Versa-Care Centre Lambeth 4. Versa-Care Limited operating as Versa-Care Elmwood Place 5. Versa-Care Limited operating as Carlingview Manor 6. Versa-Care Limited operating as Versa-Care Xxxxxxxxx House 7. Versa-Care Limited operating as Versa-Care Centre, Thunder Bay 8. Versa-Care Limited operating as Versa-Care Thunder Bay REVERA LONG TERM CARE INC. 11.10 The Employer will announce the successful candidate to the Union and all applicants by email and in writing to the applicant by written notice in their personal time sheet folder.

JOB POSTINGS AND TRANSFERS. 11.01 All permanent vacancies, openings and/or new positions within the ‌ 17.01 Nursing Home Transfers The Employer agrees that an employee of a different REVERA LONG TERM CARE INC.REVERA LONG TERM CARE INC. facility listed in Schedule ‘X’ below who is a member of a bargaining unit shall be posted for which the CAW is the recognized bargaining agent may apply for a period of not less than seven (7) days. Interested employees shall respond by signing the posting. 11.02 In filling permanent vacanciesjob posting at Roseview Manor, openings and/or new positions within the Bargaining UnitThunder Bay at her own expense, the Employer shall consider subject to the following factors in determining if an employee is to be awarded the posted jobconditions: (a) Said employee shall provide the management of Roseview Manor, Thunder Bay a written request for a job application. Such written request shall constitute an application for a job posting at Roseview Manor, Thunder Bay and shall exist for a period of one calendar year from the date it is actually received by Roseview Manor, Thunder Bay. The skill, ability and performance application shall include the employee’s position at the facility she is working at the time of the employee; andapplication and her qualifications and the position for which she is applying. (b) Subject to clause (d) below, the parties agree to recognize the employee’s seniority which the employee has at the facility at which she is working at the time the decision is made by the Employer about the job posting. In the event the employee who made the written request is the successful applicant for the job posting, then: 1. The specific needs Employer will recognize the seniority and years of service of the programmeemployee at the facility at which she is working at the time of hiring at Roseview Manor, including Thunder Bay; 2. The Employee will otherwise be subject to the needs terms of the programme’s participantscollective agreement between CAW and Roseview Manor, Thunder Bay; 3. If two The Employee will be deemed to have quit at the facility she is leaving to accept the job posting at Roseview Manor, Thunder Bay. Notwithstanding the foregoing, an employee will not be entitled to receive more vacation than she would otherwise have if she had not accepted the position at Roseview Manor, Thunder Bay. (2c) or more employees In the event the employee who have applied for the required qualifications are relatively equal with respect job posting according to the factors in clause (a) and (b) without trainingabove is terminated with cause after being offered the posted position but before commencing to work at Roseview Manor, Thunder Bay, then date the offer of hire employment will serve as be deemed to be a nullity and the tie-breakerjob will be offered to the employee who next would have been offered the job, if any. Any grievance about such a termination shall be made according to the terms of the collective agreement in effect at the facility in which the employee was working at the time of the discharge. Any grievance about the job posting at Roseview Manor, Thunder Bay shall be made according to the terms of this collective agreement. 11.03 The successful applicant shall be placed on trial (d) Notwithstanding the foregoing, 1. In the event an employee from the Thunder Bay REVERA LONG TERM CARE INC.REVERA LONG TERM CARE INC. facility or Xxxxxxxxx House in the new position Picton applies for a period of up posting according to sixty (60) days worked. Such trial shall become permanent after the trial period unless: (a) the employee feels that she is not suitable for the position, and wishes to return to her former positionabove at a different facility listed in Schedule ‘X’; or (b) the Employer feels that the employee is not suitable for the position, and requires that she return to her former position2. In the exercise event an employee from Schedule ‘X’ applies for a posting according to the above at either of this power, the Employer's discretion shall Thunder Bay REVERA LONG TERM CARE INC. facility or the Xxxxxxxxx House in Picton; her seniority will not be exercised in a discriminatory, unfair or arbitrary manner. 11.04 If none of counted at the bargaining unit members who have applied for time the decision is made about filling the position are qualified, then it and in the event she is management’s decision to determine as to how the position is filled. 11.05 The Employer is not obligated to accept the application of an employee who, within six (6) months of the posting, has been the successful candidate for another Bargaining Unit position. 11.06 Nothing in this Article limits the Employer’s right to assign or transfer employees to different job assignments within a classification. Such transfers will take into account seniority as well as participant and programme needs. 11.07 An employee who is temporarily assigned by the Employer to a position outside of his or her classification or to a different grade level within his or her classification for which the regular rate is less than the rate the employee is receiving, shall retain his or her regular rate for the balance of the assignment. If such assignment is to a job with a higher rate, the employee shall receive the higher rate of pay beginning with the start of the next shift for the balance of the assignment. 11.08 A permanent vacancy is defined as a job opening of more than four (4) weeks in duration. However, vacancies created by layoff, short-term disability, accident, leave of absence or vacation shall not be posted. 11.09 The successful applicant will normally be moved to the new position as soon as is reasonably practicable after the announcement of the successful applicant, but no sooner than one week after the announcementshe will commence employment without seniority. SCHEDULE ‘X’ 1. Versa-Care Limited operating as Dover Cliffs Long Term Care Centre 2. Versa-Care Limited operating as Versa-Care Centre, unless otherwise agreed between the Employer and the employeeHamilton, The Xxxxxxx, Ancaster or Ridgeview, Stoney Creek 3. Versa-Care Limited operating as Versa-Care Centre Lambeth 4. Versa-Care Limited operating as Versa-Care Elmwood Place 5. Versa-Care Limited operating as Carlingview Manor 6. Versa-Care Limited operating as Versa-Care Xxxxxxxxx House 7. Versa-Care Limited operating as Versa-Care Centre, Thunder Bay 8. Versa-Care Limited operating as Versa-Care Thunder Bay REVERA LONG TERM CARE INC. 11.10 The Employer will announce the successful candidate to the Union and all applicants by email and in writing to the applicant by written notice in their personal time sheet folder.

JOB POSTINGS AND TRANSFERS. 11.01 All permanent vacancies‌ 29.1 Where the Company decides to fill new or vacant full time openings, it will post such bargaining unit job openings and/or new for seven (7) working days. Postings will state the position(s) available, number of openings by position, the location (i.e. facility), department and the shift on which the openings exist. The Company will award all positions within four (4) weeks. A posting sign-up sheet will be used to solicit names of Employees interested in the bargaining unit posting and a Xxxxxxx or the Plant Chairperson must be present when the posting list is pulled. The list will then be validated. a) An employee wishing to apply to a posted opening must make application by legibly completing the corresponding sign-up sheet for the specific posted position. b) Posted General Warehouse jobs will be awarded by seniority provided the employee is physically able to perform the work. Should the seniority of two or more employees be the same, the posting shall be awarded by random selection, e.g. lottery. c) When a permanent opening is posted for higher classifications, selection will take place first within the same classification by seniority; remaining posted openings will be filled subject to Article 29.02 and 29.03 and 29.05. d) The current department must be able to move the awarded employee without affecting production, which could include training time, or the move will be delayed. However moves due to posting shall not be unreasonable delayed. e) Employees posting into a different department within the same classification must remain in the department for a period of six (6) months. The above provisions will not less than seven (7) days. Interested employees shall respond by signing apply where an Employee has posted into a different department within the postingsame classification and opportunity to post a higher rated full-time job arises. 11.02 In filling permanent vacanciesf) Employees may not decline posted openings once offered. g) Openings not filled through posting may be filled by other means. h) Subsequent openings created by transferred or promoted employees need only be posted on a one-time basis, openings and/or when and if deemed necessary by management, save and except subsequently created day-shift positions for General Warehouse, Accuracy Control, Walkie and Forklift positions which will be posted for one more round only. i) The date of appointment to the posted job shall be the first day the Employee begins work in the new positions job. 29.2 All promotions to Walkie Driver, Forklift Driver and Accuracy Controller will be made within the Bargaining Unitposting procedures. For Driver roles, the Employer employee posting with the most seniority shall consider be granted the following factors opportunity to participate in determining if an employee is the lift vehicle certification process, except for obvious conditions, which would impede the employee’s ability to perform the higher-rated job. Should the seniority of two or more employees posting on a higher-rated job be the same, the posting shall be awarded by random selection, e.g. lottery. Management will Select Accuracy Control employees based on skill and ability. Accuracy Control candidates will be subject to written aptitude tests based on a pass percentage. If two or more Accuracy Control candidates pass the test, selection will be based on seniority. 29.3 The position of Maintenance Employee, Lead Hand and Lead Maintenance Employee will be posted job: (a) The when an opening occurs. Management will select Maintenance Employees based on skill and ability. Maintenance Employees will be subject to written and/or practical assessments. Management will select Lead Hands and Lead Maintenance Employees based on skill, ability and performance of the employee; and (b) The specific needs of the programmeleadership potential. Candidates will be subject to written assessments, including the needs of the programme’s participantsreferences and/or behavioural assessments. If two (2) or more employees who candidates are relatively equal, selection will be based on seniority. If two equally qualified candidates have the required qualifications are relatively equal with respect to the factors in clause (a) and (b) without trainingsame seniority, then date of hire selection will serve as the tie-breakerbe by lottery. 11.03 The successful applicant shall be placed on trial 29.4 An employee who has posted to an opening or is in the new position training for a period of up higher- rated job should be given a full thirty (30) working day trial period, to sixty be completed within a ninety (6090) days worked. Such trial shall become permanent after calendar day period. 29.5 In the event a posting is not made permanent, that is, an employee does not complete the trial period unless: (a) the employee feels that she is not suitable for the position, and wishes to return to her former position; or (b) the Employer feels that the employee is not suitable for the position, and requires that she return to her former position. In the exercise of this power, the Employer's discretion shall not be exercised in a discriminatory, unfair or arbitrary manner. 11.04 If none of the bargaining unit members who have applied for the position are qualified, then it is management’s decision to determine provided as to how the position is filled. 11.05 The Employer is not obligated to accept the application of an employee who, within six (6) months of the posting, has been the successful candidate for another Bargaining Unit position. 11.06 Nothing in this Article limits the Employer’s right to assign or transfer employees to different job assignments within a classification. Such transfers will take into account seniority as well as participant and programme needs. 11.07 An employee who is temporarily assigned by the Employer to a position outside of his or her classification or to a different grade level within his or her classification for which the regular rate is less than the rate the employee is receiving, shall retain his or her regular rate for the balance of the assignment. If such assignment is to a job with a higher ratenoted above, the employee shall receive be returned to his/her former position on his/her former shift, at his/her former facility at his/her former rate of pay. The next most senior applicant on the posting list will then be given the opportunity to train in the posted job. This process shall continue until the posted job is filled. Where all applicants have been exhausted, the company may fill the position through other means. 29.6 An employee who fails to maintain the standards of the higher-rated job may be returned, within one (1) year to a lower-rated job on his/her former shift at his/her former facility at his/her former rate of pay. Such shall also be the case where any Associate voluntarily steps down from a higher- rated job. 29.7 An employee who fails to maintain the standards of the higher rated job after one (1) year in the higher-rate job will be reassigned to a General Warehouse position, remain on the same shift and assigned to an available department at management’s discretion. Employees will keep the wage increase received at the time of pay beginning with the start of the next shift for the balance of the assignment. 11.08 A permanent vacancy is defined as a promotion, but will be red-circled at that rate until his/her new job opening of more than four (4) weeks in duration. However, vacancies created by layoff, short-term disability, accident, leave of absence or vacation shall not be posted. 11.09 The successful applicant will normally be moved classification rate becomes equal to the new position as soon as is reasonably practicable after the announcement of the successful applicant, but no sooner than one week after the announcement, unless otherwise agreed between the Employer and the employeered-circled rate. 11.10 The Employer will announce the successful candidate to the Union and all applicants by email and in writing to the applicant by written notice in their personal time sheet folder.