Common use of JOB POSTINGS, TRANSFERS AND PROMOTIONS Clause in Contracts

JOB POSTINGS, TRANSFERS AND PROMOTIONS. 36.01 Subject to Clauses 36.02 and 36.08 (b)(i) these job posting provisions apply when a position must be filled in the following categories: (a) Regular full-time; (b) Regular part-time; or (c) Term, where the specified term of position will be six (6) months or longer. (a) Casual positions may be filled by the Employer without resorting to the job posting process. (b) Term positions of up to six (6) months may be filled by the Employer without resorting to the job posting process and shall be offered first to bargaining unit employees who possess the qualifications for the position. Such term appointment may be extended for up to another six (6) months when there is uncertainty about the date on which an absent employee will return to work. A term may be extended to accommodate an approved extension of a leave of absence granted to an employee whose position the term employee is temporarily filling. This provision is not to be used to groom an employee for a future promotion. The Employer shall notify the Union of it’s intention to fill a position on a term basis. (c) The Employer is not required to post a job position when it is filled by granting the position to an existing employee: (i) Whose eligibility has been predetermined under Clause 36.08 (b)(i); (ii) With the Union’s consent, on compassionate or medical grounds; (iii) With the Union’s consent, who has been disabled by a work related injury or illness; (iv) Returning from a leave of absence, whose original job position no longer exists or is not vacant; (v) Whose placement is provided for elsewhere in this Agreement; (vi) Covered by a supplemental agreement entered into in writing between the Employer and the Union; (vii) Whose position is reclassified. 36.03 A job will be posted for a minimum period of fourteen (14) days, in order to bring the job opportunity to the attention of the employees and to provide them with an opportunity to apply. (a) The job postings shall be dated and contain the following information: (i) Nature and title of the position; (ii) A general description of the role; (iii) Required qualifications, education, knowledge, skills and experience. (These specifications in the posting shall be limited to the performance requirements of the position.); (iv) Hours of work; (v) Wage rate or range, as appropriate to the position; (vi) The closing date of the posting; (vii) A notice that the position is in the PSAC bargaining unit. (b) A written position description shall be available to applicants, on request. (c) A copy of the poster shall be forwarded to the Union coincident with the posting. 36.05 During the posting and selection process, the Employer may fill the position with a casual employee or reassign an existing employee to the position. 36.06 During the job posting process, the Employer may advertise the position externally to attract applications from potential candidates from other sources; however, outside applicants or candidates will not be interviewed unless the internal process has closed and there were no qualified candidates. (a) It is the Employer’s policy to afford opportunities for promotion and transfer within the bargaining unit to existing employees. (b) In choosing between candidates, the Employer’s objective shall be to select the best qualified candidate within the limits of the performance requirements of the position. Within those limits, an internal candidate who satisfies the position requirements will be given a preference. The factors used by the Employer to assess the qualifications of candidates shall be education, skills, knowledge, experience, demonstrated ability and personal suitability. For internal candidates, seniority will also be a factor. (c) When a choice must be made between internal candidates whose overall qualifications are in relative balance, the appointment shall be awarded to the internal candidate with the greatest seniority. (d) All determinations made by the Employer when choosing between candidates will be made fairly, reasonably and without discrimination. (a) Within ten (10) working days after the selection of a candidate for a job position, the Employer will, by letter: (i) Confirm the decision to the internal candidates; and (ii) Advise the successful applicant, specifying the applicable salary range, his/her placement within the range, and the start date. (iii) An employee on initial hire will be placed in the applicable salary range at a step in the range that recognizes recent and relevant healthcare or other work experience related to the position. For example, an employee with 7,824 worked hours of recent and relevant healthcare experience will be placed at 4 Years in the range. (i) Internal applicants who, while not chosen as the best qualified for the particular job posting, were found by the Employer to be qualified and suitable candidates, will be placed on an eligibility list for positions of the same employment status. (i.e., there will be a separate list for full-time positions, part-time positions, term positions and casual positions). These lists remain in effect for twelve (12) months. Where there is more than one (1) such eligible employee, each will be advised of their ranking for selection for the position that may become available during their twelve

JOB POSTINGS, TRANSFERS AND PROMOTIONS. 36.01 Subject to Clauses 36.02 and 36.08 (b)(i) these job posting provisions apply when a position must be filled in the following categories: (a) Regular full-time; (b) Regular part-time; or (c) Term, where the specified term of position will be six (6) months or longer. (a) Casual positions may be filled by the Employer without resorting to the job posting process. (b) Term positions of up to six (6) months may be filled by the Employer without resorting to the job posting process and shall be offered first to bargaining unit employees who possess the qualifications for the position. Such term appointment may be extended for up to another six (6) months when there is uncertainty about the date on which an absent employee will return to work. A term may be extended to accommodate an approved extension of a leave of absence granted to an employee whose position the term employee is temporarily filling. This provision is not to be used to groom an employee for a future promotion. The Employer shall notify the Union of it’s intention to fill a position on a term basis. (c) The Employer is not required to post a job position when it is filled by granting the position to an existing employee: (i) Whose eligibility has been predetermined under Clause 36.08 (b)(i); (ii) With the Union’s consent, on compassionate or medical grounds; (iii) With the Union’s consent, who has been disabled by a work related injury or illness; (iv) Returning from a leave of absence, whose original job position no longer exists or is not vacant; (v) Whose placement is provided for elsewhere in this Agreement; (vi) Covered by a supplemental agreement entered into in writing between the Employer and the Union; (vii) Whose position is reclassified. 36.03 A job will be posted for a minimum period of fourteen (14) days, in order to bring the job opportunity to the attention of the employees and to provide them with an opportunity to apply. (a) The job postings shall be dated and contain the following information: (i) Nature and title of the position; (ii) A general description of the role; (iii) Required qualifications, education, knowledge, skills and experience. (These specifications in the posting shall be limited to the performance requirements of the position.); (iv) Hours of work; (v) Wage rate or range, as appropriate to the position; (vi) The closing date of the posting; (vii) A notice that the position is in the PSAC bargaining unit. (b) A written position description shall be available to applicants, on request. (c) A copy of the poster shall be forwarded to the Union coincident with the posting. 36.05 During the posting and selection process, the Employer may fill the position with a casual employee or reassign an existing employee to the position. 36.06 During the job posting process, the Employer may advertise the position externally to attract applications from potential candidates from other sources; however, outside applicants or candidates will not be interviewed unless the internal process has closed and there were no qualified candidates. (a) It is the Employer’s policy to afford opportunities for promotion and transfer within the bargaining unit to existing employees. (b) In choosing between candidates, the Employer’s objective shall be to select the best qualified candidate within the limits of the performance requirements of the position. Within those limits, an internal candidate who satisfies the position requirements will be given a preference. The factors used by the Employer to assess the qualifications of candidates shall be education, skills, knowledge, experience, demonstrated ability and personal suitability. For internal candidates, seniority will also be a factor. (c) When a choice must be made between internal candidates whose overall qualifications are in relative balance, the appointment shall be awarded to the internal candidate with the greatest seniority. (d) All determinations made by the Employer when choosing between candidates will be made fairly, reasonably and without discrimination. (a) Within ten (10) working days after the selection of a candidate for a job position, the Employer will, by letter: (i) Confirm the decision to the internal candidates; and (ii) Advise the successful applicant, specifying the applicable salary range, his/her their placement within the range, and the start date. (iii) An employee on initial hire will be placed in the applicable salary range at a step in the range that recognizes recent and relevant healthcare or other work experience related to the position. For example, an employee with 7,824 worked hours of recent and relevant healthcare experience will be placed at 4 Years in the range. (i) Internal applicants who, while not chosen as the best qualified for the particular job posting, were found by the Employer to be qualified and suitable candidates, will be placed on an eligibility list for positions of the same employment status. (i.e., there will be a separate list for full-time positions, part-time positions, term positions and casual positions). These lists remain in effect for twelve (12) months. Where there is more than one (1) such eligible employee, each will be advised of their ranking for selection for the position that may become available during their twelve

JOB POSTINGS, TRANSFERS AND PROMOTIONS. ‌ 36.01 Subject to Clauses 36.02 and 36.08 (b)(i) these job posting provisions apply when a position must be filled in the following categories: (a) Regular full-time; (b) Regular part-time; or (c) Term, where the specified term of position will be six (6) months or longer. (a) Casual positions may be filled by the Employer without resorting to the job posting process. (b) Term positions of up to six (6) months may be filled by the Employer without resorting to the job posting process and shall be offered first to bargaining unit employees who possess the qualifications for the position. Such term appointment may be extended for up to another six (6) months when there is uncertainty about the date on which an absent employee will return to work. A term may be extended to accommodate an approved extension of a leave of absence granted to an employee whose position the term employee is temporarily filling. This provision is not to be used to groom an employee for a future promotion. The Employer shall notify the Union of it’s intention to fill a position on a term basis. (c) The Employer is not required to post a job position when it is filled by granting the position to an existing employee: (i) Whose eligibility has been predetermined under Clause 36.08 (b)(i); (ii) With the Union’s consent, on compassionate or medical grounds; (iii) With the Union’s consent, who has been disabled by a work related injury or illness; (iv) Returning from a leave of absence, whose original job position no longer exists or is not vacant; (v) Whose placement is provided for elsewhere in this Agreement; (vi) Covered by a supplemental agreement entered into in writing between the Employer and the Union; (vii) Whose position is reclassified. 36.03 A job will be posted for a minimum period of fourteen (14) days, in order to bring the job opportunity to the attention of the employees and to provide them with an opportunity to apply. (a) The job postings shall be dated and contain the following information: (i) Nature and title of the position; (ii) A general description of the role; (iii) Required qualifications, education, knowledge, skills and experience. (These specifications in the posting shall be limited to the performance requirements of the position.); (iv) Hours of work; (v) Wage rate or range, as appropriate to the position; (vi) The closing date of the posting; (vii) A notice that the position is in the PSAC bargaining unit. (b) A written position description shall be available to applicants, on request. (c) A copy of the poster shall be forwarded to the Union coincident with the posting. 36.05 During the posting and selection process, the Employer may fill the position with a casual employee or reassign an existing employee to the position. 36.06 During the job posting process, the Employer may advertise the position externally to attract applications from potential candidates from other sources; however, outside applicants or candidates will not be interviewed unless the internal process has closed and there were no qualified candidates. (a) It is the Employer’s policy to afford opportunities for promotion and transfer within the bargaining unit to existing employees. (b) In choosing between candidates, the Employer’s objective shall be to select the best qualified candidate within the limits of the performance requirements of the position. Within those limits, an internal candidate who satisfies the position requirements will be given a preference. The factors used by the Employer to assess the qualifications of candidates shall be education, skills, knowledge, experience, demonstrated ability and personal suitability. For internal candidates, seniority will also be a factor. (c) When a choice must be made between internal candidates whose overall qualifications are in relative balance, the appointment shall be awarded to the internal candidate with the greatest seniority. (d) All determinations made by the Employer when choosing between candidates will be made fairly, reasonably and without discrimination. (a) Within ten (10) working days after the selection of a candidate for a job position, the Employer will, by letter: (i) Confirm the decision to the internal candidates; and (ii) Advise the successful applicant, specifying the applicable salary range, his/her their placement within the range, and the start date. (iii) An employee on initial hire will be placed in the applicable salary range at a step in the range that recognizes recent and relevant healthcare or other work experience related to the position. For example, an employee with 7,824 worked hours of recent and relevant healthcare experience will be placed at 4 Years in the range. (i) Internal applicants who, while not chosen as the best qualified for the particular job posting, were found by the Employer to be qualified and suitable candidates, will be placed on an eligibility list for positions of the same employment status. (i.e., there will be a separate list for full-time positions, part-time positions, term positions and casual positions). These lists remain in effect for twelve (12) months. Where there is more than one (1) such eligible employee, each will be advised of their ranking for selection for the position that may become available during their twelve