Common use of Job Postings Clause in Contracts

Job Postings. (a) When a vacancy occurs or a new position is created, either inside or outside of the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When a. Whenever management decides to fill a vacancy occurs or job opening which is not included in a new position is created, either inside or outside of the bargaining unitprogression ladder, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in for fifteen (15) calendar days. Should a situation arise making this time period impracticable, the Quebec Region and matter will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant discussed and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire resolved at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedureStanding Committee. In the event the said vacancy is temporarily filled by employee selected cannot be transferred to the job immediately, his job seniority date will be the date of the job posting. In the event more than one applicant posts for an existing opening and the employee through selected returns to his former position as per subsection b., the posting procedurewill remain valid for one further selection. Employees who are absent on a vacation and/or leave of absence that coincides with a vacation, will be considered for job postings if they have left notice, in writing, with the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only Human Resources department that they would be interested in an opening should it become available. A copy of the notice will be forwarded to the Union Standing Committee. Such notices will be in effect for the length of time the employee is away on vacation and/or a leave of absence that coincides with a vacation; however, an employee who is absent for four (4) weeks from the closing date of the posting will not be eligible for that posting. b. Seniority Rights and Probationary Period following extent: (i) For a Transfer resulting from a Job Posting: In the case of an employee who is accepted for a job as a result of a posting for a vacancy, his first thirty (30) daysdays after reporting to the new job will be considered a probationary period. During this period the Company might deem it necessary to transfer the employee back to his former job or the employee may elect to do so of his own volition. In either case the employee will be returned to his former job with no loss of seniority rights. However, payment an employee who fails to complete the probationary period will be restricted from answering further postings for the same position for a period of 100% six (6) months. In the cases of hotel roomposting for temporary vacancies in the service departments (mill stores, single occupancytechnical, plus payment of maintenance, art and die) the in-town meal allowance.employee selected will retain his seniority until such time: (i) as his new job is considered to be permanent, or ii) For he has worked four (4) months at his new job within any six (6) months. Should the next employee selected elect to return to his old job at the end of his four (4) month period, he should notify his supervisor. Failure to give such notification will automatically result in a forfeit of his previous job seniority. The four (4) month period may be extended in cases of sickness, industrial injury, or leave of absence. The period of thirty (30) days, payment ’ probation also applies to transfers of 50% of hotel room, single occupancy, plus payment of the in-town meal allowancea temporary nature. (iii) For the next thirty (30) daysc. All permanent posted positions will have relief postings, a living-out allowance of one hundred dollars ($100.00) per week and all relief positions will be reimbursed posted plant wide. When a permanent vacancy occurs, the employee posted into the relief position will move into the vacancy. If the employee chooses to sign off in this circumstance, he signs off both the employee, plus payment of the in- town meal allowance. (iv) permanent and relief positions. In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement)posted relief is not available when his/her services are required, the employee will job shall be reimbursed a proportionate amount of rent or lodging costs for filled from the remainder of those sixty plant labour pool. A person may hold no more than one (601) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outrelief position. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When Vacancies are defined as those teaching positions within the Bargaining Unit which may become available due to attrition, growth, transfer or newly created positions. Newly created positions include but are not limited to new or expanding programs. b) All vacant or newly created teaching positions as of June 1st will be posted at each school and on the board website for a period of five working days for the consideration of Bargaining Unit Members currently employed by the Board. Qualified Bargaining Unit Members shall be given primary consideration prior to the placement of external hires. c) All vacant or newly created positions that occur between the beginning of the school year and June 1 will be posted at each school and on the Board website for a period of five working days for the consideration of Bargaining Unit Members currently employed by the Board. It is understood that a vacancy occurs or a new position is created, either inside or outside created by the placement of the bargaining unitsuccessful applicant to the initial vacancy need not be posted internally. d) Positions posted will be the actual positions filled by the successful candidate. Exceptions may occur by mutual consent. e) All Teachers who have completed their probationary period may apply for the position. The criteria for considering qualified Bargaining Unit Members, the Employer Board will provide job postings by e-mail consider: i) Teacher Qualifications (OCT) ii) Seniority as per Article 8 iii) Years qualified in the area/subject/division posted (OCT) f) Prior to all active and inactive employees except where any new hires, Teachers laid off as a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum result of three (3) weeksthe redundancy provisions, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been madeseniority, the posting and after internal transfers, will be withdrawn and a revised posting will be issued. The foregoing does not apply to offered any full-time or part-time vacant teaching positions within the Quebec Region. Job postings for jurisdiction of the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirementsBoard. (bg) Providing sufficient notice In considering appointments to full-time teaching positions, the Board shall give primary consideration to qualified Part-time Bargaining Unit Members employed by the Board. g) If positions of an impending vacancy responsibility provided for under this Collective Agreement become vacant or are newly created and the Board has been received, not temporarily appointed a posting will be issued up to six (6) months prior to Member of the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer Unit to fill the impending vacancyposition, on a permanent basis, prior to the incumbent’s effective date Board will post the position at each school for the consideration of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed Bargaining Unit Members currently employed by the employeeBoard before advertising the position externally. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When Where a vacancy occurs or a new position is created, either inside or outside of occurs in a classification in the bargaining unit, such vacancy shall be posted for a period of seven (7) consecutive calendar days. Nurses may make a written application for the vacancy during the posted period. The name of the successful applicant shall be posted and a copy of the posting shall be provided to the local Association. A vacancy shall be announced by the employer via the VON e-mail system as well as being posted on the appropriate notice board. Nurses are hired to work anywhere within the geographic area serviced by the Site. Notwithstanding this, the Employer will provide make every effort to assign nurses to work in the primary area to which they were assigned at the time of hire. A nurse may make a written request to change her primary area within the Site. Requests to change a primary area will be maintained by the Employer for a calendar year (a calendar year = January 1st to December 31st). Any such request shall be considered as an application for any job postings by e-mail to all active and inactive employees except where a hard copy is in the requested by an inactive employeearea. Such postings shall be in effect for a minimum of three (3) weeks, in order The nurse will verify that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position her application has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirementsreceived. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow When the Employer realigns existing geographic boundaries, affecting the primary areas of nurses, nurses who are required to fill change their primary area may accept assignment to another primary area or bump the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employeemost junior nurse within another primary area. (c) When Nurses shall be selected for positions under 10.05 (a) on the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within basis of skill, ability, experience and qualifications. Where these factors are equal amongst the CSU bargaining unit to last longer than twelve (12) monthsnurses concerned, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outseniority shall govern. (d) When opportunities for If realignment of core staffing within a primary area is required, transfer out of an area will be done by area seniority. Nurses displaced from their primary area may bump the most junior nurse within another primary area: i) immediately if the realignment is due to loss of business; or ii) after two (2) pay periods or more if realignment is due to fluctuating visit volumes. (e) Any nurse filling a temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected assignment will return to go beyond three her previous primary area and caseload if it exists. (3f) months (but that do not fall under Article 11.01(c) Notwithstanding any provision of the collective this agreement), the Employer may fill a temporary vacancy which is not expected to exceed sixty (60) calendar days without posting. Visiting nurses can be assigned to do shift nurse work on a temporary basis to fill temporary vacancies in shift nursing. They will inform staff within continue to be paid at the region of such opportunities, by circulating notice within visiting nurse rate during the offices in the region, outlining the details of the temporary assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When a vacancy occurs or a new For all permanent position is created, either inside or outside of the bargaining unitvacancies intended to be filled, the Employer will provide job postings by e-mail to Corporation shall post notices with the information as indicated in schedule ‘C’ on all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect bulletin boards for a minimum period of three (3) weeksone week and shall send a copy to the Unit Chairperson. For the Community Centre Administrative Clerk position, the Corporation shall have an on- going posting to create a pool of applicants to draw from. Employees who have completed their probationary period may make written application for such permanent job vacancy within such posting period and will receive acknowledgement of their applications. Employees will be limited to one lateral transfer in order that they may apply in writing for a twelve month period. The Corporation will interview internal applicants who meet the qualifications as outlined on the job if they so desireposting. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every Every effort will be made to post fill posted vacancies within three months of the impending vacancy closing date as noted on the job posting. The employee who is the successful applicant to a posted position and who is required to remain in his/her current position until a replacement is hired will receive his/her new rate of pay no later than three (3) months two weeks after accepting the new position. The Corporation may choose to advertise the vacancy externally concurrent to the internal posting. All current internal applicants who have applied for the position will be considered and a selection decision will be made prior to considering external applicants. Human Resources will meet with the position becoming vacantinterviewed and/or tested applicant(s) to review the outcome of any interview if unsuccessful, within eight (8) weeks of the employee receiving notification, and if requested by the employee. Where there is no successful qualified applicant, the Corporation reserves the right to interview unqualified applicants who have applied for the posted position prior to considering external applicants. It is understood that nothing in the Article restricts the right of the Corporation to temporarily assign an employee gives notice of his/her intent to retire at a job currently posted, on an acting basis, until the completion of a leave of absence or vacation scheduled posting procedure has been complied with and arrangements made to end on a date coincident with his/her intended retirement datepermit the employee selected, he/she will be requested to sign a termination agreement which will then allow the Employer if any, to fill the impending vacancy, on . Promotion shall mean a permanent basis, prior transfer to an occupational classification in the incumbentbargaining unit that is paid at a higher rate of pay. Lateral transfer shall mean a transfer to an occupational classification in the bargaining unit that is paid at the same level of pay as the employee’s effective date current rate of retirementpay. The vacancy selection process will only be filled prior applied to all applicants in the date following manner: The Corporation will consider the following factors during the selection process: In cases of retirement where promotion, the termination agreement has been signed by following factors shall be considered: (a) posted qualifications; (b) demonstrated skills and abilities as required for the employee.posted position; (c) When the Employer can reasonably expect a newly-created temporary position demonstrated work performance. Where two or a temporary vacancy within the CSU bargaining unit more applicants are deemed to last longer than twelve be equal under (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangementa), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60b) days. For example, if an employee moves into an apartment at the forty-five and (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreementc), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costsseniority shall govern.

Job Postings. 17.01 All original permanent vacancies or newly created classifications within the scope of this Agreement shall be posted for one (a1) When week (7 calendar days) during which time employees may apply for the posted position in writing on a form supplied by the Employer. Only one subsequent posting shall occur, after which any remaining vacancy occurs shall be filled by seniority within the department. Employees on leave for three (3) months or more may express an interest in all postings or in particular postings by submitting a new position letter, or by indicating a specific interest at the time of a posted vacancy. Employees who have provided such a letter will be notified of applicable job postings by email. Employees will be responsible for providing the employer with their correct email address. 17.02 For information purposes only, all postings will indicate: a. Classification; b. Department; c. Starting date of the position; d. Qualifications required; e. Anticipated duration for temporary position; and f. Shift to be worked and the number of shifts per pay period. 17.03 Employees interested in making an application for a job vacancy will do so in writing within the posting period and shall give the application directly to the Manager making the posting. In the absence of the Manager, postings shall be given to the Charge Nurse. 17.04 If no application is created, either inside or outside received from an employee of the bargaining unit, or if no employee qualifies for the posted position, then the Employer may hire an employee from outside the bargaining unit. 17.05 Vacancies shall be posted within a reasonable time frame of the vacancy becoming known to the Employer. 17.06 A vacancy can be filled at the discretion of the Employer on a temporary basis while the posting procedure is on-going. 17.07 Staff changes, transfers or promotions within the bargaining unit shall be filled through the following process: a. The employee who possess the required qualifications within the same classification and department by seniority. b. If the vacancy remains open the Employer will provide consider applications from within the bargaining unit. In the event one (1) or more employees apply, the Employer shall consider the qualifications, experience, ability and seniority of the applicants. Where these factors are equal, the applicant with the greatest seniority shall fill the vacancy provided she can perform the work without training other than orientation. Upon request to the Department Supervisor, the Employer will discuss with any unsuccessful applicant the manner in which the employee may improve her position and her work in order to be considered for any future vacancy. 17.08 The successful applicant to any permanent job postings by e-mail posting shall be placed on trial in the position for a period of up to all active four weeks. Such trial promotion or transfer shall become permanent after the trial period unless: a. The employee feels that she or he is not suitable for the position and inactive employees except where a hard copy is requested by an inactive wishes to return to her or his former position; or b. The Employer has just cause to return the employee. Such postings Once the trial period has expired, the Employer no longer has the right to return an employee to her or his former position and that employee no longer has the right to return to her or his former position. In the event of either (a) or (b) above, the employee will return to her or his former position and salary without loss of seniority, and any other employee promoted or transferred as a result of the rearrangement of positions, shall be in effect for a minimum also return to her or his former position and salary without loss of seniority. 17.09 Any temporary vacancy with an anticipated duration of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region months or more will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident accordance with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.Article

Job Postings. (a) When a vacancy occurs or a new position 16.01 It is created, either inside or outside the policy of the Employer to promote from within where possible and reasonable to do so. In such a case permanent vacancies in the bargaining unitunit and vacancies for contract positions which are expected to continue for at least one year will be posted on bulletin boards throughout the Employer's operations. Postings shall contain the job title, current salary range, seniority group, location, and where applicable, a brief description of the duties and responsibilities. In addition, the posting shall indicate those qualifications required by the Employer. The Employer agrees not to refer prospective new employees to a hiring supervisor or department head until all internal applications have been fully processed. The Employer will make every reasonable effort to post such vacancies within ten (10) working days of written notification by the employee leaving the position. In addition, where possible and reasonable to do so, the Employer will provide post new positions as funding becomes available. 16.02 Vacancies shall be posted for a period of eight (8) calendar days and employees bidding on job postings vacancies must make application in writing and this must be received by e-mail the Human Resources Department no later than the eighth (8th) day. It is understood that such applications may be made via the Employer’s electronic mail, facsimile systems or any other tool or technology provided by the Employer for the purpose of submitting applications. Such applications shall be deemed to all active have been received the date they are received in the Human Resources Department. 16.03 Vacancies which will not or are not expected to exceed ninety (90) calendar days and inactive employees except where a hard copy is requested vacancies caused by an inactive absence due to illness, accident, leaves of absence (excluding Maternity leave) need not be posted unless agreed to by the parties. Such temporary vacancies may be filled at the discretion of the Employer which include the temporary reassignment of any employee. Such postings Vacancies exceeding ninety (90) calendar days will be posted and the Employer may, at its discretion, post such temporary vacancies as secondment opportunities. Employees seconded to bargaining unit positions on a temporary basis shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for retain the job if they so desire. If the location of a posted position is subsequently changed before an appointment right to return to the position has been madeheld immediately prior to the secondment. 16.04 It is understood that where a vacancy arises, the posting will be withdrawn and a revised posting will be issued. The foregoing does filling of which shall not apply result in any increase in complement, the Employer may first transfer, without posting, employees to positions within the Quebec Regionsame department, having the same salary level and classification, providing the duties and responsibilities are generally the same. Job postings It is also understood that employees in contract positions who have been employed for the Quebec Region more than one (1) year and new permanent employees hired to fill temporary vacancies, whose term of employment has come to an end, will be posted in the Quebec Region transferred to vacant permanent positions at their former classification and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been receivedsalary level, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably they are qualified and able, without training, to perform. In these circumstances, the vacant positions to which the employees are transferred will not be expected posted. If there are no vacancies to go beyond three (3) months (but that do not fall which these employees could be assigned, such employees will be able to exercise their seniority rights in accordance with the Article on Layoff and Recall. 16.05 Without prejudice or precedent to any other Article or provision of this Collective Agreement, any temporary or contract employee hired to cover the leaves of absence under Article 11.01(c) 15.02, or any resulting vacancies related to Article 15.02, shall be exempt from Article 22.02, the “roll-over” provision of the collective agreement)Collective Agreement. For clarity purposes, temporary and contract employees hired to cover the Employer will inform staff within the region leaves of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or absence under Article 15.02 shall have all other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costsrights under Article 22.

Job Postings. (a) When Where the Employer determines that an individual receiving support requires all male or all female staff, the Employer shall notify the Union of such requirement. (b) With the exception of the Direct Support Professional Co-ordinator position, all job postings shall be awarded to the most senior applicant able to meet the reasonable requirements of the job. All job requirements shall be listed in detail on the job posting. 17.02 The Employer shall make available Job Application Forms on which employees applying for positions must submit their qualifications for consideration for the posted position at the time that the position is posted. (a) Where a permanent or a temporary vacancy occurs arises, which the Employer intends to fill, or a new position job is created, either inside or outside of created within the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect post notice of the position for a minimum period of three eight (38) calendar days and such posting shall contain information with respect to the qualifications, location of initial assignment, general scheduling pattern and rate of pay of the position. The Employer shall post the above notice within seven (7) weekscalendar days of the position becoming vacant, in order that they may apply in writing unless unusual circumstances prevent it. All employees who make written application for the job if they so desire. If the location of a posted position is subsequently changed before an appointment posting to the position has been madeEmployer’s representative designated on the posting, within the posting period, or who have filed a form in accordance with sub-article 17.02, shall be considered and the successful applicant will be withdrawn and a revised placed in the position as soon as possible but no later than two (2) weeks from the date of the completion of the posting will be issuedperiod. The foregoing does time periods set out in this sub-article may be extended by mutual agreement of the Employer and the Union, such agreement may not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirementsunreasonably withheld. (b) Providing sufficient notice Employees, when filling in a temporary vacancy shall continue to receive all benefits as provided for them under this Agreement. At the termination of an impending vacancy has been receiveda temporary vacancy, a posting will the employee shall be issued up returned to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion former position without loss of a leave of absence seniority or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employeebenefits. (c) When the Employer can reasonably expect a newly-created temporary position or An employee occupying a temporary vacancy within the CSU bargaining unit to last longer for greater than twelve one (121) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve year shall receive all benefits and entitlements (12except LTD) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only applicable to the following extent: (i) For regular position they are occupying for the first thirty (30) days, payment duration of 100% of hotel room, single occupancy, plus payment of the in-town meal allowancetheir temporary assignment. (ii) For the next thirty (30) days, payment 17.04 The successful applicant shall be subject to a trial period of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed up to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days worked. In the case of part-time and substitute employees, the trial period shall be the lesser of two hundred and eighty (i.e. an apartment 280) hours worked or a commercial rooming arrangement)six (6) calendar months. During this period, if the employee’s services are unsatisfactory to the Employer or the employee finds the new position unsatisfactory, and so advises the Employer, the employee shall be returned to his/her former position and salary rate without loss of seniority or posting rights. Any other employees who have been promoted or transferred because of the rearrangement of positions shall also be returned to their former positions and salary rates without loss of seniority or posting rights. If the successful applicant satisfactorily completes the aforesaid trial period, the Employer will confirm such employee in the new position upon the expiry of the aforesaid trial period. 17.05 The successful applicant for a permanent job posting shall not be reimbursed eligible to apply for any further job posting which is posted during the six (6) month period immediately following the date upon which the employee accepts the position, unless the job posting is for a proportionate amount position in a higher rated classification or a job of rent at least ten percent (10%) increase in the normal scheduled hours of work. 17.06 If there are no applicants or lodging costs no successful applicants for a posted position, the remainder of those sixty (60) daysEmployer shall be entitled to fill the position in such manner as it sees fit. For example, if The Employer may also fill a position in such manner as it sees fit while observing the posting procedure contained in this Article. Where an employee moves into an apartment at has been scheduled to work in the forty-five (45) day xxxxposition being posted, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created those scheduled hours will not be assigned to the successful applicant. 17.07 The vacancy left by the successful applicant shall also be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedureprocedure set forth in this Agreement, the Employer may nevertheless fill it without recourse and all subsequent vacancies resulting therefrom. 17.08 Copies of all Job Postings shall be forwarded to the procedure while President of the proce- dure is being carried outLocal Union immediately upon notification of the successful applicant, and the President shall be advised of the names of the successful and unsuccessful applicants. (da) When opportunities Temporary job postings shall show the expected number of consecutive weeks that the employee will be working for the duration of the vacancy. (b) School Board positions shall be considered temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably positions. Such positions shall be expected to go beyond three no more than ten (310) months in duration. Employees may request placement on the call-in list at all locations where they have been orientated. Such requests will not be unreasonably denied. 17.10 All newly hired employees shall receive not less than eight (but that do 8) hours of orientation with pay. No employee shall be regularly scheduled to work until orientation has been completed. Employees assigned to work in a location in which they have not fall under Article 11.01(cbeen previously employed shall receive two (2) hours of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required orientation with pay prior to make their interest in such opportunities known being scheduled to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costswork.

Job Postings. 24.01 All permanent vacancies in the bargaining unit will be post- ed on the Bulletin Boards within five (5) working days and any employee in the bargaining unit may make application for such vacancy. All applicants will both print and sign their name on the posting. Employees signing a posting and not ac- cepting the trial/training period, will forfeit their right to fu- ture postings for the same job for a period of six (6) months. The posting will include the Job Classification, rate of pay, and hours of work only, however, a physical demands analy- sis may be posted alongside. To be eligible, employees must submit their application prior to the end of the third working day of the posting. The ap- pointment will be filled on the following factors: (a) When a vacancy occurs or a new position is created, either inside or outside of the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements.seniority (b) Providing sufficient notice of an impending vacancy has been received, a posting skill and ability When the factors in (b) above are relatively equal then (a) will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacantgovern. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end has obtained skill and ability while on a date coincident temporary transfer this acquired skill and ability can not be used to void an applicant with his/her intended retirement date, he/she more seniority unless the senior applicant does not possess the necessary qualifications to apply for the vacancy. The successful applicant for a posted job will be requested given a trial/ training period for up to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) daysworking days when neces- sary. During the trial/training period, payment applicants shall be paid .50 cents per hour less than the classified job rate or their own classified job rate, whichever is greater, providing the posting is for an upward rate of 100% pay progression. Where it is apparent that an employee is unable to perform the normal requirements of hotel roomthis posting, single occupancyduring the trial/train- ing period he will be returned to his former job at his former rate of pay, plus payment as will any other employee in this bargaining unit who has been promoted or transferred as a result of the in-town meal allowance. (ii) For ori- ginal job posting. Where it is apparent that an employee is able to perform the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment normal requirements of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week posting she/he will be reimbursed to confirmed into the employee, plus payment position and receive the full rate of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than pay. Where there is neither an applicant nor an acceptance of a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement)vacancy, the employee will be reimbursed a proportionate amount of rent or lodging costs for Company reserves the remainder of those sixty (60) days. For example, if an employee moves into an apartment at right to fill the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outposition externally. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When 14.01 In the event that a permanent vacancy occurs or a new position is created, either inside or outside of permanent newly created job classification comes open within the bargaining unit, the Employer will provide notice of such vacancy or newly created job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings classification shall be in effect posted for a minimum of three (3) weeksworking days on bulletin board or boards provided on the premises for such purposes. All such notices shall include the job classification, in order that they job content overview, qualifications, the shift, and the date such notice was posted. Only employees who have successfully completed their probationary period may apply in writing for such job within the job if they so desiretime limit specified above. 14.02 In selecting the successful applicant from amongst the applicants, the Employer shall consider the qualifications, skill, and ability of the individual to perform the normal required work and where these are relatively equal, seniority shall govern. If the location vacancy or permanent newly created job classification is not filled as a result of the posting, or if no suitable applicants are received, the Employer reserves the right to hire. 14.03 An employee who is named as the successful applicant shall have a familiarization period of a posted position reasonable length of time for the type of job classification, as determined by the Employer acting reasonably, which in any case shall not be less than five (5) scheduled shifts. The selected employee will be given normal instruction at the commencement of the familiarization period and be fairly and reasonably assessed by the Employer during the familiarization period. If the employee does not successfully complete the familiarization period, or in good faith advises the Employer during the familiarization period that he does not believe he is subsequently changed before an appointment capable of completing the familiarization period, or elects to decline the position has been madejob within the said familiarization period, he will revert to his prior job classification. Where the employee elects to decline the job within the said familiarization period, the posting employee will not be withdrawn and a revised posting will be issued. The foregoing does not apply entitled to positions within the Quebec Region. Job postings bid on any other vacancy for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to at least six (6) full months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to from the date of retirement where the termination agreement he reverts to his prior job classification held. 14.04 Once an applicant has been signed by named as the employeesuccessful applicant pursuant to Article 14.02, the successful applicant shall not be entitled to bid on any other vacancy until the successful applicant has worked at least six (6) full months in the job classification, unless the applicant would be successful in posting into a higher hourly paid job classification. (c) When 14.05 Any permanent vacancy resulting from the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within placing of the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies successful applicant in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, job classification so posted will also be filled temporarily through the posting procedure. In the event the said posted, but any further resulting vacancy is temporarily shall be filled by an existing employee through the posting procedureEmployer without posting. 14.06 Employees wishing to change shifts within their job classification may submit a Shift Preference Form at any time to the Human Resources Department. These forms will be kept by seniority and if movement of employees from shift to shift is required within their job classification, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For most senior employee who has completed his Shift Preference Form will be given the first thirty (30) days, payment opportunity to move to his desired shift. Should no seniority employee volunteer for such change of 100% of hotel room, single occupancy, plus payment of shifts within their classification the in-town meal allowance. (ii) For junior most employee in the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week classification will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) daysmoved. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created This shift preference procedure will not be subject used to circumvent the job posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outprocedures as indicated above. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. 17.01 All original permanent vacancies or newly created classifications within the scope of this Agreement shall be posted for one (a1) When week (7 calendar days) during which time employees may apply for the posted position in writing on a form supplied by the Employer. Only one subsequent posting shall occur, after which any remaining vacancy occurs or shall be filled by seniority within the department. 17.02 For information purposes only, all postings will indicate: a. Classification; b. Department; c. Starting date of the position; d. Qualifications required; e. Anticipated duration for temporary position; and f. Shift to be worked and the number of shifts per pay period. 17.03 Employees interested in making an application for a new position job vacancy will do so in writing within the posting period and shall give the application directly to the Manager making the posting. In the absence of the Manager, postings shall be given to the Charge Nurse. 17.04 If no application is created, either inside or outside received from an employee of the bargaining unit, or if no employee qualifies for the posted position, then the Employer may hire an employee from outside the bargaining unit. 17.05 Vacancies shall be posted within a reasonable time frame of the vacancy becoming known to the Employer. 17.06 A vacancy can be filled at the discretion of the Employer on a temporary basis while the posting procedure is on-going. 17.07 Staff changes, transfers or promotions within the bargaining unit shall be filled through the following process: a. The employee who possess the required qualifications within the same classification and department by seniority. b. If the vacancy remains open the Employer will provide consider applications from within the bargaining unit. In the event one (1) or more employees apply, the Employer shall consider the qualifications, experience, ability and seniority of the applicants. Where these factors are equal, the applicant with the greatest seniority shall fill the vacancy provided she can perform the work without training other than orientation. Upon request to the Department Supervisor, the Employer will discuss with any unsuccessful applicant the manner in which the employee may improve her position and her work in order to be considered for any future vacancy. 17.08 The successful applicant to any permanent job postings by e-mail posting shall be placed on trial in the position for a period of up to all active four weeks. Such trial promotion or transfer shall become permanent after the trial period unless: a. The employee feels that she or he is not suitable for the position and inactive employees except where a hard copy is requested by an inactive wishes to return to her or his former position; or b. The Employer has just cause to return the employee. Such postings Once the trial period has expired, the Employer no longer has the right to return an employee to her or his former position and that employee no longer has the right to return to her or his former position. In the event of either (a) or (b) above, the employee will return to her or his former position and salary without loss of seniority, and any other employee promoted or transferred as a result of the rearrangement of positions, shall be in effect for a minimum also return to her or his former position and salary without loss of seniority. 17.09 Any temporary vacancy with an anticipated duration of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region months or more will be posted in accordance with Article 17. The Employer will outline in the Quebec Region posting the anticipated conditions and will be sent to duration of such vacancy. In the event that a part-time employee is the successful applicant for a temporary full-time vacancy, the part-time employee shall retain his/her part-time status during the temporary full-time period. An employee filling a temporary vacancy shall not bid on any other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a temporary posting will be issued up to six (6) months prior to until the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice end of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employeetemporary position. (c) When the Employer can reasonably expect 17.10 Permanent full-time employees may not apply for a newlytemporary part-created temporary position or time position. 17.11 Employees filling a temporary vacancy within shall be returned to their former positions at the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment conclusion of the in-town meal allowancetemporary vacancy. Any other employee affected shall similarly be returned to their former position or positions. 17.12 Temporary postings will not end without two (ii2) For the next thirty weeks’ notice, unless it is for a sick leave, in which case one (301) days, payment week of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week notice will be reimbursed to the employee, plus payment of the in- town meal allowancegiven. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When a vacancy occurs or a new position 16.01 It is created, either inside or outside the policy of the Employer to promote from within where possible and reasonable to do so. In such a case permanent vacancies in the bargaining unitunit and vacancies for contract positions which are expected to continue for at least one year will be posted on bulletin boards throughout the Employer's operations. Postings shall contain the job title, current salary range, seniority group, location, and where applicable, a brief description of the duties and responsibilities. In addition, the posting shall indicate those qualifications required by the Employer. The Employer agrees not to refer prospective new employees to a hiring supervisor or department head until all internal applications have been fully processed. The Employer will make every reasonable effort to post such vacancies within ten (10) working days of written notification by the employee leaving the position. In addition, where possible and reasonable to do so, the Employer will provide post new positions as funding becomes available. 16.02 Vacancies shall be posted for a period of eight (8) calendar days and employees bidding on job postings vacancies must make application in writing and this must be received by e-mail the Human Resources Department no later than the eighth (8th) day. It is understood that such applications may be made via the Employer’s electronic mail, facsimile systems or any other tool or technology provided by the Employer for the purpose of submitting applications. Such applications shall be deemed to all active have been received the date they are received in the Human Resources Department. 16.03 Vacancies which will not or are not expected to exceed ninety (90) calendar days and inactive employees except where a hard copy is requested vacancies caused by an inactive absence due to illness, accident, leaves of absence (excluding Maternity leave) need not be posted unless agreed to by the parties. Such temporary vacancies may be filled at the discretion of the Employer which include the temporary reassignment of any employee. Such postings Vacancies exceeding ninety (90) calendar days will be posted and the Employer may, at its discretion, post such temporary vacancies as secondment opportunities. Employees seconded to bargaining unit positions on a temporary basis for up to one year shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for retain the job if they so desire. If the location of a posted position is subsequently changed before an appointment right to return to the position has been madeheld immediately prior to the secondment provided that there is no more than one (1) temporary contract position, due to secondment per supervisor. 16.04 It is understood that where a vacancy arises, the posting will be withdrawn and a revised posting will be issued. The foregoing does filling of which shall not apply result in any increase in complement, the Employer may first transfer, without posting, employees to positions within the Quebec Regionsame department, having the same salary level and classification, providing the duties and responsibilities are generally the same. Job postings It is also understood that employees in contract positions who have been employed for the Quebec Region more than one (1) year and new permanent employees hired to fill temporary vacancies, whose term of employment has come to an end, will be posted in the Quebec Region transferred to vacant permanent positions at their former classification and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been receivedsalary level, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably they are qualified and able, without training, to perform. In these circumstances, the vacant positions to which the employees are transferred will not be expected posted. If there are no vacancies to go beyond three (3) months (but that do which these employees could be assigned, such employees will be able to exercise their seniority rights in accordance with the Article on Layoff and Recall. 16.05 The Employer shall first consider bargaining unit applicants for whom a successful bid would result in a promotion or transfer. Where the relative skill, ability and job efficiency of such applications are equal and further provided the employees in question have the qualifications, without training, to perform the duties and responsibilities of such classification, seniority shall apply. 16.06 If the vacancy is not fall under Article 11.01(c) filled on the foregoing basis, the Employer may consider any other applicants and where, in the Employer's opinion, there are no applicants who are qualified, without training, to perform the duties and responsibilities of the collective agreement)job in question, fill such vacancy at its discretion. 16.07 The Employer agrees that where a vacancy within the bargaining unit has been posted and the vacancy is subsequently filled, all applicants will be advised in writing of the name of the successful applicant within seven (7) days of the appointment where possible and reasonable to do so. In any case, the Employer will inform staff advise the Union in writing of the names of the applicants and identify the successful applicant, if any, within seven (7) days of the applicant's appointment to the position. 16.08 The Employer need not consider any applicant to a posting who has, within the region prior six (6) month period, successfully bid on a vacancy. The Employer will not withhold the application of such opportunitiesa candidate based on this provision when an employee has successfully posted into a temporary position and then applies within this timeframe for a permanent vacancy. 16.09 The Employer agrees not to administer this Article arbitrarily, by circulating notice within the offices discriminatorily or in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costsbad faith.

Job Postings. (a) When a vacancy occurs In the case of all permanent vacancies or a new position is created, either inside or outside of positions in the bargaining unit, the Employer employer will provide job postings by e-mail to all active post such vacancies and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect new positions for a minimum period of three seven (37) weeks, in order days so that they interested employees may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issuedapply. The foregoing does not apply to positions within job posting notice shall contain the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region following information: nature of position, qualifications, required knowledge and will be sent to other employees who may qualify as to language requirementseducation, skills, shift (if applicable). (b) Providing sufficient notice of an impending vacancy has been received, a posting The successful candidate will be issued up to six given a trial period not exceeding forty (640) months prior shifts three hundred (300) hours in the new position. Should the employee fulfil the requirements of the new position to the position becoming vacant and every effort will satisfaction of the Employer, she shall be made declared permanent in the new position. If the employee fails to post meet the impending vacancy no later than three (3) months prior to requirements of the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary new position or a temporary vacancy within if the CSU bargaining unit employee requests to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies be returned to her former position at any time before she is declared permanent in the CSU bargaining unitnew position, which the Employer can reasonably expect she shall be returned to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs her position and is responsible for his/her accommodation costs only to the following extent:wage rate. (i) For Vacancies which are not expected to exceed sixty (60) (calendar days (including vacancies caused due to illness, accident, leaves of absence [including pregnancy and parental]) may be filled at the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment discretion of the inHome. In filling such vacancies consideration shall be given to regular part- time nurses in the bargaining unit on the basis of seniority who are qualified to perform the work in question. If the temporary vacancy is not filled by a regular part-town meal allowance. (ii) For time nurse, consideration will be given to casual part-time nurses in the next thirty (30) daysbargaining unit on the basis of seniority who are qualified to perform the work in question, payment of 50% of hotel roomprior to utilizing non-bargaining unit nurses supplied by an agency or registry. It is understood, single occupancyhowever, plus payment that where such vacancies occur on short notice, failure to offer part-time nurses such work shall not result in any claim for pay for time not worked while proper arrangements are made to fill the vacancy. Where part-time nurses fill temporary full-time vacancies, such nurses shall be considered regular part-time and shall be covered by the terms of the inpart-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment time collective agreement. Upon completion of the in- town meal allowance. (iv) In temporary vacancy, such nurse shall be reinstated to her or his former position unless the event that position has been discontinued, in which case the employee decides nurse shall be given a comparable job. Full-time nurses may be considered for temporary full-time vacancies on the same basis as regular part-time nurses. A list of all vacancies expected to take up temporary accommodation other than a hotel room within the first be sixty (60) days (i.e. an apartment or a commercial rooming arrangement)more that were filled in the preceding month under this provision, including the employee names of the nurses selected and the anticipated duration of the vacancy, will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject provided to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outUnion. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When Where the Employer determines that an individual receiving support requires all male or all female staff, the Employer shall notify the Union of such requirement. (b) With the exception of the Direct Support Professional Co-ordinator position, all job postings shall be awarded to the most senior applicant able to meet the reasonable requirements of the job. All job requirements shall be listed in detail on the job posting. 17.02 The Employer shall make available Job Application Forms on which employees applying for positions must submit their qualifications for consideration for the posted position at the time that the position is posted. (a) Where a permanent or a temporary vacancy occurs arises, which the Employer intends to fill, or a new position job is created, either inside or outside of created within the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect post notice of the position for a minimum period of three eight (3) weeks8) calendar days and such posting shall contain information with respect to the qualifications, in order that they may apply in writing location of initial assignment, general scheduling pattern and rate of pay of the position. The employer shall endeavor to post the above notice no later than the first week of each calendar month. All employees who submit an application for the job if they so desire. If the location of a posted position is subsequently changed before an appointment posting to the position has been madeEmployer’s representative designated on the posting, within the posting period, or who have filed a form in accordance with sub-article 17.02, shall be considered and the successful applicant will be withdrawn and a revised placed in the position as soon as possible but no later than two (2) weeks from the date of the completion of the posting will be issuedperiod. The foregoing does time periods set out in this sub-article may be extended by mutual agreement of the Employer and the Union, such agreement may not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirementsunreasonably withheld. (b) Providing sufficient notice Employees, when filling in a temporary vacancy shall continue to receive all benefits as provided for them under this Agreement. At the termination of an impending vacancy has been receiveda temporary vacancy, a posting will the employee shall be issued up returned to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion former position without loss of a leave of absence seniority or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employeebenefits. (c) When the Employer can reasonably expect a newly-created temporary position or An employee occupying a temporary vacancy within the CSU bargaining unit to last longer for greater than twelve one (121) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve year shall receive all benefits and entitlements (12except LTD) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only applicable to the following extent: (i) For regular position they are occupying for the first thirty (30) days, payment duration of 100% of hotel room, single occupancy, plus payment of the in-town meal allowancetheir temporary assignment. (ii) For the next thirty (30) days, payment 17.04 The successful applicant shall be subject to a trial period of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed up to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days worked. In the case of part-time and substitute employees, the trial period shall be the lesser of two hundred and eighty (i.e. an apartment 280) hours worked or a commercial rooming arrangement)six (6) calendar months. During this period, if the employee’s services are unsatisfactory to the Employer or the employee finds the new position unsatisfactory, and so advises the Employer, the employee shall be returned to his/her former position and salary rate without loss of seniority or posting rights. Any other employees who have been promoted or transferred because of the rearrangement of positions shall also be returned to their former positions and salary rates without loss of seniority or posting rights. If the successful applicant satisfactorily completes the aforesaid trial period, the Employer will confirm such employee in the new position upon the expiry of the aforesaid trial period. 17.05 The successful applicant for a permanent job posting shall not be eligible to apply for any further job posting which is posted during the six (6) month period immediately following the date upon which the employee accepts the position, unless the job posting is for a position in a higher rated classification or a job of at least ten percent (10%) increase in the normal scheduled hours of work. 17.06 If there are no applicants or no successful applicants for a posted position, the Employer shall be entitled to fill the position in such manner as it sees fit. The Employer may also fill a position in such manner as it sees fit while observing the posting procedure contained in this Article. Where an employee has been scheduled to work in the position being posted, those scheduled hours will not be assigned to the successful applicant. When there are no applicants or no successful applicants the employer may choose to send the posting out internally by e-mail. In such cases the original posting number will be reimbursed a proportionate amount of rent or lodging costs for quoted in the remainder of those sixty (60) days. For example, if an employee moves into an apartment at e-mail. 17.07 The vacancy left by the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not successful applicant shall also be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedureprocedure set forth in this Agreement, the Employer may nevertheless fill it without recourse and all subsequent vacancies resulting therefrom. 17.08 Copies of all Job Postings shall be forwarded to the procedure while Secretary of the proce- dure is being carried outLocal Union immediately upon notification of the successful applicant, and the President shall be advised of the names of the successful and unsuccessful applicants. (da) When opportunities Temporary job postings shall show the expected number of consecutive weeks that the employee will be working for the duration of the vacancy. (b) School Board positions shall be considered temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably positions. Such positions shall be expected to go beyond three no more than ten (310) months in duration. Employees may request placement on the call-in list at all locations where they have been orientated. Such requests will not be unreasonably denied. 17.10 All newly hired employees shall receive not less than eight (but that do 8) hours of orientation with pay. No employee shall be regularly scheduled to work until orientation has been completed. Employees assigned to work in a location in which they have not fall under Article 11.01(cbeen previously employed shall receive two (2) hours of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required orientation with pay prior to make their interest in such opportunities known being scheduled to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costswork.

Job Postings. (a) When a vacancy occurs or a 11.01 In the case of all vacancies and new position is created, either inside or outside of positions in the bargaining unit, the Employer will provide job postings by e-mail post notice of such vacancy for seven (7) calendar days prior to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeksfilling the position, in order that they any interested Nurse may apply in writing for the job if they so desireapply. If no qualified Nurse applies, then the location Employer may hire a new Nurse from outside the employ. The name of a the successful applicant shall be posted position is subsequently changed before an appointment by the Employer. 11.02 Nurses from within the bargaining unit shall be given the first opportunity to fill temporary vacancies. The Employer will outline the conditions and duration of such vacancies. Such temporary vacancy shall not exceed the time required to complete the specific circumstances which gave rise to the position has been made, the posting temporary vacancy. 11.03 Vacancies exceeding thirty (30) calendar days but not more than sixty (60) calendar days will not be posted and instead will be withdrawn offered to all part-time and a revised posting casual staff based on seniority. Should this temporary vacancy be elsewhere than the Nurse's usual area of work, she will be issued. The foregoing does return to her usual area of work at the completion of the temporary vacancy provided the area of work still exists. 11.04 Vacancies of less than thirty (30) calendar days will not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent covered by the team where teams exist. In the event that there are no teams, vacancies of less than thirty (30) calendar days will not be posted and instead will be offered to other employees who may qualify as part-time and casual staff on the basis of availability, seniority, skill, and patient continuity. Vacation time does not need to language requirementsbe posted. 11.05 In assessing applicants for vacancies or new positions, the following factors shall be considered: (a) skill, ability, experience and qualifications; and (b) Providing sufficient notice of seniority. When factors in (a) are relatively equal, (b) shall govern. The Employer shall not administer this provision in an impending vacancy has been receivedarbitrary fashion. 11.06 A Nurse may make written request for transfer to another region, team or area within the branch. Requests for transfer to a posting permanent position will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow maintained by the Employer to fill the impending vacancy, on a until December 31st of each year. Any such request shall be considered as an application for any permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies job postings in the CSU bargaining unitrequested area, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave region or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowanceteam. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When a vacancy occurs or a new position is created, either inside or outside of the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxxmark, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When a vacancy occurs or a new position 16.01 It is created, either inside or outside the policy of the Employer to promote from within where possible and reasonable to do so. In such a case permanent vacancies in the bargaining unitunit and vacancies for contract positions which are expected to continue for at least one year will be posted on bulletin boards throughout the Employer's operations. Postings shall contain the job title, current salary range, seniority group, location, and where applicable, a brief description of the duties and responsibilities. In addition, the posting shall indicate those qualifications required by the Employer. The Employer agrees not to refer prospective new employees to a hiring supervisor or department head until all internal applications have been fully processed. The Employer will make every reasonable effort to post such vacancies within ten (10) working days of written notification by the employee leaving the position. In addition, where possible and reasonable to do so, the Employer will provide post new positions as funding becomes available. 16.02 Vacancies shall be posted for a period of eight (8) calendar days and employees bidding on job postings vacancies must make application in writing and this must be received by e-the Human Resources Department no later than the eighth (8th) day. It is understood that such applications may be made via the Employer’s electronic mail and facsimile systems. Such applications shall be deemed to all active have been received the date they are received in the Human Resources Department. 16.03 Vacancies which will not or are not expected to exceed ninety (90) calendar days and inactive employees except where a hard copy is requested vacancies caused by an inactive absence due to illness, accident, leaves of absence (excluding Maternity leave) need not be posted unless agreed to by the parties. Such temporary vacancies may be filled at the discretion of the Employer which include the temporary reassignment of any employee. Such postings Vacancies exceeding ninety (90) calendar days will be posted and the Employer may, at its discretion, post such temporary vacancies as secondment opportunities. Employees seconded to bargaining unit positions on a temporary basis for up to one year shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for retain the job if they so desire. If the location of a posted position is subsequently changed before an appointment right to return to the position has been madeheld immediately prior to the secondment provided that there is no more than one (1) temporary contract position, due to secondment per supervisor. 16.04 It is understood that where a vacancy arises, the posting will be withdrawn and a revised posting will be issued. The foregoing does filling of which shall not apply result in any increase in complement, the Employer may first transfer, without posting, employees to positions within the Quebec Regionsame department, having the same salary level and classification, providing the duties and responsibilities are generally the same. Job postings It is also understood that employees in contract positions who have been employed for the Quebec Region more than one (1) year and new permanent employees hired to fill temporary vacancies, whose term of employment has come to an end, will be posted in the Quebec Region transferred to vacant permanent positions at their former classification and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been receivedsalary level, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably they are qualified and able, without training, to perform. In these circumstances, the vacant positions to which the employees are transferred will not be expected posted. If there are no vacancies to go beyond three (3) months (but that do which these employees could be assigned, such employees will be able to exercise their seniority rights in accordance with the Article on Layoff and Recall. 16.05 The Employer shall first consider bargaining unit applicants for whom a successful bid would result in a promotion or transfer. Where the relative skill, ability and job efficiency of such applications are equal and further provided the employees in question have the qualifications, without training, to perform the duties and responsibilities of such classification, seniority shall apply. 16.06 If the vacancy is not fall under Article 11.01(c) filled on the foregoing basis, the Employer may consider any other applicants and where, in the Employer's opinion, there are no applicants who are qualified, without training, to perform the duties and responsibilities of the collective agreement)job in question, fill such vacancy at its discretion. 16.07 The Employer agrees that where a vacancy within the bargaining unit has been posted and the vacancy is subsequently filled, all applicants will be advised in writing of the name of the successful applicant within seven (7) days of the appointment where possible and reasonable to do so. In any case, the Employer will inform staff advise the Union in writing of the names of the applicants and identify the successful applicant, if any, within seven (7) days of the applicant's appointment to the position. 16.08 The Employer need not consider any applicant to a posting who has, within the region of such opportunitiesprior six (6) month period, by circulating notice within the offices successfully bid on a vacancy. 16.09 The Employer agrees not to administer this Article arbitrarily, discriminatorily or in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costsbad faith.

Job Postings. (a) When 12.01 If a permanent job vacancy occurs or a new position job is created, either inside as defined in Article 11.04 and 11.05, within a classification such an opening will be posted within five (5) working days on the plant bulletin boards for a period of five (5) working days. During such time, seniority employees may apply for such vacancy by completing a Job Vacancy Application form supplied by the company. The posting will identify the following: 1. Plant 2. Department 3. Shift 4. Classification & work area 5. Rate of Pay 6. General description of duties. An employee on vacation or outside an approved leave of absence may have their name added to the bargaining unit, job posting within the Employer will provide time limits by another employee and witnessed by a supervisor and union representative. 12.02 An employee successfully transferred through the job postings posting procedure shall not be eligible to make application for another job vacancy for a period of 3 months from date of transfer. However this shall not apply if an employee is subsequently transferred by e-mail to all active and inactive employees except where the company within this 3 month period as a hard copy is requested by an inactive employee. Such postings result of reduction in the workforce. 12.03 A permanent job vacancy under this article shall be in effect for a minimum of awarded to the applicant with the greatest seniority, provided they are able to perform the work required. The company will post on the bulletin boards all applicants by seniority within three (3) weeks, in order that they may apply in writing for working days of the job if they so desireposting being removed from the bulletin boards. 12.04 The successful applicant must be physically able to report to the posted job within thirty (30) calendar days excluding jury duty and approved vacation from the date that the identified job applicants are posted on the company bulletin boards. When any position with work requirements, that fall within an employee’s medical restrictions and who is not already assigned to a permanent position, is posted, that employee will automatically be entered into the posting process. If the location of a posted position employee is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, senior applicant he/she will be requested placed in the position. Where practical to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) monthsdo so, the Employer company will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect make every effort to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedureaccommodate a permanently restricted employee on his/her posted job. In the event that an employee has a permanent physical work restriction which disables him/her from performing their job, the said vacancy is temporarily job will be posted as per Article 12. 12.05 An employee transferred pursuant to Article 12.04 shall demonstrate their ability to perform the function satisfactorily within twenty-four (24) work hours. An employee, following a transfer under this article will be given instruction and opportunity to become qualified. This time period may be extended by mutual agreement between the Company and the Union. 12.06 Three (3) subsequent vacancies, created by the original job posting, will be filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the job posting procedure. In cases where a temporary vacancy is being filled through If there are no applicants for the posting procedure, original or any of the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) subsequent vacancies, then it is at the discretion of the collective agreement)Company how to fill the vacancy. The normal practice will be to fill the vacancy with a probationary employee after employees on lay-off have been recalled. However, the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff vacancy which had no applicants will be required to make their interest in such opportunities known to reviewed by the appropriate director(s) in writing, company and any resulting reassignment the union for suitability for employees with permanent physical restrictions. The normal practice will be determined in consultation to fill the fourth subsequent vacancy with a probationary employee. If the Department vacancy is of Organizing and Regional Services and/or other national department affecteda higher wage, it has been agreed that the Company will post this position to allow seniority employees to apply. Reassignments The above job will be made taking into consideration seniorityposted with no subsequent posting thereafter. 12.07 An employee will have the right to decline a job posting at any time during the training period of twenty-four (24) work hours and will revert back to his/her former job; however, qualifications, and costssuch training period shall count as a transfer as per Article 12.

Job Postings. (a) When a vacancy occurs In the event new jobs are created or a new position is created, either inside or outside of vacancies occur within the bargaining unit, that no one holds a full-time bid to, the Employer Company will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect post such new jobs or vacancies for a minimum period of three (3) weeksworking days, in order to allow bargaining unit employees to apply. Each posting will list the qualifications and the number needed. Immediately upon making the initial award, the name of the employee awarded the job will be posted and given to the Union. Employees will be notified by a posted notice, if a bid is cancelled. Employees interested in these vacancies, may sign the posted bid sheets. Only employees who meet the qualifications will be eligible to bid. Skills and abilities being satisfactory, the most senior employee bidding will be awarded the bid. If no one bids, the Company, may at its discretion, fill the vacancy with a new hire or least senior production technician. The fact that they may apply in writing an employee is considered a "backup" for a particular position, will not automatically qualify that person for the position if it's posted for bid. An employee who is on medical leave of absence may sign a job posting, but; will only be awarded the position if they so desirecan perform the full duties and hours when the position is ready to be filled. A successful bidder will be placed in the new classification and shift within two weeks after having been awarded the bid. Employees bidding on a higher paying position will not be paid the higher rate until they qualify for and accept the new position and then they will be paid back to the date they were awarded the bid. Employees may not bid for a job posting any more frequently than every five months. Employees can bid from a temporary posting to a full-time posting but, in no case will any employee be allowed to bid from one temporary bid to another temporary bid, except where an employee has been removed from their full-time bid and forced into a temporary bid. If there is more than one person holding a temporary bid in the classification and shift and the bid ends the highest seniority employee will have the option to stay or return to their previous bid before the lowest is forced out. Once placed in the new classification, the employee will have ten days to demonstrate the ability to perform satisfactorily. This can be extended or waived by mutual agreement. If the location of a posted position employee wishes to waive the ten days such employee will be required to fill out the waiver form. In case the employee is subsequently changed before an appointment not retained in the job by the Company, or the employee voluntarily elects to give up their rights to the position has been madejob, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy providing it is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement)ten days, the employee will be reimbursed a proportionate amount returned to his former classification and shift, seniority permitting. It is understood that no employee is allowed to give up their rights to any job bid more than 4 times per calendar year. Once four (4) employees have been given opportunities to qualify for any one vacancy, the job will be re-posted. The rate of rent or lodging costs pay for an employee transferring under this section will be at the same step of progression for the remainder of those sixty (60) daysnew classification as he is being paid for the classification he is transferring from. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs The Union will be reimbursedgiven copies of all bids and applicants and bid awards. And the subsequent temporary vacancy thus created The company agrees to post any positions that new hires will not be subject placed in, so seniority employees can apply. These jobs will be posted prior to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outnew hire starting. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When a vacancy occurs or a new For all permanent position is created, either inside or outside of the bargaining unitvacancies intended to be filled, the Employer will provide job postings by e-mail to Corporation shall post notices with the information as indicated in schedule ‘C’ on all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect bulletin boards for a minimum period of three (3) weeksone week and shall send a copy to the Unit Chairperson. For the Community Centre Administrative Clerk position, the Corporation shall have an on- going posting to create a pool of applicants to draw from. Employees who have completed their probationary period may make written application for such permanent job vacancy within such posting period and will receive acknowledgement of their applications. Employees will be limited to one lateral transfer in order that they may apply in writing for a twelve month period. The Corporation will interview internal applicants who meet the qualifications as outlined on the job if they so desireposting. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every Every effort will be made to post fill posted vacancies within one month of the impending vacancy closing date as noted on the job posting. The employee who is the successful applicant to a posted position and who is required to remain in his/her current position until a replacement is hired will receive his/her new rate of pay no later than three (3) months two weeks after accepting the new position. The Corporation may choose to advertise the vacancy externally concurrent to the internal posting. All current internal applicants who have applied for the position will be considered and a selection decision will be made prior to the position becoming vacantconsidering external applicants. Where there is no successful qualified applicant, the Corporation reserves the right to interview unqualified applicants who have applied for the posted position prior to considering external applicants. It is understood that nothing in the Article restricts the right of the Corporation to temporarily assign an employee gives notice of his/her intent to retire at a job currently posted, on an acting basis, until the completion of a leave of absence or vacation scheduled posting procedure has been complied with and arrangements made to end on a date coincident with his/her intended retirement datepermit the employee selected, he/she will be requested to sign a termination agreement which will then allow the Employer if any, to fill the impending vacancy, on . Promotion shall mean a permanent basis, prior transfer to an occupational classification in the incumbentbargaining unit that is paid at a higher rate of pay. Lateral transfer shall mean a transfer to an occupational classification in the bargaining unit that is paid at the same level of pay as the employee’s effective date current rate of retirementpay. The vacancy selection process will only be filled prior applied to all applicants in the date following manner: The Corporation will consider the following factors during the selection process: In cases of retirement where promotion, (other than to positions outside the termination agreement has been signed by scope of the employee.bargaining unit), the following factors shall be considered: (a) posted qualifications; (b) demonstrated skills and abilities as required for the posted position; (c) When the Employer can reasonably expect a newly-created temporary position demonstrated work performance. Where two or a temporary vacancy within the CSU bargaining unit more applicants are deemed to last longer than twelve be equal under (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangementa), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60b) days. For example, if an employee moves into an apartment at the forty-five and (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreementc), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costsseniority shall govern.

Job Postings. ‌ (a) When a vacancy occurs or a new position is created, either inside or outside of the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When a vacancy occurs or a new For all permanent position is created, either inside or outside of the bargaining unitvacancies intended to be filled, the Employer will provide job postings by e-mail to Corporation shall post notices with the information as indicated in Schedule “B” on all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect bulletin boards for a minimum period of one week and shall send a copy to the Unit Chairperson. The Corporation reserves the right to revisit completed recruitments posted within three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location months of a posted position being filled that has been vacated by an Employee within their trial period. When it is subsequently changed before an appointment to known at the time of posting that the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions reviewed within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months of the posting date, then the words “under review” will be with the rate of pay on the posting. The Corporation will interview internal applicants who meet the qualifications as outlined on the job posting. When there is no successful qualified applicant, the Corporation reserves the right to interview unqualified internal applicants who have applied for the posted position prior to interviewing external applicants. For positions at Level G and above, the Corporation may choose to advertise the vacancy externally concurrent to the internal posting. All current internal applicants who have applied for the position becoming vacant will be considered and every effort a selection decision will be made prior to post considering external applicants. Human Resources will meet with the impending interviewed applicant(s) to review the outcome of any interview if unsuccessful, within eight (8) weeks of the Employee receiving notification, and if requested by the Employee. Employees who have completed their probationary period may make written application for such permanent job vacancy within such posting period. Employees will be limited to one lateral transfer in a twelve-month period. The Corporation will select a successful candidate in respect of any job posting, for a permanent position, within 3 months of the closing date indicated on the job posting, unless cancelled by the Corporation. Employees who have been successful to posted positions who are required to remain in their current position will receive their new rate of pay no later than three (3) months prior two weeks after accepting the new position. It is understood that nothing in this Section restricts the right of the Corporation to temporarily assign an Employee to a job currently posted on an acting basis until the position becoming vacant. Where an employee gives notice of his/her intent posting procedure has been completed and arrangements made to retire at permit the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement dateEmployee selected, he/she will be requested to sign a termination agreement which will then allow the Employer if any, to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employeeposition. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When a vacancy occurs or a new position is created, either inside or outside of the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU CDU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU CDU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When 13.01 In the event that additional vacancies occur by the filling of a vacancy occurs or a new position is createdjob posting, either inside or outside the effective date of promotion will not occur until such time as all vacancies created by an initial job posting have been filled unless otherwise required to ensure the efficient operation of the bargaining unitAssociation. 13.02 Until the vacancy is filled resulting from the job posting provisions, the Employer will provide job postings by e-mail is free to all active and inactive employees except where fill the vacancy on a hard copy temporary basis as it sees fit. Temporary is requested by an inactive employee. Such postings shall be in effect defined, for a minimum of three (3) weeksthis clause only, in order as 60 calendar days from the first day that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment filled on a temporary nature. 13.03 It is understood that internal applicants will be given preference prior to the position has been made, the posting Employer considering outside applicants for vacant positions. 13.04 It is understood that internal applicants will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees considered those who may qualify as to language requirements. (b) Providing sufficient notice of have completed their probationary period plus an impending vacancy has been received, a posting will be issued up to additional six (6) months prior of employment. If an employee successfully bids for a job hereunder they will not be eligible for a new posted job for a period of six (6) months unless mutually agreed upon in writing by the parties. It is understood that this six- (6) month provision does not apply to part-time employees who bid for vacancies that would increase the position becoming vacant and every effort employee's hours of work. 13.05 All applications received by Human Resources will be made to post considered by 12:00 noon on the impending vacancy no later than three seventh (37) months prior to calendar day of the position becoming vacant. Where an employee gives notice end of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement)more employees apply, the Employer will inform staff within make a decision all in accordance with Section 13.04 of this Agreement. If the region applicants are not qualified to perform the work required, the Employer reserves the right to immediately hire outside help. 13.06 The Employer will discuss with the unsuccessful applicant the manner in which the employee may improve his position and his work in order to be considered for any future vacancy, if requested by the employee. 13.07 This section applies only to an employee who is promoted as a result of a job posting. If during the first 4 consecutively worked weeks following such opportunitiespromotion, by circulating notice within the offices employee is unable to meet the requirements of the job to which they were promoted in the region, outlining the details judgement of the assignmentEmployer, or in the judgement of the employee, the employee shall revert to their former position and rate of pay subject to the other provisions relating to seniority, lay-off and recall. Staff Furthermore, other employees who have been affected as a result of the aforesaid rearrangement of jobs, shall also be returned to their former job and rate without loss of interruption of seniority, and subject to the other provisions relating to seniority, lay-off and recall. 13.08 For the purposes of this Article, service areas shall be Residential and Day Services. 13.09 A temporary vacancy is a vacancy created by an employee's absence due to maternity leave, compensable or non-compensable illness or injury or any other leave of absence expected to exceed 60 calendar days. The length of time of the temporary vacancy to fill the vacancy will be required to make their interest in such opportunities known equivalent to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with length of time the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costsvacancy is created by an employee’s absence for these leaves.

Job Postings. (a) When a vacancy occurs or a new position is created, either inside or outside of the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When a vacancy occurs or a new position is created, either inside or outside the Employer shall post notice of the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employeenew position. Such postings The posting shall be in effect placed on the Campus Personnel Notice Board for a minimum of three ten (310) weekscalendar days, and in order University College publications where appropriate and timely, so that they may apply in writing for all members will know about the new position. A copy of the job if they so desire. If the location of a posted position is subsequently changed before an appointment posting shall be forwarded to the Union, and to each Xxxxxxx in the bargaining unit. Should the new position has been madebe a temporary one, the posting shall clearly state that should any other regular employee be selected to fill the position it will be withdrawn and on a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirementssubstitution pay basis. (b) Providing sufficient notice When a vacancy occurs which the Employer intends to fill, it shall be posted as outlined in (a) above, except in the cases of an impending vacancy has been receivedtemporary vacancies which shall be filled as follows: (i) Regular employees in the same department and/or work areas shall be given the first consideration in filling the position in a substitution pay situation, a posting will be issued up to six (6) months prior without posting, pursuant to the position becoming vacant and every effort will criteria for substitution established under Article 20.6. (ii) If the temporary vacancy is not filled by a regular employee in the same department and/or work area it shall be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an posted, clearly stating that should any other regular employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer selected to fill the impending vacancyposition, it will be on a permanent substitution pay basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve or new positions not exceeding forty-five (1245) months due to sick leave or other authorized leave of absence, will also calendar days may be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing auxiliary employee through the posting procedurewithout posting, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event provided that the employee decides to take up temporary accommodation other than a hotel room within the first sixty provisions of (60b)(i) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount above have been fully exhausted. Extension of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the this forty-five (45) day xxxx, 50% of one-half period must receive prior approval of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outUnion in writing. (d) It is understood that regular employees who have passed their initial probation period and who are successful in applying to full-time or part-time temporary positions that represent a promotion or lateral move will have their former position protected. (e) When opportunities for temporary assignments and/or temporary vacancies arise in a new job classification is created within the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) the Employer shall consult with the Union regarding the placement of the collective agreement), job classification on the Employer will inform staff within the region of such opportunities, by circulating notice within the offices salary scale in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.Appendix A.

Job Postings. 11.01 The Employer will post all vacancies and new positions in the bargaining unit for seven (a7) When calendar days, in order to allow interested nurses to apply, prior to filling the position. The Employer will provide the job posting to the Bargaining Unit President, at the time of posting and will also send a vacancy occurs or a new position is created, either inside or outside copy of the bargaining unitjob posting by email. The job posting will be announced to all nurses in the Bargaining Unit on email. If no qualified nurse applies to the job posting, the Employer will provide job postings by e-mail to all active and inactive employees except where may hire a hard copy is requested by an inactive employeenurse from outside the Bargaining Unit. Such postings The name of the successful applicant(s) shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow by the Employer to fill within seven (7) days of the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirementselection being made. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, This information will also be filled temporarily through provided to the posting procedureBargaining Unit President by email at the time of the posting. 11.02 Nurses from within the bargaining unit shall be given the first opportunity to fill temporary vacancies. The Employer will outline the conditions and duration of such vacancies. In the event the said vacancy is temporarily filled by an existing employee through the posting procedurefilling of such temporary vacancy, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only Union will be informed of the specific circumstances which gave rise to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowancetemporary vacancy. 11.03 Vacancies of less than sixty (ii60) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week calendar days will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) covered by existing nurses. In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement)vacancy cannot be covered by existing nurses, the employee vacancy will be reimbursed a proportionate amount posted. Should this temporary vacancy be elsewhere than the nurse’s usual area of rent or lodging costs for work, the remainder nurse will return to their usual area of those sixty (60) days. For example, if an employee moves into an apartment work at the forty-five (45) day xxxx, 50% of one-half completion of the first month's rent temporary vacancy provided the area of work still exists. 11.04 In assessing applicants for vacancies or lodging costs new positions, the following factors shall be considered: (a) skill, ability, experience and qualifications; and (b) seniority. When factors in (a) are relatively equal, (b) shall govern. The Employer shall not administer this provision in an arbitrary fashion. 11.05 A nurse may make written request for transfer to another area of the city or team. Requests for transfer will be reimbursed. And submitted in writing to the subsequent temporary vacancy thus created Nursing Manager and will not be approved in order of seniority subject to the posting procedureoperational requirements. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff A Nurse will be required to make their interest resubmit any requests in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costswriting for transfer on an annual basis.

Job Postings. 16.01 In the event new jobs are created or vacancies occur in existing job classifications (a) When unless the Employer notifies the Union in writing that it intends to postpone or not fill a vacancy occurs or a new position is created, either inside or outside of the bargaining unitvacancy), the Employer will provide job postings by e-mail to post all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect new jobs or vacancies for a minimum period of three five (35) weekscalendar days and shall stipulate the qualifications, rate and department concerned before new employees are hired in order that they all employees with seniority may apply in writing for apply. 16.02 All cases of filling permanent vacancies, promotions and transfers shall be based on the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements.following factors: (a) seniority; and (b) Providing sufficient notice of an impending vacancy has been receivedskill, a posting will be issued up to six (6) months prior to the position becoming vacant competence and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employeeefficiency. (c) When where the qualifications in factor (b) are relatively equal, seniority shall govern. Such judgment shall be made in a fair, impartial and consistent manner. 16.03 The Employer can reasonably expect a newly-created temporary position or a temporary vacancy may simultaneously advertise such vacancies outside the Bargaining Unit but shall not fill such positions from outside Bargaining Unit until QVSS agrees to the continued content of this paragraph closure of the posting period and in the absence of qualified applicants from within the CSU bargaining unit to last longer than twelve Bargaining Unit. 16.04 All applications received will be considered within seven (127) months, days at the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave end of absence, will also be filled temporarily through the posting procedure. In the event one or more employees apply, the said vacancy Employer shall consider qualifications and seniority of the applicants. Where these factors are relatively equal, the applicant with the greater seniority shall fill the vacancy. 16.05 When a position is temporarily filled by an existing employee through means of the job posting procedure, the Employer name of the successful applicant shall be posted on the Union Bulletin Board for three (3) days. 16.06 Temporary vacancies shall not be required to be posted in accordance with the provision of this Article. A temporary, vacancy is not responsible one in which an employee who regularly holds the position is expected to return to work. Temporary vacancies may be filled with part time employees who shall be given the opportunity of assuming the temporary position in accordance with their seniority. 16.07 The successful applicant, if chosen from the Bargaining Unit, will be placed in the vacancy for said employee's moving costs trial period with training, and is responsible progress reports will be provided every 15 days, for his/her accommodation costs only a period of up to forty five (45) working days, and if the employee proves satisfactory shall then be considered permanent to the following extent: (i) For vacancy. If the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment employee proves unsatisfactory during that time or if the employee feels they are unable to perform the duties of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed vacancy to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement)which posted, the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment returned to his/her former position at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.his/her former wage rate

Job Postings. (a) When a vacancy occurs Except for the positions of Spareman, vacancies in existing or a new position jobs which are recognized as permanent type jobs that are not filled through movement within the lines of progression, will be posted on the plant bulletin boards for seven (7) calendar days including the day the notice is created, either inside or outside of the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive posted. During this period employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply make application in writing for transfer to the posted job. Applications can be obtained from and once completed, returned to the Gerdau Court Security Office within the notification period. The employee with the greatest amount of plant seniority will be given the job. Employees currently occupying a Trade and Craft position are not eligible to apply for any other position unless specifically agreed to between the Company and the Union Negotiating/Grievance Committee. Employees absent due to illness or accident who are expected to return to work will be informed in writing of any vacancy posted during the absence. Employees applying for vacation or leave of absence must indicate on the request form the desire to apply for any specific jobs that may be posted during their vacation or leave of absence. A production employee who receives a transfer through the job if they so desireposting procedure will only be eligible for four (4) transfers during the life of the Collective Agreement and will be limited to a maximum of two (2) transfers in any consecutive twelve (12) month period, except to transfer to a Trade and Craft Apprenticeship. If the location of a posted position is subsequently changed before an appointment to Transfers from the position has been madeof Spareman will not be included in these maximums. Permanent postings not lasting seven (7) months will be treated as temporary, and all movements made associated with the posting will be withdrawn and a revised posting reversed. The most senior eligible employee from the list of applicants will be issued. The foregoing does not apply to positions installed in their new job within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment unless specifically agreed to between the Company and the Union Negotiating/Grievance Committee. In the case of 100% Trade and Craft vacancies, successful applicants will be determined by job seniority. If no successful applications are received from seniority employees, the Company will fill the vacancy with the junior Spareman from within the department. During posting and vacancy filling procedures, the Company may assign a Spareman from within the department to the vacancy(ies), for a period not to exceed 30 Calendar Days, in accordance with Article 23 of hotel roomthis Collective Agreement, single occupancy, plus payment provided he has the ability to perform the normal requirements of the in-town meal allowancejob. b) The Company will develop comprehensive job related tests applicable to the posting for the filling of a vacancy in mould set-up. Employees applying for Crane Replacement Operator vacancies will be given a depth perception test to determine their suitability. In posting Trade and Craft or assigned maintenance jobs, the requirements will be that the successful applicant will have served a Government recognized apprenticeship with a current certificate of qualification and be able to demonstrate the ability to utilize the equipment involved in the job description. However when posting for the position of Welder/Fitter the requirements will be that the successful applicant will be able to provide proof of related employment experience for a period of not less than five (ii5) For years, be able to demonstrate the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment ability to utilize the equipment involved in the job description and be required to successfully complete the applicable Canadian Welding Bureau test. 15.02 All applicants for a posted job will be advised via the Company bulletin boards of the in-town meal allowanceselection within ten (10) days after the final date of the posting. When a CRO posting has no successful applicants and the Company intends to hire from outside, or when a posting has no successful applicants and is to be filled by employee assignment, such assignment or notifications will be indicated in the same manner. A copy of the posting, the applicants and the successful applicant will be forwarded to the Union. (iii) For 15.03 New Production employees, other than those hired as Crane Replacement Operators in accordance with Article 13.06 e), shall be designated as Sparemen and shall be assigned to a specific department as required. Job seniority shall not accumulate in this Spareman job. Except for vacancies in Skilled Trades or Crane Operator positions, the next thirty (30) daysSpareman position can be applied to fill temporary vacancies as required by the Company in accordance with Articles 14.01 and 16.01, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed by employees with the ability to perform the employee, plus payment normal requirements of the in- town meal allowance. (iv) In the event that the employee decides job. A Spareman assigned to take up temporary accommodation a job other than the Spareman position for a hotel room within shift shall receive the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee rate for that job. Transfers to other shifts will only be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment made at the forty-five (45) day xxxx, 50% of one-half end of the first month's rent completed work week. It is agreed that permanent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created vacancies will not be subject filled by a succession of Sparemen in order to avoid the posting procedure. In cases where a temporary requirement to properly post or otherwise fill the vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outin accordance with other provisions in this Collective Agreement. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When In event of a vacancy occurs or a new in an existing position is created, either inside or outside of the bargaining unitantici- pated to last more than 28 working days, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings vacancy shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region plant for five (5) calendar days. All job postings shall specify the position, the skills, ability and will qualifications for the position, the team, shift and rate of pay. Employees interested in applying for the vacancy shall apply in writing. For all positions other than Maintenance Apprentice, Maintenance “B”, Maintenance A (Tray and Mould), Process Troubleshooter, Printer Coordinator, Printer Set- Up, Utility Operator, Posted Bench and Machine Relief, the posting shall be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior awarded to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, senior applicant provided that he/she will be requested is qualified to sign a termination agreement which will then allow perform the Employer to fill required work following the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirementapplicable training period. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee selected applicant fails to qualify or decides not to take up temporary accommodation accept the position, the next most senior applicant will be given the opportunity to qualify for the position without reposting of the position. • For the Printer Set-Up, Posted Bench, and Machine Relief, the posting shall be awarded to the senior applicant who passes mechanical ability and other than a hotel room within aptitude testing and qualifies to perform the first sixty (60) days (i.e. required work following the applicable training period. • For vacancies for Maintenance Apprentice, Tray Maintenance “A”, Mould Maintenance “A”, Printer Coordinator, Process Trouble Shooter Utility Operator and Posted Bench, special criteria shall be used to select the applicant who will be given an apartment or a commercial rooming arrangement)opportunity to qualify for the position. • The Company will work with the Union in advance to develop the special testing and selection criteria mentioned above prior to posting the above positions. Upon being placed in the vacant position, the employee will be reimbursed a proportionate amount complete the training and evaluation period applicable to the position. During this period of rent or lodging costs time, the Company shall have an opportunity to evaluate the successful applicant’s skill and ability to perform the new position. During the initial seven (7) working days of this period, the successful applicant shall have an opportunity to determine whether he/she wishes to continue in the new position. Where practicable and convenient to the Company, the incumbent for the remainder of those sixty (60) vacant position shall train the successful applicant. The training periods for the job posting process shall be as follows: Dry End 7 working days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs ; Dry Press 14 working days; Wet End 28 working days; Printer Set Up 28 working days; Stock Prep 28 working days; Machine Relief 28 working days; Mould Repair 8 working days; Tray Repair 28 working days; Shipping 10 working days; Hybrid Machine 7 working days; Utility Operator 14 working days; Training progress will be reimbursedreviewed with the employee on or about the mid point of training and again prior to completion of training. And Employee and Union will receive copy of training and evaluation report at each stage. If the subsequent temporary vacancy thus created will successful applicant decides that he/she does not wish to continue in the new position or the Company determines that he/she is not to be retained in the position, the employee shall return to his/her previous position and the vacant position shall be filled in accordance with the procedure detailed above. Employees displaced by failure to qualify for a job classification shall not be subject to the posting procedure. In cases where laid off provided they can perform any available work being performed by a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise junior employee in the bargaining unit, which can reasonably factory. Employees shall be expected permitted to go beyond three (3post for positions as follows: I) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.Two job postings per 12 months

Job Postings. (a) ‌ 16:01 When a vacancy occurs or a new position is created, either inside or outside in any department of the bargaining unitLodge coming within the scope of this Agreement, or where it is known to the Employer that a position will be open for eight (8) weeks or longer, a notice will be posted requesting applications to fill such vacancy from employees of the Corporation. Copies of job postings shall be provided to local president at the time of posting. 16:02 Such notice will be posted on the Job Posting Board and shall remain posted for ninety-six (96) hours to permit applicants to make application for the vacancy. 16:03 If no applications to fill the vacancy are received from employees of the Corporation or if the applicant or applicants are not, in the opinion of the Corporation, considered to be suitable for such vacancy, then the Corporation may fill the vacancy from the open market subject to the applicants’ right to the grievance procedure. 16:04 Job postings shall show location, title, rate of pay, normal starting and finishing times, regular biweekly hours and anticipated start date. 16:05 An employee on vacation when a vacancy occurs shall be considered for the promotion or transfer provided he has submitted the prescribed application form to the Employer prior to his departure. 16:06 An employee on leave of absence due to illness shall be considered for a promotion or transfer along with all other applicants provided that during such absence he advises the Employer by telephone or otherwise that he wishes to be considered for any vacancies occurring during his absence. 16:07 The name of the successful applicant for positions shall be posted within twenty-four (24) hours of advising the successful applicant or within twenty- 16:08 The successful applicant to a job posting shall not be entitled to apply for another job posting for a period of six (6) months from the date of closing of the job posting he was accepted for, unless such subsequent job posting would constitute a promotion, a permanent position or an increase in scheduled hours of work. 16:09 For situations related to Workers Compensation and/or illness and/or accident where a definitive expiry date cannot be specified, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for state on the job if they so desireposting that the said position will expire subject to twenty-four (24) hours’ notice of return of current incumbent to his/her position. If Any positions directly resulting from the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region above procedure will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice same manner. On expiry of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) monthsposition, the Employer will temporarily fill regular employee shall return to their former position(s) provided the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect regular employee has a right to last longer than twelve (12) months due return to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowancesuch position. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When All vacancies (including temporary ones) and newly created positions which the Employer intends to fill shall be posted for a vacancy occurs minimum of seven (7) working days during which time the permanent employees will have an opportunity to apply on the forms provided and to be duly considered. If there is no applicant having the qualifications contained in the job description amongst the permanent employees, second consideration shall be given to applicants from amongst the probationary employees. Third consideration shall be given to temporary employees. Fourth 01. Fifth consideration shall be given to non-employees. It is agreed and understood that probationary and temporary employees, as well as those from CUPE Local 5820.01, shall have the opportunity to submit an application for a job posting when initially posted. A job posting shall contain the following information: the position’s specified duties, minimum qualifications, required knowledge including skills and work experience, education or its equivalent, and salary range. The qualifications contained in the job posting shall not be established in an arbitrary or discriminatory manner. The Employer shall notify the Union in writing where it does not intend to fill a new vacancy. (b) No employee shall be temporarily transferred outside the bargaining unit without his/her consent. If an employee is transferred or promoted to a position is created, either inside or outside of the bargaining unit, he or she shall continue to accumulate seniority during the Employer will provide job postings by e-mail to all active and inactive employees except where temporary transfer or promotion for a hard copy is requested by an inactive employeeperiod of not longer than twelve (12) months. Such postings an employee shall have the right to return to his or her former classification in the bargaining unit during a period of temporary transfer. Such return shall not result in the layoff or bumping of an employee holding greater seniority. Any other employee transferred or promoted because of the rearrangement of positions shall also be returned to his/her former classification, wage or salary rate, without loss of seniority. For the purpose of this Article employees shall have the opportunity to fill a temporary management position for twelve (12) months in an eighteen (18) month period. The Employer shall notify the Union in writing of all such transactions. (c) A job posting shall be posted for a minimum of seven (7) working days including the date of the job posting. Each subsequent job posting resulting, in effect a direct line, from the original vacancy shall be posted for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to working days including the date of retirement where the termination agreement has been signed by job posting. Upon the employee. removal of a job posting, a selection period of seven (c7) When working days will be allowed for the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within consideration of applications. After this selection period the CSU bargaining unit to last longer than twelve (12) monthsUnion and employees will be advised through the appropriate notice, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(cname(s) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known successful applicant(s) or a statement to the appropriate director(seffect that there were no successful applicant(s) in writing, and any resulting reassignment will or that there was no application received. The said notice shall be determined in consultation with the Department posted for a period of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.seven

Job Postings. (a) When 14.01 In the event that a permanent vacancy occurs or a new position is created, either inside or outside of permanent newly created job classification comes open within the bargaining unit, the Employer will provide notice of such vacancy or newly created job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings classification shall be in effect posted for a minimum of three (3) weeksworking days on bulletin board or boards provided on the premises for such purposes. All such notices shall include the job classification, job content overview, qualifications, the shift, and the date such notice was posted. Only employees who have successfully completed their probationary period may apply for such job within the time limit specified above. The applicant must inform the Plant Chairperson in order writing that they may apply want to be put in writing for postings in their absence. 14.02 In selecting the job if they so desiresuccessful applicant from amongst the applicants, the Employer shall consider the qualifications, skill, and ability of the individual to perform the normal required work and where these are relatively equal, seniority shall govern. If the location vacancy or permanent newly created job classification is not filled as a result of the posting, or if no suitable applicants are received, the Employer reserves the right to hire. 14.03 An employee who is named as the successful applicant shall have a familiarization period of a posted position reasonable length of time for the type of job classification, as determined by the Employer acting reasonably, which in any case shall not be less than five (5) scheduled shifts. The selected employee will be given normal instruction at the commencement of the familiarization period and be fairly and reasonably assessed by the Employer during the familiarization period. If the employee does not successfully complete the familiarization period, or in good faith advises the Employer during the familiarization period that he does not believe he is subsequently changed before an appointment capable of completing the familiarization period, or elects to decline the position has been madejob within the said familiarization period, he will revert to his prior job classification. The familiarization period will not exceed thirty (30) working days. Where the employee elects to decline the job within the said familiarization period, the posting employee will not be withdrawn and a revised posting will be issued. The foregoing does not apply entitled to positions within the Quebec Region. Job postings bid on any other vacancy for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to at least six (6) full months from the date he reverts to his prior job classification held. 14.04 Once an applicant has been named as the successful applicant pursuant to Article 14.02, the successful applicant shall not be entitled to bid on any other vacancy until the successful applicant has worked at least six (6) full months in the job classification, unless the applicant would be successful in posting into a higher hourly paid job classification. 14.05 Any permanent vacancy resulting from the placing of the successful applicant in the job classification so posted will also be posted, but any further resulting vacancy shall be filled by the Employer without posting. 14.06 Employees wishing to change shifts within their job classification may submit a Shift Preference Form at any time to the position becoming vacant and every effort Human Resources Department. These forms will be made kept by seniority and if movement of employees from shift to post shift is required within their job classification, the impending vacancy most senior employee who has completed his Shift Preference Form will be given the first opportunity to move to his desired shift. Should no later seniority employee volunteer for such change of shifts within their classification the junior most employee in the classification will be moved. This shift preference procedure will not be used to circumvent the job posting procedures as indicated above. 14.07 The purpose of this language is not to circumvent the temporary job posting language in this Agreement. The intent of this language is to provide for safe and competent employees in various classifications to supplement the regular workforce. Back-ups will be utilized to cover in the event of vacations, casual absenteeism, lates and Union leaves, otherwise Article 14 shall apply. Back-up employees are trained to fulfill a back-up position in which they have posted. Therefore, back-up employees cannot refuse to perform the duties, when requested. Back-ups will not assume a regular position except through the job posting procedure outlined in Article 14. Employees can only hold one (1) back-up position at a time and must be at the starting time of the shift where the back-up is required. If an employee applies for a back-up position it will not affect his/her right to apply for a full time position if one becomes available. All back-up positions will be filled by the job posting procedure found in Article 14. The Company will perform a one-time canvas , by seniority, regarding employees selecting shift times for back-up positions. Future job postings for back-up positions will contain shift time. Back-ups will not share in any of the overtime with the regular employees in the classification, however, back-ups may be asked to work after all regular employees in the classification have been offered all the overtime work available. When performing in a back-up position, the affected employee will receive their regular rate of pay or the rate of pay for the job they are performing, whichever is greater. Vacation approvals shall be from the home classification. All back-ups will be utilized in line with their seniority and shift start times. Back-ups will be used in the following classifications; Lead hand Shipping Maintenance Helper QA Auditor Material Handler Painter Shipping Direct Labeller Back-ups will be re-familiarized at a frequency of no less than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement dateby mutual agreement, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirementas required. The vacancy will only be filled prior Company may utilize a back-up for up to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment calendar days from the date of 100% entry of hotel room, single occupancy, plus payment of the ina successful candidate to provide coverage while that successful candidate is being trained. Back-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created ups will not be subject used if regular employees from the classification are laid off. If the Company has a requirement for a back-up position on an alternate shift, employees holding a back-up position can be requested to switch shifts. For the posting procedurepurpose of this article any shift change will be on a voluntary basis. In cases where The Company will maintain Back-ups on all production shifts. The Company will post a temporary vacancy is being filled through list of back-up positions that are needed and such positions will be awarded by seniority. A reasonable period of training will be provided by the posting procedure, Company (depending on the Employer may nevertheless fill it without recourse to job). Employees who prove unsatisfactory or employees who decline the procedure while the proce- dure is being carried out. back-up position will forfeit such back-up position for six (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (36) months (but and the next senior employee on the list shall follow this process. The Company will post a current list of Back-up positions including identifying employees that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costshave been trained as such.

Job Postings. (a) When a vacancy occurs or a new position 16.01 It is created, either inside or outside the policy of the Employer to promote from within where possible and reasonable to do so. In such a case permanent vacancies in the bargaining unitunit and vacancies for contract positions which are expected to continue for at least one year will be posted on bulletin boards throughout the Employer's operations. Postings shall contain the job title, current salary range, seniority group, location, and where applicable, a brief description of the duties and responsibilities. In addition, the posting shall indicate those qualifications required by the Employer. The Employer agrees not to refer prospective new employees to a hiring supervisor or department head until all internal applications have been fully processed. 40 The Employer will make every reasonable effort to post such vacancies within ten (10) working days of written notification by the employee leaving the position. In addition, where possible and reasonable to do so, the Employer will provide post new positions as funding becomes available. 16.02 Vacancies shall be posted for a period of eight (8) calendar days and employees bidding on job postings vacancies must make application in writing and this must be received by e-the Human Resources Department no later than the eighth (8th) day. It is understood that such applications may be made via the Employer’s electronic mail and facsimile systems. Such applications shall be deemed to all active have been received the date they are received in the Human Resources Department. 16.03 Vacancies which will not or are not expected to exceed ninety (90) calendar days and inactive employees except where a hard copy is requested vacancies caused by an inactive absence due to illness, accident, leaves of absence (excluding Maternity leave) need not be posted unless agreed to by the parties. Such temporary vacancies may be filled at the discretion of the Employer which include the temporary reassignment of any employee. Such postings Vacancies exceeding ninety (90) calendar days will be posted and the Employer may, at its discretion, post such temporary vacancies as secondment opportunities. Employees seconded to bargaining unit positions on a temporary basis for up to one year shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for retain the job if they so desire. If the location of a posted position is subsequently changed before an appointment right to return to the position has been madeheld immediately prior to the secondment provided that there is no more than one (1) temporary contract position, due to secondment per supervisor. 16.04 It is understood that where a vacancy arises, the posting will be withdrawn and a revised posting will be issued. The foregoing does filling of which shall not apply result in any increase in complement, the Employer may first transfer, without posting, employees to positions within the Quebec Regionsame department, having the same salary level and classification, providing the duties and responsibilities are generally the same. Job postings It is also understood that employees in contract positions who have been employed for the Quebec Region more than one (1) year and new permanent employees hired to fill temporary vacancies, whose term of employment has come to an end, will be posted in the Quebec Region transferred to vacant permanent positions at their former classification and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been receivedsalary level, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably they are qualified and able, without training, to perform. In these circumstances, the vacant positions to which the employees are transferred will not be expected posted. If there are no vacancies to go beyond three (3) months (but that do which these employees could be assigned, such employees will be able to exercise their seniority rights in accordance with the Article on Layoff and Recall. 16.05 The Employer shall first consider bargaining unit applicants for whom a successful bid would result in a promotion or transfer. Where the relative skill, ability and job efficiency of such applications are equal and further provided the employees in question have the qualifications, without training, to perform the duties and responsibilities of such classification, seniority shall apply. 16.06 If the vacancy is not fall under Article 11.01(c) filled on the foregoing basis, the Employer may consider any other applicants and where, in the Employer's opinion, there are no applicants who are qualified, without training, to perform the duties and responsibilities of the collective agreement)job in question, fill such vacancy at its discretion. 16.07 The Employer agrees that where a vacancy within the bargaining unit has been posted and the vacancy is subsequently filled, all applicants will be advised in writing of the name of the successful applicant within seven (7) days of the appointment where possible and reasonable to do so. In any case, the Employer will inform staff advise the Union in writing of the names of the applicants and identify the successful applicant, if any, within seven (7) days of the applicant's appointment to the position. 16.08 The Employer need not consider any applicant to a posting who has, within the region prior six (6) month period, successfully bid on a vacancy. The Employer will not withhold the application of such opportunitiesa candidate based on this provision when an employee has successfully posted into a temporary position and then applies within this timeframe for a permanent vacancy. 16.09 The Employer agrees not to administer this Article arbitrarily, by circulating notice within the offices discriminatorily or in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costsbad faith.

Job Postings. (a) When 17.01 Where a vacancy occurs or is created which the Employer elects to fill, such vacancy shall be posted for ten (10) working days. A copy of the posting shall be provided to the Association President. Where the Employer decides not to fill a new position is created, either inside or outside of vacancy in the bargaining unit, the Employer will provide job postings by e-mail agrees to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be notify the Association in effect writing. 17.02 Where more than one employee from the bargaining unit applies for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been madejob, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort selection will be made to post on the impending vacancy no later than three (3) months prior to the position becoming vacantbasis of their skill, ability, experience and qualifications. Where an employee gives notice these factors are relatively equal among the candidates considered, seniority shall govern the selection of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employeesuccessful applicant. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy 17.03 Where there are no qualified applicants from within the CSU bargaining unit to last longer than twelve (12) monthsunit, the Employer will temporarily may fill the vacancy through from outside the posting procedure. Temporary vacancies in bargaining unit. 17.04 The Employer agrees to replace an employee who is absent on approved leaves which are expected to exceed one term/semester. 17.05 Although the CSU Employer has the sole right to create or to designate a new job class within the bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only it agrees to the following extentfollowing: (i) For The terms of such a class shall be discussed with the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance.Association prior to an appointment; (ii) For If negotiations are in progress, the next thirty (30) daysjob class and allowance(s), payment of 50% of hotel roomif any, single occupancy, plus payment of will be included in the in-town meal allowance.proposal from the Employer; (iii) For If the next thirty (30) daysAgreement has been settled, the Employer shall provide the Association with a living-out allowance of one hundred dollars ($100.00) per week job description for the new job class and the initial salary or allowance, if any, will be reimbursed to agreed upon between the employeeAssociation and the Executive Officer, plus payment of the in- town meal allowance. (iv) Human Resources Services In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty agreement as in 17.05 (60iii) days (i.e. an apartment or a commercial rooming arrangement)above is not reached, the employee matter shall be dealt with at the next round of negotiations. Adjustments, if any, will be reimbursed a proportionate amount of rent or lodging costs for retroactive to the remainder of those sixty (60) days. For example, if date when an employee moves into first occupied the position. 17.06 Where a permanent vacancy is to be filled by an apartment at external applicant, the forty-five (45) day xxxxBoard will invite an APSSP member from the specific discipline to be on the interview panel. However, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created APSSP member will not be subject to make the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outfinal decision. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When In event of a vacancy occurs or a new in an existing position is created, either inside or outside of the bargaining unitanticipated to last more than 28 working days, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings vacancy shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region plant for five (5) calendar days. All job postings shall specify the position, the skills, ability and will qualifications for the position, the team, shift and rate of pay. Employees interested in applying for the vacancy shall apply in writing. For all positions other than Maintenance Apprentice, Maintenance A (Tray and Mould), Lead Hand, Team Leader, Printer Set-Up and Machine Relief, the posting shall be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior awarded to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, senior applicant provided that he/she will be requested is qualified to sign a termination agreement which will then allow perform the Employer to fill required work following the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirementapplicable training period. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee selected applicant fails to qualify or decides not to take up temporary accommodation accept the position, the next most senior applicant will be given the opportunity to qualify for the position without reposting of the position. ➢ For the Printer Set-Up and Machine Relief, the posting shall be awarded to the senior applicant who passes mechanical ability and other than a hotel room within aptitude testing and qualifies to perform the first sixty (60) days (i.e. required work following the applicable training period. ➢ For vacancies for Maintenance Apprentice, Tray Maintenance “A”, Mould Maintenance “A”, Team Leader, special criteria shall be used to select the applicant who will be given an apartment or a commercial rooming arrangement)opportunity to qualify for the position. ➢ The Company will work with the Union in advance to develop the special testing and selection criteria mentioned above prior to posting the above positions. Upon being placed in the vacant position, the employee will be reimbursed a proportionate amount complete the training and evaluation period applicable to the position. During this period of rent or lodging costs time, the Company shall have an opportunity to evaluate the successful applicant’s skill and ability to perform the new position. During the initial seven (7) working days of this period, the successful applicant shall have an opportunity to determine whether he/she wishes to continue in the new position. Where practicable and convenient to the Company, the incumbent for the remainder of those sixty (60) vacant position shall train the successful applicant. The training periods for the job posting process shall be as follows: Dry End 7 working days; Dry Press 14 working days; Wet End 28 working days; Printer Set Up 28 working days; Stock Prep 14 working days; Machine Relief 28 working days; Mould Repair 28 working days; Tray Repair 28 working days. Training progress will be reviewed with the employee on or about the mid point of training and again prior to completion of training. Employee and Union will receive copy of training and evaluation report at each stage. If the successful applicant decides that he/she does not wish to continue in the new position or the Company determines that he/she is not to be retained in the position, the employee shall return to his/her previous position and the vacant position shall be filled in accordance with the procedure detailed above. Employees shall be permitted to post for positions as follows: a) One job posting plant wide per 12 months; and, b) One job posting for a shift change per 12 months; and, c) A job posting for the following classifications: General Labour (receiving), Stock Prep, Mould Maintenance, Tray Maintenance, Shipping, Team Leader, or any newly created positions. For exampleclarification in applying the above, if the following conditions apply: a) Team change on the same shift is considered a job posting; b) The 12-month period referred to above starts when the first posting is accepted; c) Posting restriction applies after the 7-day trial period in the first posting; d) If an applicant withdraws from a position within the 7-day trial period the employee is restricted from applying for the same position regardless of team or shift for a period of 12 months from time of withdrawal. e) If an applicant is disqualified from the position during the training period or any agreed extension of the training period, the employee is restricted from applying for the same position regardless of team or shift for a period of 24 months from time of disqualification. The successful applicant’s previous position shall not be posted until he/she has successfully completed the training and evaluation period. In the interim, the successful applicant’s previous position shall be filled by temporary transfers. If an employee moves into an apartment at is awarded a job posting, successfully completes the forty-five (45evaluation period and then decides to give up their new position within 6 months of being placed in the position, the position will be posted and such employee will be assigned to either: a) day xxxx, 50% of one-half The position which becomes vacant upon the completion of the first month's rent or lodging costs posting procedure provided the employee has the qualifications to perform this position; or b) The bench. Such employee will be reimbursed. And ineligible to apply for any posted vacancy occurring during the subsequent temporary vacancy thus created will not be subject to 12 months following the posting procedure. In cases where a temporary vacancy day his/her job is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outposted. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When 12.01 Where a permanent vacancy occurs in a classification within the bargaining unit or a new position within the bargaining unit is createdestablished by the Employer, either inside or such vacancy shall be posted at all bases by the Employer for a period of seven (7) days, excluding Saturday, Sunday and holidays. Vacancies created by the filling of an initial permanent vacancy within the bargaining unit shall be posted for a period of five (5) consecutive days excluding Saturday, Sunday and holidays. All applications are to be made in writing within the posting period. 12.02 The postings referred to in Article 12.01 shall stipulate the qualifications, classification, rate of pay, and initial base location and a copy shall be provided to the Chief Xxxxxxx. 12.03 Employees shall be selected for positions under Article 12.01 on the basis of their ability, experience and qualifications. Where these factors are relatively equal amongst the employees considered, seniority shall govern providing the successful applicant, if any, is qualified to perform the available work. The name of the successful applicant will be posted on the bulletin board and unsuccessful applicants will be notified 12.04 Where there are no successful applicants from within this bargaining unit for positions referred to in Article 12.01, the Employer shall be entitled to post outside of the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up 12.05 Vacancies which are not expected to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than exceed twelve (12) monthsweeks will not be posted and will be filled from within the bargaining unit whenever possible. Part-time employees selected to fill a vacancy under this Article will continue to maintain their part-time status and upon completion of the assignment the employee will return to his former position. 12.06 The Employer shall have the right to fill any vacancy on an interim basis until the posting procedure herein has been complied with, and arrangements have been made to assign the Employer will temporarily employee selected to fill the vacancy through to the posting procedurejob. Temporary vacancies No grievance may be filed concerning such temporary arrangements. 12.07 The successful applicant will be placed in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is for a trial period not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the exceeding forty-five (45) day xxxxworking days and if the employee proves satisfactory, 50% of one-half then he shall be considered permanently assigned to the vacancy. If the employee proves unsatisfactory during that time, or if the employee feels he is unable to perform the duties of the first month's rent or lodging costs vacancy to which he is posted, the employee will be reimbursedreturned to his former position at his former salary or rate of pay, as will any other employee in the Bargaining Unit who was promoted or transferred by reason of such placing. And the subsequent temporary vacancy thus created will Newly hired employees shall be terminated and such termination shall not be subject to the posting grievance and arbitration procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. 12.08 Successful applicants and newly hired employees will not be permitted to apply for job postings or any subsequent vacancies for a period of six (d6) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unitmonths, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunitiesunless otherwise mutually agreed, by circulating notice within the offices in Union and the region, outlining the details of the assignmentEmployer. Staff will be required This provision shall not apply where an individual has successfully posted from part-time to make their interest in such opportunities known to the appropriate director(s) in writing, full-time and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costsvice versa.

Job Postings. (a) When Where the Employer determines that an individual receiving support requires all male or all female staff, the Employer shall notify the Union of such requirement. (b) With the exception of the Direct Support Professional Co-ordinator position, all job postings shall be awarded to the most senior applicant able to meet the reasonable requirements of the job. All job requirements shall be listed in detail on the job posting. 17.02 The Employer shall make available Job Application Forms on which employees applying for positions must submit their qualifications for consideration for the posted position at the time that the position is posted. (a) Where a permanent or a temporary vacancy occurs arises, which the Employer intends to fill, or a new position job is created, either inside or outside of created within the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect post notice of the position for a minimum period of three eight (3) weeks8) calendar days and such posting shall contain information with respect to the qualifications, in order that they may apply in writing location of initial assignment, general scheduling pattern and rate of pay of the position. The employer shall endeavor to post the above notice no later than the first week of each calendar month. All employees who submit an application for the job if they so desire. If the location of a posted position is subsequently changed before an appointment posting to the position has been madeEmployer’s representative designated on the posting, within the posting period, or who have filed a form in accordance with sub-article 17.02, shall be considered and the successful applicant will be withdrawn and a revised placed in the position as soon as possible but no later than four (4) weeks from the date of the completion of the posting will be issuedperiod. The foregoing does time periods set out in this sub-article may be extended by mutual agreement of the Employer and the Union, such agreement may not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirementsunreasonably withheld. (b) Providing sufficient notice of an impending Employees, when filling in a temporary vacancy has been received, a posting will be issued up shall continue to six (6) months prior to receive all benefits as provided for them in their permanent position under this Agreement. At the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion termination of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending temporary vacancy, on a permanent basis, prior the employee shall be returned to the incumbent’s effective date their former position without loss of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employeeseniority or benefits. (c) When the Employer can reasonably expect a newly-created temporary position or An employee occupying a temporary vacancy within the CSU bargaining unit to last longer for greater than twelve one (121) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve year shall receive all benefits and entitlements (12except LTD) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only applicable to the following extent: (i) For regular position they are occupying for the first thirty (30) days, payment duration of 100% of hotel room, single occupancy, plus payment of the in-town meal allowancetheir temporary assignment. (ii) For the next thirty (30) days, payment 17.04 The successful applicant shall be subject to a trial period of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed up to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days worked. In the case of part-time and substitute employees, the trial period shall be the lesser of two hundred and eighty (i.e. an apartment 280) hours worked or a commercial rooming arrangement)six (6) calendar months. During this period, if the employee’s services are unsatisfactory to the Employer or the employee finds the new position unsatisfactory, and so advises the Employer, the employee shall be returned to their former position and salary rate without loss of seniority or posting rights. Any other employees who have been promoted or transferred because of the rearrangement of positions shall also be returned to their former positions and salary rates without loss of seniority or posting rights. If the successful applicant satisfactorily completes the aforesaid trial period, the Employer will confirm such employee in the new position upon the expiry of the aforesaid trial period. 17.05 The successful applicant for a permanent job posting shall not be eligible to apply for any further job posting which is posted during the six (6) month period immediately following the date upon which the employee accepts the position, unless the job posting is for a position in a higher rated classification or a job of at least five percent (5%) increase in the normal scheduled hours of work. 17.06 If there are no applicants or no successful applicants for a posted position, the Employer shall be entitled to fill the position in such manner as it sees fit. The Employer may also fill a position in such manner as it sees fit while observing the posting procedure contained in this Article. Where an employee has been scheduled to work in the position being posted, those scheduled hours will not be assigned to the successful applicant. When there are no applicants or no successful applicants the employer may choose to send the posting out internally by e-mail. In such cases the original posting number will be reimbursed a proportionate amount of rent or lodging costs for quoted in the remainder of those sixty (60) days. For example, if an employee moves into an apartment at e-mail. 17.07 The vacancy left by the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not successful applicant shall also be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedureprocedure set forth in this Agreement, the Employer may nevertheless fill it without recourse and all subsequent vacancies resulting therefrom. 17.08 Copies of all Job Postings shall be forwarded to the procedure while Secretary of the proce- dure is being carried outLocal Union immediately upon notification of the successful applicant, and the President shall be advised of the names of the successful and unsuccessful applicants. (da) When opportunities Temporary job postings shall show the expected number of consecutive weeks that the employee will be working for the duration of the vacancy. (b) School Board positions shall be considered temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably positions. Such positions shall be expected to go beyond three no more than ten (310) months in duration. Employees may request placement on the call-in list at all locations where they have been orientated. Such requests will not be unreasonably denied. 17.10 All newly hired employees shall receive not less than eight (but that do 8) hours of orientation with pay. No employee shall be regularly scheduled to work until orientation has been completed. Employees assigned to work in a location in which they have not fall under Article 11.01(cbeen previously employed shall receive two (2) hours of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required orientation with pay prior to make their interest in such opportunities known being scheduled to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costswork.

Job Postings. (a) When Where a vacancy occurs or a new position is created, either inside or outside of occurs in a classification in the bargaining unit, such vacancy shall be posted for a period of seven (7) consecutive calendar days. Nurses may make a written application for the vacancy during the posted period. The name of the successful applicant shall be posted and a copy of the posting shall be provided to the local Association. A vacancy shall be announced by the employer via the voice mail system as well as being posted on the appropriate notice board. Nurses are hired to work anywhere within the geographic area serviced by the Site. Notwithstanding this, the Employer will provide make every effort to assign nurses to work in the primary area to which they were assigned at the time of hire. A nurse may make a written request to change her primary area within the Site. Requests to change a primary area will be maintained by the Employer for a calendar year (a calendar year = January 1st to December 31st). Any such request shall be considered as an application for any job postings by e-mail to all active and inactive employees except where a hard copy is in the requested by an inactive employeearea. Such postings shall be in effect for a minimum of three (3) weeks, in order The nurse will verify that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position her application has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirementsreceived. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow When the Employer realigns existing geographic boundaries, affecting the primary areas of nurses, nurses who are required to fill change their primary area may accept assignment to another primary area or bump the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employeemost junior nurse within another primary area. (c) When Nurses shall be selected for positions under 10.05 (a) on the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within basis of skill, ability, experience and qualifications. Where these factors are equal amongst the CSU bargaining unit to last longer than twelve (12) monthsnurses concerned, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outseniority shall govern. (d) When opportunities for If realignment of core staffing within a primary area is required, transfer out of an area will be done by area seniority. Nurses displaced from their primary area may bump the most junior nurse within another primary area: i) immediately if the realignment is due to loss of business; or ii) after two (2) pay periods or more if realignment is due to fluctuating visit volumes. (e) Any nurse filling a temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected assignment will return to go beyond three her previous primary area and caseload if it exists. (3f) months (but that do not fall under Article 11.01(c) Notwithstanding any provision of the collective this agreement), the Employer may fill a temporary vacancy which is not expected to exceed sixty (60) calendar days without posting. Visiting nurses can be assigned to do shift nurse work on a temporary basis to fill temporary vacancies in shift nursing. They will inform staff within continue to be paid at the region of such opportunities, by circulating notice within visiting nurse rate during the offices in the region, outlining the details of the temporary assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) Every three months the Company will post for five (5) working days those jobs for which it expects openings to occur, other than on a temporary basis, during the three month period. Employees may submit requests on a Company supplied form to fill expected openings during the particular three month period. When openings occur, and after the provisions outlined in 13.2(a) above have been exhausted, employees with seniority who have submitted a request for the particular job will be given consideration. Employees will be selected in accordance with the principle of seniority as defined in Section 13.1. If a vacancy occurs or a new position is created, either inside or outside of the bargaining unitwhich was not posted as outlined above, the Employer Company will provide job postings by specially post the opening for five (5) working days and will select a candidate in accordance with the provisions of this section from among those employees who bid for the special posting. The Company will e-mail the names of the successful candidates to all active bargaining unit employees. The Company will forward to the Union a copy of all job postings, a list of all applicants and inactive qualified applicants as soon as available and a list of successful applicants following notification to these employees. The Company will forward to the employee a receipt at the time of application, a letter of notification to the employee regarding whether or not he or she was successful and, upon request, notification of whether or not he or she passed any required tests. Nothing in this provision, however, will prevent the Company from offering either employees except where involved in a hard copy is requested by an inactive employeesurplus a lateral or downgrade reclassification in lieu of layoff or employees returning to the bargaining unit to a job classification previously held prior to posting. Such postings shall be in effect The Company may, at times, determine a need for a minimum term job assignment. The Company may post a term job following the same procedure as listed above but the vesting provisions outlined in section 13.3(c) will not apply in these circumstances. Term assignments will not extend beyond six (6) months of three (3) weeksthe date of appointment. The term may be ended by the Company prior to the posted end date. Upon completion of the term assignment the employee will be returned to the classification from which they left, in order that they provided their seniority permits. If a permanent job posting becomes available during the term assignment, the employee may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting in accordance with 13.3 (a). Any time spent on a term assignment will not be used towards experience on future job postings. Employees will be withdrawn and a revised posting compensated for term assignments in accordance with 6.1 (b). This provision will be issued. The foregoing does not apply to positions within prevent the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify Company from utilizing temporary assignments as to language requirementsper section 13.8. (b) Providing sufficient notice An employee having bid for and been accepted shall not be eligible to be considered for a further job posting, for a period of an impending vacancy has sixty (60) calendar days. An employee having been received, newly hired shall not be eligible to be considered for a job posting will be issued up to for a period of six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to from the date of retirement where the termination agreement has been signed by the employeehire. (c) When the Employer can reasonably expect Upon reclassification to a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that different job classification the employee decides to take up temporary accommodation other than a hotel room within the first will retain seniority for sixty (60) calendar days (i.e. an apartment or a commercial rooming arrangement), in the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those job classification from which he was reclassified. After sixty (60) calendar days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first monthemployee's rent or lodging costs seniority will be reimbursedvested on the new job classification to which he has been moved under successful application for the posted job. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff Employees will be required to make their interest in such opportunities known to given the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation normal familiarization with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costsjob.

Job Postings. (a) When In the event new jobs are created or vacancies occur in existing job classifications including new positions which are created for a vacancy occurs specific term or task (unless the Employer notifies the Union in writing that it intends to postpone or not fill a new position is created, either inside or outside of the bargaining unitvacancy), the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect post such new job(s) or vacancies for a minimum period of three seven (37) weekscalendar days and shall stipulate the qualifications, classification, rate of pay, department, approximate start date (if known), and initial assignment (shift and floor), before new Employees are hired, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply allow Employees with seniority to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirementsapply. (b) Providing sufficient notice of The Employer shall first consider all applications received from Bargaining Unit Employees. In determining whether an impending vacancy has been receivedapplicant is qualified to perform the job, a posting will the Employer shall consider the applicant's skill and ability. If skill and ability are relatively equal among the applicants, seniority shall then be issued up to six (6) months prior to the governing factor. Where there is no applicant or successful applicant for the posted position, the position becoming vacant and every effort will may be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire filled at the completion discretion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employeeEmployer. (c) When the The Employer can reasonably expect is free to fill a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through as it sees fit during the posting procedureperiod, and up to the time an appointment is made and no grievance may be filed concerning such temporary arrangements. Temporary vacancies in the CSU bargaining unitFurther, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said if a vacancy is temporarily filled by an existing employee through posted during the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedureprime time vacation period, the Employer may nevertheless fill the vacancy as it without recourse sees fit, based upon staffing and scheduling needs, for a period of up to four (4) weeks following the procedure while appointment of the proce- dure is being carried outsuccessful candidate and no grievance may be filed concerning such temporary arrangements. (d) When opportunities The successful applicant for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably posted position shall be expected to go beyond on a trial period for three (3) months (but months, during which time either the Employer or the Employee may request that do not fall under Article 11.01(c) the Employee return to his or her original position. The parties acknowledge that the Employee’s return to his or her original position will be implemented based upon staffing and operational requirements within a reasonable period of time. The Parties also acknowledge that if the date of the collective agreement)appointment occurs during the prime time vacation period, there may be a delay in returning the Employee to his or her original position up to the remainder of the trial period. (e) If a full-time Employee is off work for six (6) weeks or more for any absence, the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff full-time job will be required posted on a temporary basis. Temporary job postings shall be open to make their interest both full and part-time Employees. If a part-time Employee works in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.a temporary full-time position for twelve

Job Postings. (a) 11.1 When a vacancy occurs occurs, or a new position is created, either created inside or outside of the bargaining unitBargaining Unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect post notice of the position on the University website for a minimum period of three at least one (31) weeksweek. When a vacancy is declared within the Bar- gaining Unit by the Employer, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn open to competition within fifteen (15) working days of such declaration. 11.2 Such notice shall contain the following information: nature of the position, qualifications, required knowledge and a revised posting will be issued. The foregoing does not apply education skills, shift, hours of work, wage or salary rate or range. 11.3 Temporary vacancies due to positions within the Quebec Region. Job postings for the Quebec Region will be posted illness, Workers’ Compensation or approved leave of absence in the Quebec Region and will be sent Service Worker classification which are not expected to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to ex- ceed six (6) months prior to the position becoming vacant and every effort will may be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire filled at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbentUniversity’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedurediscretion. Temporary vacancies in the CSU bargaining unit, Service Worker classification which the Employer can reasonably expect to last longer than twelve exceed six (126) months shall be posted in accordance with Article 11. 1. Such temporary employees shall receive salary in accordance with Appendix “A” Service Worker classifica- tion, Article 18.8 (a) and (b) - Overtime, and the benefits of the Employment Standards Act. 11.4 Employees, who are laid off, or who have been given notice of layoff due to sick leave redundancy or other authorized leave of absencedownsizing, will also be filled temporarily through recalled, or given preference in transfer, re- assignment, or appointment to a vacant position within the posting procedure. In bargaining unit for a period of fifteen (15) months after notice of redundancy or layoff has been given, in accordance with the event following: a) The vacant position shall be posted in the said vacancy is temporarily filled by an existing employee through regular manner. b) If, among the posting procedureapplicants, there are those who within the Employer is not responsible for said employee's moving costs previous year have held a position declared redundant, such applicants shall be con- sidered first, and is responsible for his/her accommodation costs only the position offered to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowancemost senior applicant judged to be qualified. (iic) For Should the most senior applicant judged to be qualified refuse the offer, then the offer will be made to the next thirty (30) daysmost senior applicant judged to be qualified, payment and so on until the list of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room those applicants judged qualified from those who have had their position declared redundant within the first sixty previous eighteen (6018) days months has been exhausted. If no qualified em- ployees are applicants for the position, and if an employee who had his or her position declared redundant within the previous year, is thought able, by the Human Resources Department in consultation within the Department or unit involved, to acquire the qualifications within a rea- sonable period of time (i.e. an apartment or a commercial rooming arrangementat most six (6) months), the that employee will be reimbursed given a proportionate amount trial period in the position before external applications are sought. 11.5 Union and Employee Notification - Within seven (7) calendar days of rent or lodging costs for the remainder date of those sixty (60) daysappointment to a vacant position, the name of the successful applicant shall be posted in a prominent place. For exampleThe Union shall be notified of all appointments, if hiring, lay-offs, transfers, recalls and terminations of employment. Where an employee moves into is an apartment unsuccessful applicant for a job vacancy or a new position within the Bargaining Unit, that employee shall be notified at the forty-five (45) day xxxx, 50% of one-half of same time as the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outsuccessful candidate. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When Vacancies are defined as those teaching positions within the Bargaining Unit which may become available due to attrition, growth, transfer or newly created positions. Newly created positions include but are not limited to new or expanding programs. b) All vacant or newly created teaching positions as of June 1st will be posted at each school and on the Board website for a period of five working days for the consideration of Bargaining Unit members currently employed by the Board. Qualified Bargaining Unit members shall be considered prior to the placement of external hires. c) All vacant or newly created positions that occur between the beginning of the school year and June 1 will be posted at each school and the Board website for a period of five working days for the consideration of Bargaining Unit Members currently employed by the Board. It is understood that a vacancy occurs or a new position is created, either inside or outside created by the placement of the bargaining unitsuccessful applicant to the initial vacancy need not be posted internally. d) All Teachers who have completed their probationary period may apply for the position. Among the criteria for considering qualified Bargaining Unit Members, the Employer Board will provide job postings by consider: i) Teacher Qualifications (OCT) ii) Seniority as per Article 8 iii) Years qualified in the area/subject/division posted (OCT) e-mail ) Prior to all active and inactive employees except where any new hires, teachers laid off as a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum result of three (3) weeksthe redundancy provisions, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been madeseniority, the posting and after internal transfers, will be withdrawn and a revised posting will be issued. The foregoing does not apply to offered any full-time or part-time vacant teaching positions within the Quebec Region. Job postings for jurisdiction of the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirementsBoard. (bf) Providing sufficient notice In considering appointments to full-time teaching positions, the Board shall give primary consideration to qualified part-time Bargaining Unit members employed by the Board. g) If positions of an impending vacancy responsibility provided for under this Agreement become vacant or are newly created and the Board has been received, not temporarily appointed a posting will be issued up to six (6) months prior to member of the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer Unit to fill the impending vacancyposition, on a permanent basis, prior to the incumbent’s effective date Board will post the position at each school for the consideration of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed Bargaining Unit members currently employed by the employeeBoard before advertising the position externally. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. ‌ (a) When a vacancy occurs or a new position is created, or an existing part time position increases to six (6) hours or more per day, or where a term position increases to a regular position, either inside or outside of the bargaining unit, the Employer will provide job postings by e-mail to Board shall notify the Union in writing, post notice of the position in all active district sites and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect on the Board website for a minimum of three ten (310) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirementscalendar days. (b) Providing sufficient notice When no internal application for a position has the required qualifications, at its discretion, the Employer may elect to repost the position internally. If the Employer chooses to repost, the posting shall state that the Employer will consider applications where the senior employee has a combination of an impending vacancy has been receivededucation and experience and is willing to complete any required course work, a posting and the Union will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employeenotified. (c) When school is not in session during summer, spring and winter breaks, copies of postings will be sent to the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies Union and be posted in the CSU bargaining unit, which School District office. Listings of postings shall be available on the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outBoard’s website. (d) When opportunities It is agreed between the parties that, should the necessity arise, the vacancy or new position may be filled on a temporary basis for a period not exceeding twenty (20) working days while filling the vacancy; however, due to unusual circumstances, this period may be extended by mutual consent. (e) All temporary assignments and/or temporary vacancies arise positions in excess of thirty (30) working days shall be posted in accordance with this article. Such positions may be filled by either a temporary, part- time or regular employee. At the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) end of the collective agreement)term of such posting, the Employer will inform staff within part-time or regular employee shall return to their previous position without loss of seniority or benefits. (f) All pay rates and hours of work pertaining to promotions and transfers shall become effective the region date of such opportunities, by circulating notice within appointment to the offices in the region, outlining the details of the assignmentposition. Staff The start date will be required to make their interest in such opportunities known subject to the appropriate director(straining, orientation and any other needs as required by the employer. Reductions in hours and/or rate of pay will be effective the date the incumbent assumes their new position. (g) In the event the Board withdraws a posting, the Union shall be advised, in writing, and any resulting reassignment will be determined in consultation with of the Department of Organizing and Regional Services and/or other national department affectedreasons for withdrawal. Reassignments will be made taking into consideration seniority, qualifications, and costsThe reasons for withdrawal are subject to the grievance procedure.

Job Postings. (a) 16.01 When a vacancy of a continuous nature occurs in any classifications in the bargaining unit, the Employer shall send out an electronic copy of the posting to all members of the bargaining unit on the Board’s APSSP e-mail group and a copy of the posting shall be forwarded electronically to the Secretary of the Association. The posting shall be posted for a period of seven (7) consecutive working days. In this article, a vacancy shall mean those of a continuing nature which may arise through retirement, resignation, termination or the establishment of a new position within the bargaining unit. Where the Employer decides not to fill a vacancy in the bargaining unit, the Employer agrees to notify the Association, in writing, of this decision with the reasons for the decision. 16.02 Applications from employees who wish to be considered for the vacancy must be submitted in writing or electronically to the Board within the said posting period of seven (7) consecutive working days. 16.03 Present employees who apply for a job posting shall be given consideration before a new employee is createdhired. In the event there are no bargaining unit members who hold the qualifications for the opening, either inside the Board may consider internal and external applicants concurrently. In filling job vacancies, the Board will first consider the candidates qualifications to meet the requirements of the position as outlined on the posting and then it will consider the following factors: i) seniority; ii) efficiency, skill and ability to do the normal requirements of the job(s); and where all factors except seniority are relatively equal, then seniority shall be the deciding factor. 16.04 An employee who successfully applies for a posted position shall be placed on a trial period of thirty (30) working days. Should it be determined that the employee is not able to perform the work to the satisfaction of the Employer, or outside should the employee find he/she is not willing to perform, this employee may be returned to his/her previous position and rate of pay. 16.05 In the event that a job posting arises during the summer months the Employer may fill such a posting with a temporary employee and post the position at the beginning of the next school year. If the Employer decides to fill the vacancy permanently during the summer months, the Board shall notify, by mail, all employees in the Association concerned. 16.06 In the event the Board assumes programmes, previously funded by other sources with positions appropriate to the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirementspost any resultant vacant positions. (b) Providing sufficient notice 16.07 In the filling of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) monthsvacancies, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unitwhere practical, which the Employer can reasonably expect shall give consideration to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by existing employees who have expressed an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costsworking within that job classification.

Job Postings. 14.01 In the event new jobs are created or vacancies occur in existing job classification (a) When unless the Employer notifies the Union in writing that it intends to postpone or not fill a vacancy occurs or a new position is created, either inside or outside of the bargaining unitvacancy), the Employer will provide post all new jobs and/or vacancies within seven (7) calendar days of the date the Employer determines a vacancy exists, for a period of seven (7) calendar days and shall stipulate the qualifications, classification, rate and department concerned before new employees are hired in order that all employees with seniority may apply. A copy of the job postings posting will be provided to the Union. 14.02 The Employer may simultaneously advertise such vacancies outside the Bargaining Unit but shall not fill such position from outside the Bargaining Unit until closure of the posting period and in the absence of qualified applicants from within the Bargaining Unit. 14.03 Any employee interested in a full time position, including those that already have a full time position, should apply for posted full time vacancies. The successful candidates will be selected, wherever possible, from among the entire pool of applicants for all resulting full time vacancies. To the extent that a part time vacancy is created, it will then be posted and interested persons should all apply. . This principle will be highlighted on each posting. All applications received will be considered within seven (7) days at the end of the posting procedure. 14.04 When a position is filled by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings means of the job posting procedure, the name of the successful applicant shall be in effect posted on the Union bulletin board for a minimum of three (3) weeks, days. 14.05 A temporary vacancy is one in order that they may apply in writing for which an employee who regularly holds the job if they so desire. If the location of a posted position is subsequently changed before an appointment absent in excess of eight calendar weeks and is expected to the position has been made, the posting will return to work. Full-time temporary vacancies shall be withdrawn and a revised posting will be issued. The foregoing does not apply required to positions within the Quebec Region. Job postings for the Quebec Region will be posted in accordance with the Quebec Region and provision of this article. Part-time temporary vacancies are not required to be posted, but will be sent filled with part-time employees in the classification who shall be given the opportunity of assuming the temporary position in accordance with their seniority. Any shifts remaining vacant after the positions have been offered to other part-time employees who may qualify as in the classification shall be offered to language requirementspart-time employees on the basis of seniority. (b) Providing sufficient notice of an impending vacancy has been received14.06 The successful applicant, a posting if chosen from the Bargaining Unit, will be issued placed in the vacancy for a trial period of up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half working days and if the employee proves satisfactory shall then be considered permanent to the vacancy. If the employee proves unsatisfactory during that time or if the employee feels they are unable to perform the duties of the first month's rent or lodging costs vacancy to which posted, the employee will be reimbursedreturned to her former position at her former wage rate. And the subsequent temporary vacancy thus created will not be subject An employee who is successful in moving to the posting procedure. In cases where a temporary vacancy is being filled through may not apply for another temporary vacancy until the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) last two weeks of the collective agreement)term for which she was hired. If an employee moves from a full-time position to a part-time position, the Employer will inform staff within not pay out vacation pay until the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and coststrial period is completed.

Job Postings. All job vacancies, including promotions, transfers and new positions shall be posted within five (a5) When a working days from such date the vacancy occurs occurred or a such date the new position will be required or production start is createdexpected. Furthermore, either inside any new or outside of altered jobs that arise will be referred to the bargaining unitShop Committee, which will include a Union Officer, to determine the Employer will provide job postings by e-mail to all active classification and inactive employees except where a hard copy is requested by an inactive employeewage rate. Such postings shall be in effect made for 5 consecutive working days on the bulletin board. The posting shall set out a minimum job description, necessary qualifications required by the job, classification and wage rate. Postings shall be awarded within 10 working days of three (3) weeks, in order that they may the original posting date and senior employees who apply in writing will be given 1st opportunity for the job if they so desireposition, taking their necessary skills, qualifications and experience into consideration. If the location of a posted position is subsequently changed before an appointment Promotion to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region lead hand will be posted in the Quebec Region usual manner, taking into account seniority and ability to perform the work required. Upon awarding of the posting, the successful applicant will be sent on a probationary period for two calendar months, in order to other employees who may qualify assess the applicant’s ability as lead hand. Should the applicant be unable to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior adapt to the position becoming vacant and every effort skills required for a lead hand the applicant will be made return to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion previous position. Any temporary position that becomes available as a result of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will classified employee being absent for more than 5 working days shall be requested to sign a termination agreement posted for 48 hours at which will then allow time the Employer to fill the impending vacancy, on a permanent basis, prior position shall be temporarily awarded to the incumbent’s effective date of retirementmost senior and qualified applicant. The vacancy will only be filled prior to or vacancies that arise other than the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a original temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the will not be posted. The Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedureconsider senior employees who indicate a preference for temporary job vacancies. In the event of a temporary vacancy that has been previously posted and awarded such position would not be re-posted unless the said vacancy Employee is temporarily filled by an existing employee through not interested in filling the posting procedureposition. Upon the return of the classified employee, the Employer is not responsible for said employee's moving costs and is responsible for temporarily assigned employee(s) will return to his/her accommodation costs only their previous position(s). The word necessary applies to all of: skills, qualifications and ability. When a posting is awarded, the following extent: (i) For employee awarded the first position will start within thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment days of the in-town meal allowanceaward providing that all other resulting postings have been filled. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When Vacancies are defined as those teaching positions within the Bargaining Unit which may become available due to attrition, growth, transfer or newly created positions. Newly created positions include but are not limited to new or expanding programs. b) All vacant or newly created teaching positions as of June 1st will be posted at each school and on the Board website for a period of five working days for the consideration of Bargaining Unit members currently employed by the Board. Qualified Bargaining Unit members shall be given primary consideration prior to the placement of external hires. c) All vacant or newly created positions that occur between the beginning of the school year and June 1 will be posted at each school and the Board website for a period of five (5) working days for the consideration of Bargaining Unit Members currently employed by the Board. It is understood that a vacancy occurs or a new position is created, either inside or outside created by the placement of the bargaining unitsuccessful applicant to the initial vacancy need not be posted internally. d) Positions posted will be the actual position filled by the successful candidate. Exceptions may occur by mutual consent of the Board and the Unit. e) All Teachers who have completed their probationary period may apply for the position. Among the criteria for considering qualified Bargaining Unit Members, the Employer Board will provide job postings by e-mail consider: i) Teacher Qualifications (OCT) ii) Seniority as per Article 8 iii) Years qualified in the area/subject/division posted (OCT) f) Prior to all active and inactive employees except where any new hires, teachers laid off as a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum result of three (3) weeksthe redundancy provisions, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been madeseniority, the posting and after internal transfers, will be withdrawn and a revised posting will be issued. The foregoing does not apply to offered any full-time or part- time vacant teaching positions within the Quebec Region. Job postings for jurisdiction of the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirementsBoard. (bg) Providing sufficient notice In considering appointments to full-time teaching positions, the Board shall give primary consideration to qualified part-time Bargaining Unit members employed by the Board. h) If positions of an impending vacancy responsibility provided for under this Agreement become vacant or are newly created and the Board has been received, not temporarily appointed a posting will be issued up to six (6) months prior to member of the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer Unit to fill the impending vacancyposition, on a permanent basis, prior to the incumbent’s effective date Board will post the position at each school for the consideration of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed Bargaining Unit members currently employed by the employeeBoard before advertising the position externally. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When A job posting for a vacancy occurs or a new permanent position is created, either inside or outside shall contain the classification of the bargaining unitposition as well as the salary range, and such other information as may be appropriate. A copy of the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings posting shall be forwarded to an officer of the Local as designated in effect for writing from time to time by the Local, it being understood that such officer shall initial receipt thereof and return a minimum copy to the Human Resources Department. (b) Where the Hospital decides it is necessary to fill a temporary vacancy of three (3) weeksmonths or more in duration, it will be posted. (c) A temporary position shall not exceed twelve (12) months in order duration, unless the vacancy arises as a result of the replacement of an employee who may return to that they position. The parties may apply in writing for extend the job if they so desire. If the location duration of a posted temporary position is subsequently changed before an appointment to the position has been made, the posting by mutual agreement. (d) The Employer will be withdrawn and establish a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted system in the Quebec Region and will be sent Human Resources Department in which employees can indicate a desire to other employees who move to another department or unit in which a casual vacancy arises. (a) The Hospital may qualify as to language requirementstemporarily fill any vacancy while observing the procedure herein set forth. (b) Providing sufficient notice of an impending vacancy has been received, a posting All qualifications for job postings will be issued reasonable and if increased the Union will be notified. 13.03 The successful applicant from within the bargaining unit shall be placed on a trial period for a period of up to six ten (610) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedurenormal tours worked. In the event the said vacancy successful applicant proves unsatisfactory in the position in the Hospital's opinion, which shall not be unreasonably exercised, during the trial period, or if the employee is temporarily filled by an existing unable to perform the duties of the new classification in the Hospital's opinion, which shall not be unreasonably exercised, or if the employee through finds the posting procedure, the Employer job is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of 's satisfaction during the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement)said trial period, the employee shall be returned to the employee's previous position without loss of seniority. Similarly, any other employee displaced because of such action will be reimbursed a proportionate amount returned to the employee's previous position without loss of rent or lodging costs for the remainder of those sixty (60) days. For exampleseniority, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created and such will not be subject to the posting proceduregrievance or arbitration procedures. In cases where Employees will be permitted to apply for any number of vacancies, for which they qualify. However, when an applicant has been successful in her application for a temporary vacancy is being filled through and has completed the posting proceduresaid trial period, the Employer may nevertheless fill it without recourse to employee's application for any future vacancies will only be considered after a period of nine (9) months has elapsed since the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise employee was placed in the bargaining unit, which can reasonably be expected to go beyond three aforementioned vacancy. This would not preclude an employee's application from being considered for a permanent vacancy during the nine (39) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costsmonths.

Job Postings. (a) When a vacancy occurs or a new position is created, either inside or outside of created within the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employeeshall post notice of the new position. Such postings The posting shall be in effect placed on the Campus Personnel Notice Board for a minimum of three one (31) weeksweek, and in order College publications where appropriate and timely, so that they may apply in writing for all members will know about the new position. A copy of the job if they so desire. If the location of a posted position is subsequently changed before an appointment posting shall be forwarded to the Union, and to each xxxxxxx in the bargaining unit. Should the new position has been madebe a temporary one, the posting shall clearly state that should any other regular employee be selected to fill the position it will be withdrawn and on a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirementssubstitution pay basis. (b) Providing sufficient notice When a vacancy occurs which the Employer intends to fill, it shall be posted as outlined in (a) above, except in the cases of an impending vacancy has been receivedtemporary vacancies which shall be filled as follows: (1) Regular employees in the same department and/or work area shall be given the first consideration in filling the position in a substitution pay situation, a posting will be issued up to six (6) months prior without posting, pursuant to the position becoming vacant and every effort will criteria for substitution established under Article 19.6. (2) If the temporary vacancy is not filled by a regular employee in the same department and/or work area it shall be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an posted, clearly stating that should any other regular employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer selected to fill the impending vacancyposition, it will be on a permanent substitution pay basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is new positions not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first exceeding thirty (30) dayscalendar days may be filled by an on-call employee without posting, payment provided that the provisions of 100% (b)(1) above have been fully exhausted. Extension of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next this thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment day period must receive prior approval of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outUnion in writing. (d) It is understood that regular employees who have passed their initial probation (trial) period and who are successful in applying to full-time or part-time temporary positions that represent a promotion or lateral move will have their former position protected. (e) When opportunities for temporary assignments and/or temporary vacancies arise in a new job classification is created within the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) the Employer shall consult with the Union regarding the placement of the collective agreement)job classification on the salary scale in Appendix A. (f) It is understood that the provisions of Article 14.9 and 14.11, Recall Rights and Procedures, shall take precedence over the terms of this Article.‌ (g) In the case of a selection where there is no candidate with the minimum required knowledge, abilities and skills, the Employer College has the sole discretion to offer the position to the most qualified candidate at a pay level two (2) steps below the pay level assigned to the position. A selection implemented under this clause will inform staff within not result in a reduction in salary to the region of such opportunities, by circulating notice within employee. This offer will be contingent on the offices in the region, outlining the details Union being advised of the assignment. Staff will be required to make their interest name of the candidate, the selection in such opportunities known to the appropriate director(s) in writingquestion, pay level, and any resulting reassignment the assigned period of time the candidate has to acquire the minimum skills for the position. The assigned period of time the candidate has been given to acquire the minimum skills will not be determined in consultation with the Department of Organizing and Regional Services and/or other national department affectedextended. Reassignments will be made taking into consideration seniority, qualifications, and costsThis clause shall not apply to external candidates.

Job Postings. (a) When a vacancy occurs position within the bargaining unit becomes vacant and a replacement is required, or when a new position is created, either inside or outside of the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted such position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in for period of five (5) days on all bulletin boards concurrently with the Quebec Region and will external advertisement for the position. A copy of the job posting shall be sent forwarded to other employees who may qualify as to language requirementsthe Union by facsimile upon issue. (b) Providing sufficient notice The Employer agrees that in the event a vacancy occurs that other Employees within the bargaining unit may be cross-trained to fulfill that vacancy at the discretion of an impending vacancy Management. An Employee who is cross- trained in another position shall not retain seniority in that position unless it becomes their primary position. 12.02 Employees who are interested in the vacant position shall apply in writing to the Human Resources Manager. Each applicant who has been receivedthe necessary skills, a posting abilities and qualifications to do the job, shall be interviewed and given consideration for the position. The position shall be filled by the candidate who has the best skills, abilities and qualifications to perform the work required, and where such skills, abilities and qualifications are equal, the position will be issued up to six (6) months prior to filled on the basis of departmental seniority. 12.03 The successful applicant for the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of shall have a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxxprobationary period in the new job. If the Employee wishes to return to her or his original position she or he shall have the right to do so within that period without loss of seniority or service. If the Employer reasonably and fairly determines that the Employee is not suitable for the position within that period she or he shall be returned to her or his original position without loss of seniority or service. 12.04 Any reference to days in this Article shall mean calendar days. 12.05 Nothing in this Article 12 shall obligate the Employer to fill any vacant position at the time the vacancy occurs, 50% of one-half of the first month's rent or lodging costs will be reimbursedat all. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedureFurther, the Employer may nevertheless shall not be obligated to fill it without recourse to the procedure while the proce- dure a newly created position unless there is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise an applicant who, in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) sole discretion of the collective agreement)Employer, the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.is suitable for the

Job Postings. (a) When a vacancy occurs which the Employer intends to fill or where the Employer creates a new position is created, either inside or outside of the bargaining unitunit position, the Employer will provide job postings by e-mail to all active and inactive employees except where shall, within twenty (20) working days, post notice of the position for a hard copy is requested by an inactive employeeperiod of ten (10) consecutive calendar days. Such postings Successful applicants from within the bargaining unit shall be in effect appointed within four (4) weeks after the closing date for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirementsapplications. (b) Providing sufficient notice of an impending Where there is a delay in the decision to post a vacancy has been received, or a decision is made to withdraw a posting will be issued up or to six (6) months prior to not fill the vacancy, the Employer shall notify the Union and provide reasons. The Employer may determine that the position becoming vacant and every effort will not be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employeefilled. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit The notice and posting referred to last longer than twelve (12in Article 6.01(a) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to shall contain the following extent: (i) For the first thirty (30) daysinformation: closing date, payment of 100% of hotel room, single occupancy, plus payment term of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For exampleposition, if an employee moves into an apartment at any, job title, job classification, major duties, required qualifications as established by the forty-five (45) day xxxxEmployer, 50% required knowledge and experience, education and skills, hours of one-half work, designated hours per pay period, hourly or salary rate of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where pay, confirmation that it is a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outUnion position and work location. (d) When opportunities for temporary assignments and/or temporary vacancies arise in Vacancies shall be posted via e-mail to the entire bargaining unit. A copy will be sent electronically to the Union office. (e) The Employer may advertise a vacancy externally at the same time as the vacancy is posted within the bargaining unit. (f) Employees who wish to make application for a posted position shall ensure that the application is delivered to the Human Resources Department, which can reasonably be expected or someone designated by that office, as set out in the job posting, prior to go beyond three (3) months (but that do not fall under Article 11.01(c) the closing of the collective agreement)posting. For internal/external postings that state that internal applicants should self-identify, an employee will clearly xxxx her application as “Internal Applicant”. (g) Due consideration shall be given to any employee who is absent from work for the entire posting period but who submits her application before interviews are held. (h) Where a job interview with the Employer is scheduled during an employee=s working hours, the Employer will inform staff within employee shall be granted time off without loss of pay or benefits to travel to and attend the region of such opportunitiesinterview. However, by circulating notice within the offices in the region, outlining the details of the assignment. Staff no regular pay or overtime will be required to make their interest paid for any time spent in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costsinterviews outside working hours.

Job Postings. (a) When a vacancy occurs or a new position 16.01 It is created, either inside or outside the policy of the Employer to promote from within where possible and reasonable to do so. In such a case permanent vacancies in the bargaining unitunit and vacancies for contract positions which are expected to continue for at least one year will be posted on bulletin boards throughout the Employer's operations. Postings shall contain the job title, current salary range, seniority group, location, and where applicable, a brief description of the duties and responsibilities. In addition, the posting shall indicate those qualifications required by the Employer. The Employer agrees not to refer prospective new employees to a hiring supervisor or department head until all internal applications have been fully processed. The Employer will make every reasonable effort to post such vacancies within ten (10) working days of written notification by the employee leaving the position. In addition, where possible and reasonable to do so, the Employer will provide post new positions as funding becomes available. 16.02 Vacancies shall be posted for a period of eight (8) calendar days and employees bidding on job postings vacancies must make application in writing and this must be received by e-the Human Resources Department no later than the eighth (8th) day. It is understood that such applications may be made via the Employer’s electronic mail and facsimile systems. Such applications shall be deemed to all active have been received the date they are received in the Human Resources Department. 16.03 Vacancies which will not or are not expected to exceed ninety (90) calendar days and inactive employees except where a hard copy is requested vacancies caused by an inactive absence due to illness, accident, leaves of absence (excluding Maternity leave) need not be posted unless agreed to by the parties. Such temporary vacancies may be filled at the discretion of the Employer which include the temporary reassignment of any employee. Such postings Vacancies exceeding ninety (90) calendar days will be posted and the Employer may, at its discretion, post such temporary vacancies as secondment opportunities. Employees seconded to bargaining unit positions on a temporary basis for up to one year shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for retain the job if they so desire. If the location of a posted position is subsequently changed before an appointment right to return to the position has been madeheld immediately prior to the secondment provided that there is no more than one (1) temporary contract position, due to secondment per supervisor. 16.04 It is understood that where a vacancy arises, the posting will be withdrawn and a revised posting will be issued. The foregoing does filling of which shall not apply result in any increase in complement, the Employer may first transfer, without posting, employees to positions within the Quebec Regionsame department, having the same salary level and classification, providing the duties and responsibilities are generally the same. Job postings It is also understood that employees in contract positions who have been employed for the Quebec Region more than one (1) year and new permanent employees hired to fill temporary vacancies, whose term of employment has come to an end, will be posted in the Quebec Region transferred to vacant permanent positions at their former classification and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been receivedsalary level, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably they are qualified and able, without training, to perform. In these circumstances, the vacant positions to which the employees are transferred will not be expected posted. If there are no vacancies to go beyond three (3) months (but that do which these employees could be assigned, such employees will be able to exercise their seniority rights in accordance with the Article on Layoff and Recall. 16.05 The Employer shall first consider bargaining unit applicants for whom a successful bid would result in a promotion or transfer. Where the relative skill, ability and job efficiency of such applications are equal and further provided the employees in question have the qualifications, without training, to perform the duties and responsibilities of such classification, seniority shall apply. 16.06 If the vacancy is not fall under Article 11.01(c) filled on the foregoing basis, the Employer may consider any other applicants and where, in the Employer's opinion, there are no applicants who are qualified, without training, to perform the duties and responsibilities of the collective agreement)job in question, fill such vacancy at its discretion. 16.07 The Employer agrees that where a vacancy within the bargaining unit has been posted and the vacancy is subsequently filled, all applicants will be advised in writing of the name of the successful applicant within seven (7) days of the appointment where possible and reasonable to do so. In any case, the Employer will inform staff advise the Union in writing of the names of the applicants and identify the successful applicant, if any, within seven (7) days of the applicant's appointment to the position. 16.08 The Employer need not consider any applicant to a posting who has, within the region prior six (6) month period, successfully bid on a vacancy. The Employer will not withhold the application of such opportunitiesa candidate based on this provision when an employee has successfully posted into a temporary position and then applies within this timeframe for a permanent vacancy. 16.09 The Employer agrees not to administer this Article arbitrarily, by circulating notice within the offices discriminatorily or in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costsbad faith.

Job Postings. 11.1 All vacancies or newly created positions within the bargaining unit shall be posted within eight (a) When a vacancy occurs or a new position is created, either inside or outside 8) working days of the bargaining unit, date that the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings vacancy occurs. 11.2 All vacancies or newly created positions shall be in effect filled on the basis of seniority and qualifications.* 11.3 The posting period shall be for a minimum period of three ten (310) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, working days and the posting will be withdrawn set forth the minimum qualifications and a revised posting the rate of pay. Postings will be issuedplaced on the Union bulletin boards in each building. The foregoing does not apply to positions within the Quebec Region. Job postings seniored employee applying for the Quebec Region position who meets the minimum requirements will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to awarded the position becoming vacant and every effort will be made subject to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave four (4) week trial period (see 11.4 below). Posted positions must be awarded within five (5) work days after the expiration of absence or vacation scheduled the posting period. 11.4 Applicants who have been awarded posted positions will be granted a four (4) week trial period during which time the employee's desire to end on a date coincident with remain in that position and the employee's ability to perform the job will be evaluated. If, during the trial period, the employee wishes to revert back to his/her intended retirement dateformer position, he/she may do so and the position will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior offered to the incumbent’s effective date next seniored applicant who meets the minimum qualifications. If, at the end of retirement. The vacancy the four (4) week trial period the employee's job performance has been satisfactory, the position will only be filled prior considered permanently filled. 11.5 If the seniored applicant's job performance has been unsatisfactory during the trial period, reasons for not awarding the job will be put in writing by the employer and given to the date of retirement where employee. If the termination agreement has been signed applicant/ employee disagrees with the adverse evaluation, the matter will be subject to review by the employeeUnion and the Employer. 11.6 During the four (c4) When week trial period, employees will receive the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within rate of pay for the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. job they are trying out for. 11.7 In the event the said no bargaining unit members shall apply for a vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus newly created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedureposition, the Employer may nevertheless fill it without recourse to the procedure while position from outside the proce- dure is being carried outbargaining unit and the new hire may join the Union. Simultaneous external postings of a vacant position shall be allowed. (d) When opportunities 11.8 If a person has previously worked in a position for temporary assignments and/or temporary vacancies arise in which she/he bids, and has previously passed the bargaining unittest for said position, which can reasonably she/he shall not be expected required to go beyond three (3) months (but that do not fall under Article 11.01(c) take a test for said position. *Clarification of the collective agreement)11.2. To determine qualifications, the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details has used skill tests to determine skill level of the assignmentapplicants, particularly in secretarial positions. Staff The Employer and the Union have reached the understanding that such tests given to applicants will be required to make their interest in such opportunities known to the appropriate director(ssame test for all applicants and that all applicants for same or similar position(s) in writing, and any resulting reassignment will be determined in consultation with the Department assured of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniorityequal opportunity when making application, qualifications, and costsexcept as otherwise contained herein (see 11.7).

Job Postings. 12.01 The Employer undertakes the responsibility of posting all job vacancies (aincluding full time, part time, contract/temporary and relief positions) When as they occur. It is understood by the parties that the requirement to post a position only relates to the initial job posting and as such the Employer is free to move contract/temporary positions, if the employee agrees, to other contract/temporary vacancies after a vacancy occurs or is created by a new position is created, either inside or outside job posting. Any and all vacancies not filled through the movement of contracts/temporary positions will be posted by the bargaining unit, the Employer Employer. All postings will provide job postings by e-mail be emailed to all active employees of Bethesda and inactive employees except where a hard copy is requested by an inactive employeeshall remain open for seven (7) days and shall stipulate the qualifications, classification, rate of pay and department concerned. Such All postings shall be open to Full Time, Part Time, Contract/Temporary and Relief employees in effect the Autism Intervention unit before other applicants are considered. Notwithstanding the foregoing the employer may advertise vacancies internally and externally at the same time. Members of the Bargaining Unit (Children’s Services) may elect to receive bargaining unit job postings during an approved leave of absence by completing the appropriate Human Resources form. It is understood that staff requesting to receive job postings while on approved leave of absence will be available to interview at the times presented by the Employer, with reasonable notice, and that the Employer is not required to delay the filling of vacancies for a minimum staff to return from their approved leave of three (3) weeks, in order absence. 12.02 In the event that they may two or more employees apply in writing for the posted vacancy, where qualifications and Bethesda job if they so desire. If related experience are relatively equal, then seniority shall be the location determining factor. 12.03 The Employer is free to temporarily fill a vacancy as it sees fit during the posting period and up to the time an appointment is made and no grievance may be filed. 12.04 An appointment shall be made within thirty (30) days of the end of the posting period unless the Employer has given the Union written notice that it intends to postpone or not to fill the vacancy. 12.05 The employee who is transferred as a result of a posted position job posting is subsequently changed before an appointment subject to a trial period for the first five hundred twenty (520) hours. Should the employee not prove suitable or should they choose to return, prior to the end of the five hundred twenty (520) hours trial period, they shall be transferred back to the position has been made, from which they came as soon as practicable. This shall be accomplished consistent with the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted bumping process in the Quebec Region and will be sent collective agreement. It is understood that employees that post in from a non-union position have no assurance of being returned to other employees who may qualify as to language requirementsa previous position. 12.06 The Employer will email the President of the Union and the Unit Chairperson with copies of Union job postings and the names of the successful applicants within four (b4) Providing sufficient notice days of their appointment. 12.07 An employee may place a written application for a particular classification with the Human Resources Department. Such an impending vacancy has been received, a posting application will be issued up to remain on file for six (6) months prior and will be reviewed should a posting for that classification be made. 12.08 When a temporary or relief position is determined necessary by the employer, it will be posted internally, bargaining unit wide, for a period of seven (7) consecutive calendar days. Bargaining unit members may apply for the position within the time limits identified. The posting shall stipulate the qualifications, classification, rate of pay and department and a copy shall be provided to the Union. Where there are no successful applicants from within the Autism Intervention bargaining unit, the position becoming vacant and every effort will be made to post posted and filled agency wide or external. 12.09 Any unionized employee who applies for a posted vacancy in the impending vacancy no later than three bargaining unit shall be granted an interview for the position provided they meet the minimum qualifications. Applicants will receive written notice of the outcome of their application. 12.10 Employees who have passed the probationary period or were successful applicants for a job posting may apply but need not be considered for another job posting until they have been in their present position for a period of six (36) months prior to except where the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on posting would result in a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowancepromotion. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When 14.1 Where the Employer creates a new permanent position or where a vacancy occurs in a permanent position or where there is a temporary vacancy expected to exceed six (6) months, the vacancy shall be posted for seven (7) working days. 14.2 Employees will be selected for job vacancies within the bargaining unit based on the following factors: (i) skill, experience, qualifications, ability to perform the duties and responsibilities of the position; (ii) Where the factors in (i) are relatively equal amongst applicants seniority shall govern. However, if no suitable candidate applies, the job may be filled by the employer at its discretion. 14.3 When the successful applicant is promoted or transferred, such promotion or transfer initially shall be for a trial period not to exceed thirty (30) days. In the event the employee proves unsatisfactory in the new position is created, either inside or outside during the trial period oris unable to perform the duties of the bargaining unitnew position during that period, he/she shall be returned to his/her former classification without loss of seniority. Additionally, the Employer will provide job postings by e-mail employee, during the aforesaid period, may request to all active and inactive be returned to his/her former classification without loss of seniority. In any instance where such an employee is returned to a former classification, any employees except where who were promoted or hired as a hard copy is requested by an inactive result of this employee. Such postings ’s promotion shall be in effect for a minimum returned to his/her former classification or shall be laid off, as the case may be. Within each classification, transfers between programs shall be at the discretion of three (3) weeksthe Employer, in order it being understood that they may apply in writing for there will be consultation between the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been madeEmployer, the posting will be withdrawn Union and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirementseffected Employee(s) before such transfer(s) are implemented. 14.4 Temporary openings are defined as job vacancies not expected to be permanent with a duration of eighteen (b18) Providing sufficient notice months or less. Temporary openings with a duration of an impending vacancy has been received, a posting will be issued up to six (6) months prior to or less are exempt from the position becoming vacant posting requirements of Article 14.01 and every effort will may be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire filled by at the completion discretion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on from other employees or with new hires. Should a temporary position become a permanent basisopening, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within employee can be awarded permanent employee status at the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment discretion of the in-town meal allowance.Employer. See Temporary Employees in Appendix A. (ii) For 14.5 The Union will receive a copy of all job postings. Job posting shall include the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration senioritysalary, qualifications, and costsa description of the position and whether it is permanent or temporary. Successful applicants for job postings shall be informed in writing with a copy to the Union Stewards. 14.6 Employees promoted or transferred to a temporary position shall at the conclusion of this temporary position, be returned to their former position at the appropriate rate of the classification.

Job Postings. 10:01 The selection or appointment of employees for supervisory positions above the rank of Sergeant or for any position not subject to this Agreement is not governed by this Agreement. However, if an employee so chooses or is found to be unsuitable in such supervisory position within a period of ninety (90) calendar days from the date of his/her appointment, he/she shall be transferred back to his/her former position without loss of seniority, providing said employee has taken out a withdrawal card from the Union. (a) When a vacancy occurs new jobs are created or a new position is created, either inside or outside vacancies occur falling within the classifications set forth in Schedule "A" of the bargaining unitwithin Contractual Agreement, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings they shall be in effect posted on bulletin boards herein provided for, for a minimum of three seven (37) weeks, in order that they calendar days. Employees may apply in writing through Human Resources for such new jobs. The posting of new jobs and vacancies shall be limited to such first new jobs or vacancies and none other. The Employer shall consider the following two (2) factors in determining which employee is to be selected: (a) relative seniority of the applicant, and (b) the requirements in efficiency of operations and the ability, knowledge, training, aptitude and skill of the applicant to do the job. When, in the judgement of the Employer, which shall not be exercised in an unfair manner, factor (b) is relatively equal as between two (2) or more applicants, seniority shall govern. If none of the existing employees is qualified to fill a vacancy, the Employer may engage an employee from any other source. The successful applicant for a new job if they so desireor vacancy, shall be placed on probation for a trial period. Such period shall not exceed the probationary period as hereinbefore provided for. If the location of a posted position is subsequently changed before an appointment to successful applicant proves unsatisfactory in the position during the aforementioned trial period, such employee shall be returned to his/her former classification with all rights, privileges and wage rates previously enjoyed. In such event the Employer shall then select the employee who has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings applied for the Quebec Region will be posted position and has the second longest seniority in the Quebec Region and will be sent to other employees who may qualify employment of the Employer provided they meet the criteria as to language requirementsnoted above. (b) Providing sufficient notice of an impending vacancy has been receivedWhen new positions are available for Sergeant, a posting they shall be posted on bulletin boards herein provided for seven (7) calendar days. The most senior applicant will be issued up to six selected for the new job or vacancy and shall be provided a trial period of ninety (690) months prior to calendar days. If the successful applicant proves unsatisfactory in the position becoming vacant and every effort will during the aforementioned trial period, such employee shall be made returned to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent former classification with all rights, privileges and wage rates previously enjoyed. Should the employee decide within the ninety (90) calendar day trial period that they are not satisfied in their new position, such employee shall be returned to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement dateformer classification with all rights, he/she will be requested to sign a termination agreement which will then allow privileges and wage rates previously enjoyed. In such event the Employer to fill shall then select the impending vacancy, on a permanent basis, prior to employee who has applied for the incumbent’s effective date position and has the second longest seniority in the employment of retirement. The vacancy will only be filled prior to the date of retirement where Employer provided they meet the termination agreement has been signed by the employeecriteria as noted above. (c) When new positions are available for Special Constable, they shall be posted on bulletin boards herein provided for seven (7) calendar days and applicants from Parking Services who are interested may apply provided they have meet the provisions of Article 10:03 (a) Persons applying for positions in the Special Constable and Sergeant classification, shall be required as a condition of their attainment of such positions, be able to qualify and maintain eligibility for Special Constable status, and be in the possession of the following: a current Ontario Association of Chiefs of Police (O.A.C.P.) Certificate of Results for Police Officers or equivalent as deemed by the Director of Campus Community Police Services, a valid classification G Drivers License within the Province of Ontario, a current First Aid/CPR Certificate and a Police Clearance. In situations where all of the above criteria are met then the Employer can reasonably expect a newly-created temporary position or a temporary vacancy shall select the employee having the longest seniority within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowanceBargaining Unit. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (ivb) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at holding a Special Constable appointment does not re-qualify for Special Constable status, he/she shall have the forty-five (45) day xxxxopportunity to appeal to the Windsor Police Services Board, 50% of one-half as provided for in the Police Services Act. Pending the outcome of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedureappeal, the Employer may nevertheless fill it without recourse shall continue to employ the procedure while employee at his/her current rate of pay. If the proce- dure appeal is being carried outsuccessful and the employee is granted Special Constable status, he/she shall continue to be employed in his/her current position. If the appeal is unsuccessful the parties agree to meet and discuss employment opportunities for the employee elsewhere in the University. (c) Persons applying for positions in the Parking Assistant or Parking Enforcement Officer classifications, shall be required, as a condition of their attainment of such positions, to be in the possession of the following: a valid classification G Drivers License within the Province of Ontario and a Police Clearance. In situations where all of the above criteria are met then the Employer shall select the employee having the longest seniority within the Bargaining Unit. (d) When opportunities The Employer agrees that all applicants within the Bargaining Unit and the Chairperson will be notified in writing, upon selection of the successful candidate, within seven (7) days. The Chairperson shall be given reasons in writing for rejection of Bargaining Unit applicants upon request. (a) The Employer may replace an employee on an approved Leave of Absence, Long Term Disability or Workplace Safety Insurance for the lesser of the duration of the leave or ninety (90) calendar days, with a temporary assignments and/or employee(s) who shall not acquire seniority status except as provided in clause 10:05 below. If the Employer fails to notify the Union within fourteen (14) calendar days from the date of hire of such temporary vacancies arise in employee(s), the bargaining unitemployee shall be considered a probationary employee from the date of hire. (b) In the case of maternity, which can reasonably parental or adoption leave, the Employer may replace an employee to a maximum of three hundred and sixty-five (365) days. If the Employer fails to notify the Union within fourteen (14) calendar days from the date of hire of such temporary employee(s), the employee shall be expected to go considered a probationary employee from the date of hire. (c) If the leave extends beyond three ninety (390) months calendar days, the Employer may, with the written consent of the Union, retain the temporary employee(s) for a further ninety (but that do not fall under Article 11.01(c90) calendar days, or until the end of the leave of absence, whichever first occurs. Those employees replacing parking services shall be paid at eighty- five percent (85%) of the applicable Schedule “A” Rate and those employees replacing Special Constables shall be paid the start rate as defined per Schedule “A” of the within collective agreement)agreement during the entire period. Should the employee be unable to return to work following the duration of the leave, the Employer will inform staff within Union and the region of such opportunities, by circulating notice within University agree to review the offices in the region, outlining the details possible continuation of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and coststemporary employee.

Job Postings. 11.01 The Employer will post all vacancies and new positions in the bargaining unit for seven (a7) When calendar days, in order to allow interested nurses to apply, prior to filling the position. The Employer will provide the job posting to the Bargaining Unit President, at the time of posting and will also send a vacancy occurs or a new position is created, either inside or outside copy of the bargaining unitjob posting by email. The job posting will be announced to all nurses in the Bargaining Unit on voice mail. If no qualified nurse applies to the job posting, the Employer will provide job postings by e-mail to all active and inactive employees except where may hire a hard copy is requested by an inactive employeenurse from outside the Bargaining Unit. Such postings The name of the successful applicant(s) shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow by the Employer to fill within seven (7) days of the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirementselection being made. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, This information will also be filled temporarily through provided to the posting procedureBargaining Unit President by email. 11.02 Nurses from within the bargaining unit shall be given the first opportunity to fill temporary vacancies. The Employer will outline the conditions and duration of such vacancies. In the event the said vacancy is temporarily filled by an existing employee through the posting procedurefilling of such temporary vacancy, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only Union will be informed of the specific circumstances which gave rise to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowancetemporary vacancy. 11.03 Vacancies of less than sixty (ii60) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week calendar days will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) covered by existing nurses. In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement)vacancy cannot be covered by existing nurses, the employee vacancy will be reimbursed a proportionate amount posted. Should this temporary vacancy be elsewhere than the nurse’s usual area of rent or lodging costs for the remainder work, she will return to her usual area of those sixty (60) days. For example, if an employee moves into an apartment work at the forty-five (45) day xxxx, 50% of one-half completion of the first month's rent temporary vacancy provided the area of work still exists. 11.04 In assessing applicants for vacancies or lodging costs new positions, the following factors shall be considered: (a) skill, ability, experience and qualifications; and (b) seniority. When factors in (a) are relatively equal, (b) shall govern. The Employer shall not administer this provision in an arbitrary fashion. 11.05 A nurse may make written request for transfer to another area of the city or team. Requests for transfer will be reimbursed. And submitted in writing to the subsequent temporary vacancy thus created Nursing Manager and will not be approved in order of seniority subject to the posting procedureoperational requirements. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff A Nurse will be required to make their interest resubmit any requests in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costswriting for transfer on an annual basis.

Job Postings. (a) When ‌‌ 10.1 Where a permanent vacancy occurs or a new position is created, either inside or outside of created in the bargaining unitunit which the Employer requires to be filled or a temporary vacancy of more than six weeks is anticipated or expected, which the Employer requires to be filled, the Employer will provide job postings by e-mail to all active and inactive employees except where post notice of such permanent vacancy, new position or temporary vacancy on the union designated bulletin boards for seven (7) calendar days in order that any interested Employee may apply. Subsequent vacancies created as a hard copy is requested by an inactive employee. Such postings shall result of the operation of this provision need only be in effect posted for a minimum of three (3) weekscalendar days, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does but not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirementscounting/including statutory holidays. (b) Providing sufficient notice 10.2 The Union President shall be notified of an impending vacancy has been receivedall promotions, a posting will demotions, hiring, transfers, layoff, recalls, resignations, retirements, deaths or other terminations of employment. 10.3 Temporary vacancies anticipated to be issued up to less than six (6) months prior weeks duration shall not be posted, unless otherwise agreed between the Employer and the Union. 10.4 The name of the successful applicant for a permanent vacancy, new position or posted temporary vacancy shall be posted on the union designated bulletin boards. 10.5 Postings shall contain the following information: classification, qualifications, rate of pay and RHA concerned. Notwithstanding that the job posting includes RHA, it is understood and agreed that the Employer may transfer an employee to the position becoming vacant same classification in another RHA on the basis of Resident Care concerns or employee conflict. Such transfer will not be arbitrarily made and every effort will follow agreement with the union, which shall not be made to post the impending vacancy no later than three (3) months prior to the position becoming vacantunreasonably denied. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy Employees will only be filled prior considered for a job posting if the new job represents a change to the date wages, location or hours or shift of retirement where the termination agreement has been signed by the employeework. (c) When 10.6 In cases where two or more employees apply, seniority shall be used for preference or priority when the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within employees concerned have the CSU bargaining unit required ability, experience and qualifications. If the applicants are not qualified to last longer than twelve (12) monthsperform the work required, the Employer reserves the right to immediately hire outside help. 10.7 A vacancy which is reasonably expected to last more than six (6) weeks will temporarily fill be posted stating that the position is limited and shall indicate the estimated duration of the limited job. Upon termination of a limited job, the employee filling the vacancy through shall be returned to the posting procedure. Temporary vacancies classification and job location in the CSU bargaining unit, which the Employer can reasonably expect to she last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedureworked. In the event that a part-time employee is the successful applicant, the said employee shall retain her part-time status during the limited full-time period. An employee filling a temporary vacancy of six (6) weeks or longer duration shall not bid on any other temporary posting until the end of her temporary position. It is further understood that a full-time employee may not apply or be considered as an applicant for a temporary part-time or a temporary full-time vacancy, unless such vacancy is temporarily filled by an existing employee through known to extend for nine (9) months or longer. 10.8 The Employer shall have the right to fill any permanent vacancy, new position, or temporary vacancy on a temporary basis until the posting procedureprocedure provided herein has been complied with and arrangements have been made to permit the successful applicant selected to fill the new vacancy, new position or temporary vacancy to be assigned to do the job. 10.9 No outside advertising shall be made until employees have had an opportunity to apply as provided in 10.01. However, if no applications from qualified employees are received by the end of the seventh calendar day of posting, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only may start proceedings to secure applications from outside the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowancebargaining unit. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, 10.10 The successful applicant to a living-out allowance job posting will be placed on a trial for a period of one hundred dollars and fifty ($100.00150) per week will be reimbursed to working hours. Conditional on satisfactory service, such trial promotion shall become permanent after the employee, plus payment period of the in- town meal allowance. one hundred and fifty (iv150) working hours. In the event that the employee decides to take up temporary accommodation other than a hotel room within successful applicant proves unsatisfactory in the first sixty (60) days (i.e. an apartment position during the aforementioned trial period, or a commercial rooming arrangement), if the employee will wishes to return to her former position, she shall be reimbursed a proportionate amount returned to her former position and salary without loss of rent seniority. Any other employee promoted or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half transferred because of the first month's rent or lodging costs will rearrangement of positions shall also be reimbursedreturned to her former position and salary without loss of seniority. And the subsequent temporary vacancy thus created will Employees applying for positions must commit to a trial period of not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.less than two

Job Postings. (a) When 8.01 Should a vacancy occurs occur, or a new position is created, either inside or outside a notice of the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings vacancy or new position shall be in effect posted within seven (7) calendar days of the vacancy occurring, for a minimum of three seven (37) weekscalendar days, in order that they and employees may apply in writing for to fill the job if they so desirevacancy. If the location vacancy is for a full-time job, then full-time employees within the seniority group shall be given preference when the applications are being considered. If the vacancy is for a part-time job, then the Company shall give preference to applications submitted by part-time employees within the seniority group. The position(s) shall be awarded within seven (7) days of the end of the posting period, and shall be done in accordance with Article 8.02. 8.02 Where skill and ability of the applicants to perform the normal functions of the job are relatively equal, seniority shall be the governing factor in matters of promotion, awarding of a posted new position or vacant position with the exception of the following classifications: Load Control, Second Cook and Final Assembly where the Company will be the sole judge of skill, ability and competency regardless of the seniority of the employee. 8.03 When a new position is subsequently changed before created, appropriate rates of pay shall be negotiated and shall appear in the Agreement. In the event the parties are unable to agree on a rate of pay, the matter may be referred to arbitration by either party in accordance with Article 24. 8.04 Except as provided below, after successfully posting into a vacant position, an appointment to employee shall be prohibited from applying for other vacant position for a period of twelve (12) months unless otherwise mutually agreed, unless the newly created/vacant position would be a promotion, unless the position to which they have posted becomes eliminated or suffers a permanent reduction of hours, or unless the Company has been maderemoved the employee from a posted position. Additionally, any employee that applies for a position and withdraws their name after being awarded the posting will position shall not be withdrawn and eligible to bid on any other positions that may arise for a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice period of an impending vacancy has been received, a posting will be issued up to six (6) months prior from the date of return to the position becoming vacant and every effort his previous position. 8.05 The Company agrees that when posting a job, it will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a notify employees who are on vacation or authorized leave of absence of the posting via e-mail or vacation scheduled telephone call where said posting carries a greater or equal hourly rate of such employees. Employees will provide their email address to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirementreceive said job posting. The vacancy Company also agrees to notify employees who have been laid off and are entitled to recall to work via e-mail or telephone call of any job posting of greater, equal or lower hourly wage rate than such employees were earning before their layoff. It is the Employees sole responsibility to keep the Company informed of their correct address, telephone number and e-mail address at all times. The Company will only not be filled prior to held responsible for any obligation or consequence resulting from such failure on the date part of retirement where the termination agreement has been signed by the employeeEmployee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. 8.06 In the event the said vacancy is temporarily filled by an existing employee through the posting procedureinjury or illness is unable to perform their normal duties, the Employer is not responsible for said employee's moving costs Company will endeavour to find alternate employment where such exists, and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event providing that the employee decides to take up temporary accommodation no other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will thereby be reimbursed a proportionate amount deprived of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outtheir job. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. ‌ (a) When a vacancy of a temporary or permanent nature occurs due to a resignation or termination, or a temporary vacancy exceeding two (2) months occurs, or when a new position is created, either inside or outside of created within the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect post notices of the position on the Employer’s bulletin board(s) for a minimum of three seven (37) weeksworking days unless informed by the Employer of intentions not to fill the position. Full-time vacancies not expected to exceed two (2) months shall be offered to scheduled part-time staff, in the classification, in order that they may apply in writing for the job if they so desireof seniority. If not filled then it shall be offered to unscheduled part-time staff, in the location classification, in order of seniority. Notwithstanding, full-time employees who have expressed a posted position is subsequently changed before an appointment wish to be considered for such vacancies by submitting a written request to Human Resources shall be considered first in order of seniority. The union will be notified of the vacancy and the successful applicant prior to the filling of the vacancy. Should the position has been maderemain vacant upon the conclusion of two (2) months, the posting will employee in the position shall be withdrawn returned to their regular position and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will vacancy shall be posted in accordance with this Article, unless all parties agree to extend the Quebec Region and will be sent to other employees who may qualify as to language requirementsterm. (b) Providing sufficient The job posting notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to shall stipulate the position becoming vacant open, qualifications required, department and every effort will be made to post the impending vacancy no later than three shift(s) (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion time of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employeeposting). (c) When the The Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily may fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where on a temporary vacancy is being filled through basis until the job posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outprovisions have been completed and fully processed. (d) When opportunities The Employer may engage in outside advertising, however, no new Employees will be hired until the applications of bargaining unit Employees have been processed. (e) A probationary employee may not apply for temporary assignments and/or temporary vacancies arise a vacancy in another department until they have successfully completed the bargaining unitprobation period. 12.02 Notwithstanding Article 12.01, which can reasonably postings for unscheduled part-time positions will remain on the Employer’s bulletin board until staffing requirements are met. The postings will include the title, qualifications required and department. Names of successful internal and external candidates will be expected posted on the Employer’s main bulletin board and provided to go beyond three the Union. 12.03 All applications received will be considered within fourteen (314) months (but that do not fall under Article 11.01(c) days of the collective agreement), the Employer will inform staff within the region first day of such opportunities, by circulating notice within the offices in the region, outlining the details posting of the assignmentnotice. Staff will be required to make their interest in such opportunities known to The Employer shall consider the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costsability, of the applicants and shall appoint the senior applicant having the required qualifications as outlined in the job posting. The name of the successful applicant will be posted on the Employer’s main bulletin board and a copy sent to the union. Applicants who are not successful shall be notified in writing. 12.04 For the purposes of this Article the time limits shall not include weekends and paid holidays. 12.05 The successful applicant shall be placed on trial in the new position for a period of forty (40) working shifts. Such trial promotion or transfer shall become permanent after the trial period unless:  The Employee feels that they are not suitable for the position and wishes to return to their former position; OR  The Employer feels that the Employee is not suitable for the position and requires that they return to their former position. In the event of either 1 or 2 above, the Employee will return to their former position and salary without loss of seniority. Any other Employee promoted or transferred as a result of the re- arrangement of positions shall also be returned to their former position and salary without loss of seniority. 12.06 When a scheduled part-time line becomes vacant, a Notice of Interest will be posted for five

Job Postings. a) When any of the classifications in the bargaining unit become vacant on a permanent basis and the Employer intends to fill such position, the Employer will send an email to the BU members opening the position for a period of seven (7) calendar days. During this period, an employee wishing to be considered for the classification so posted shall signify this desire by submitting an application in writing to Human Resources. In filling the vacancy, the Employer shall consider the following factors: i) seniority ii) skill, ability, experience, and qualifications. Where an Internal applicant meets the requirements of (ii), the position will be filled internally. The Employer may simultaneously post internally and externally provided that no consideration shall be made of external applicants by any member of management involved in the hiring decision until all internal candidates have been considered. b) A bargaining unit member may apply for a management position and if successful shall maintain their seniority for up to one year from the date of transfer. If the employee is not successful in the management position, the employee will not be allowed to bump junior bargaining unit employees, but will be allowed to apply as an internal candidate for bargaining unit positions which become available. The employee shall be considered probationary for the first ninety (90) days actually worked in the new bargaining unit position. 18.02 The Employer shall provide the Union with copies of all current job descriptions. 18.03 The Employer will announce the name of the successful applicant of the job posting to the organization at large via email. 18.04 Without limiting the generality of the foregoing, any job which is vacant for a temporary period because of illness, accident, vacation, or leave of absence, for a period of less than six months, or for pregnancy or parental leave, shall not be deemed to be vacant for the purposes of this Article and the Employer may fill such position at its discretion. If the temporary period because of illness, accident, vacation or leave of absence is greater than six months, it shall be posted and filled as a temporary vacancy according to Article 18.01. 18.05 Where new or greater skills are required by the Employer of employees to perform their job, employees shall, at the expense of the Employer, be given reasonable opportunity to upgrade or acquire the necessary skill. These expenses will be confined to paid training time and cost of courses or instruction. a) The Employer and the Union agree that structural injustice and unconscious prejudice influence our experiences and that we live in a society rooted In oppression. The Employer and the Union agree In the non-existence and impossibility of a "level playing field" with regards to people's experience and job qualifications and methods of evaluating the above, as well as the need to compensate for these inequalities in our hiring policy. The Employer and the Union agree on the need for experience, knowledge and guidance from oppressed peoples' experience within any progressively oriented organization. b) When a vacancy occurs or a new position is creatednot filled, either inside or outside of the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region hiring notices will be posted in through the Quebec Region Canadian Environmental network and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, provincial affiliates and a posting will be issued up to six (6) months prior to the position becoming vacant and every reasonable effort will be made to post in local employment, Indigenous, cultural, lesbian, gay, bisexual, queer, transgender, intersex, single parent, ethnic/racial minorities, immigrant and disability centre(s), organization(s), and/or publication(s), for no less than fourteen days. c) Hiring notices will include the impending vacancy no later than three (3) months prior following: Greenpeace Canada embraces equity and diversity and is committed to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed workplace that is enriched by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) monthspeople, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.needs and

Job Postings. (a) When a vacancy occurs or a new position is created, either inside or outside of created within the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employeeCollege shall post notice of the new position. Such postings The posting shall be in effect placed on the Human Resources website for a minimum of three one (31) weeksweek, and in order college publications where appropriate and timely, so that they may apply in writing for all members will know about the new position. A copy of the job if they so desire. If the location of a posted position is subsequently changed before an appointment posting shall be forwarded to the Union, and to each xxxxxxx in the bargaining unit. Should the new position has been madebe a temporary one, the posting shall clearly state that should any other regular employee be selected to fill the position it will be withdrawn and on a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirementssubstitution pay basis. (b) Providing sufficient notice When a vacancy occurs which the College intends to fill, it shall be posted as outlined in (a) above, except in the cases of an impending vacancy has been receivedtemporary vacancies which shall be filled as follows: (1) Regular employees in the same department and/or work area shall be given the first consideration in filling the position in a substitution pay situation, a posting will be issued up to six (6) months prior without posting, pursuant to the position becoming vacant and every effort will criteria for substitution established under Article 19.6. (2) If the temporary vacancy is not filled by a regular employee in the same department and/or work area it shall be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an posted, clearly stating that should any other regular employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer selected to fill the impending vacancyposition, it will be on a permanent substitution pay basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is new positions not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first exceeding thirty (30) dayscalendar days may be filled by an on call employee without posting, payment provided that the provisions of 100% (b)(1) above have been fully exhausted. Extension of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next this thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment day period must receive prior approval of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outUnion in writing. (d) It is understood that regular employees who have passed their initial probation (trial) period and who are successful in applying to full‐time or part‐time temporary positions that represent a promotion or lateral move will have their former position protected. (e) When opportunities for temporary assignments and/or temporary vacancies arise in a new job classification is created within the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) the College shall consult with the Union regarding the placement of the collective agreement)job classification on the salary scale in Appendix A. (f) It is understood that the provisions of Article 14.9 and 14.11, Recall Rights and Procedures, shall take precedence over the terms of this article. (g) In the case of a selection where there is no candidate with the minimum required knowledge, abilities and skills, the Employer College has the sole discretion to offer the position to the most qualified candidate at a pay level two (2) steps below the pay level assigned to the position. A selection implemented under this clause will inform staff within not result in a reduction in salary to the region of such opportunities, by circulating notice within employee. This offer will be contingent on the offices in the region, outlining the details Union being advised of the assignment. Staff will be required to make their interest name of the candidate, the selection in such opportunities known to the appropriate director(s) in writingquestion, pay level, and any resulting reassignment the assigned period of time the candidate has to acquire the minimum skills for the position. The assigned period of time the candidate has been given to acquire the minimum skills will not be determined in consultation with the Department of Organizing and Regional Services and/or other national department affectedextended. Reassignments will be made taking into consideration seniority, qualifications, and costsThis clause shall not apply to external candidates.

Job Postings. (a) When In the case of a vacancy occurs or a new position is created, either inside or outside of the bargaining unitvacancy, the Employer will provide job postings by e-mail post notice of such vacancy on the Union bulletin board for seven (7) calendar days prior to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, filling the position in order that they any interested employee may apply in writing for the job if they so desireapply. If the location A copy of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will such notice shall be sent to other employees who may qualify as to language requirementsthe Local. (b) Providing sufficient notice of an impending vacancy has been received, a If no applications are received by 1000 hrs on the seventh day following the posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill may hire from the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employeeoutside. (c) When All applications received will be considered within seven (7) days of the closing date of the posting. The name of the successful applicant shall be posted. (d) Nothing herein shall prevent the Employer can reasonably expect from filling vacant jobs during the posting period. (e) Notwithstanding the level of entry to practice (baccalaureate degree in nursing which will become effective in 2005) and any legislative requirements, the nursing qualifications of a newly-created diploma nurse with a current registration, as set out by the College of Nurses, will be accepted. (a) The Employer will outline on the job posting the conditions and duration of temporary position or a vacancies. i) Where the duration of the temporary vacancy within is known at the CSU bargaining unit to last longer than twelve (12) monthstime of the posting, the Employer successful applicant will temporarily fill the vacancy through the posting procedure. Temporary vacancies be committed to remain in the CSU bargaining unit, which position for the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave duration of absence, will also be filled temporarily through the posting procedurevacancy. In the event that the said vacancy extends beyond the expected duration identified in the posting, the successful applicant may choose to return to her former position. Notwithstanding the above, the employee will be eligible to apply for permanent vacancies. ii) Where the duration of the temporary vacancy is temporarily filled by an existing employee through unknown at the posting proceduretime of the posting, the Employer is not responsible successful applicant will be committed to remain in the position for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment duration of the in-town meal allowancevacancy. In the event that the vacancy extends to one (1) year or beyond, the successful applicant may choose to continue in the temporary position or return to her former position. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement)position is no longer available, the employee will be reimbursed returned to her former position as will all other employees filling positions as a proportionate amount result of rent or lodging costs for the remainder temporary vacancy. (b) Temporary vacancies expected to last more than ninety (90) days shall be posted in accordance with the Job Posting Procedure. Where the Employer could not be reasonably aware of those sixty a vacancy lasting more than ninety (6090) days, such vacancy shall be posted when the Employer becomes aware, or after ninety (90) days, whichever comes first [1st]. (c) Temporary vacancies expected to last ninety (90) days or less need not be posted. For example, if an employee moves into an apartment at Available shifts will be scheduled by seniority to part-time nurses with the fortyrequired qualifications. No part-five (45) day xxxx, 50% time nurse will be scheduled to work in excess of twenty-two and one-half (22½) paid hours per week, until all part-time nurses have been scheduled twenty-two and one-half (22½) paid hours per week. 10.03 In all cases of the first month's rent transfer or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedurepromotion, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out.following factors shall be considered: (da) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unitskill, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writingability, and any resulting reassignment will be determined experience; (b) seniority. Where factors in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority(a) are relatively equal, qualifications, and costs(b) shall govern.

Job Postings. (a) 16.01 Procedures for bids are spelled out in Appendix “B” herein. 16.02 When there are shift vacancies available a vacancy occurs or a new position is created, either inside or outside notice of the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region such vacancies will be posted as far in the Quebec Region and advance as possible but under no circumstances less than seven (7) days. The deadline date for acceptance of applications will be sent no less than seven days after the posting. Seniority shall prevail provided the employee has the necessary qualifications posted for the vacancy. The same practice will apply with regards to other filling training vacancies when training classes are scheduled. If an employee fails a particular training course, said employee will be restricted from re-applying for the same training course for a period of one year. Shift vacancies that occur because of employees who may qualify as to language requirementsexercising their rights under this clause will only be back-filled twice. 16.03 When there is a requirement for Team Leaders (bTLs), the Company will post these positions as per Article 16.02 herein. Employees must pass the necessary testing and meet the required criteria in order to qualify for Team Leader (TL) Providing sufficient notice of an impending vacancy has been receivedpositions. New Team Leaders (TLs) will serve a ninety (90) day trial period in their new position. During this period, a posting will if he/she proves to be issued up unsatisfactory for the position, or if the employee wishes not to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement dateaccept such position, he/she will shall be requested returned to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting proceduretheir previous classification. In the event a Team Leader (TL) resigns the said vacancy is temporarily filled position after having successfully bid the position he will be placed on a schedule to be determined by an existing employee through the posting procedure, Company until such time as the Employer is not responsible for said employee's moving costs next scheduled shift bid takes place. All resignations shall be in writing and is responsible for his/her accommodation costs only to the following extent: (i) For the first must be submitted a minimum of thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed days prior to the employeeresignation becoming effective. Any employee who has resigned as a Team Leader (TL) may be required to fill the position on a temporary basis until the position is filled again through posting. If an employee fails a particular training course, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the said employee will be reimbursed a proportionate amount of rent or lodging costs restricted from re- applying for the remainder same training course for a period of those sixty one (601) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outyear. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. ‌ (a) When A posting shall be required for vacancies or new positions and shall be posted within seven days of the vacancy arising. A one-time increase of seven hours or less per week in the number of regularly scheduled hours of a regular position shall not constitute a vacancy. (b) A change in the starting or quitting times, shift schedules, master rotation or scheduled days off shall not constitute a vacancy. (c) The Employer agrees to post such vacancy or new job in the worksites and on its employer website for a period of at least seven calendar days in advance of the selection process. Applications must be received during the seven-day period or the closing date, whichever is longer, in order to be considered by the Employer. All postings shall remain up on the employer website until the vacancy is filled or cancelled. (d) The posting shall contain the following information: title of the job, nature of position, experience, qualifications, hours of work, shift schedule, work unit, line number, wage rate, approximate start date, posting closing date, and how to apply. All job postings shall state: “Members of equity-seeking groups are encouraged to apply” and “Union membership is a condition of employment”. (e) Where operational requirements make it necessary, the Employer may make temporary appointments pending the posting process. (f) A copy of the job posting shall be sent at the time of posting to the union President or their designate and the Chairperson of the Bargaining Committee. (g) If a vacancy occurs or a new position is created, either inside or outside of posted and filled by an employee currently in the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings successful applicant shall be in effect for a minimum notified within one week of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been decision being made, unsuccessful internal candidates shall be notified and provided the posting will be withdrawn name of the successful applicant within one week of the decision being made, and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for name of the Quebec Region will successful candidate shall be posted in on the Quebec Region bulletin board within a further three days of the successful and will be sent to other employees who may qualify as to language requirementsunsuccessful applicants being notified. (bh) Providing sufficient notice An employee granted a temporary promotion or transfer shall return to their former job and pay rate without loss of an impending vacancy has been received, a posting will be issued up to six (6) months prior to seniority and accrued perquisites when the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence temporary promotion or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employeetransfer terminates. (c1) When An employee may apply for any temporary vacancy but is expected to complete the Employer can reasonably expect a newly-created temporary position or term of the vacancy. (2) Notwithstanding (1) above, an employee working in a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible may apply for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to without completing the posting procedure. In cases where a current temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outonce per calendar year. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When a vacancy occurs or a new position is created, either inside or outside of the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU CDU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU CDU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxxmark, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) 11.1 When a vacancy occurs occurs, or a new position is created, created either inside or outside of the bargaining unitBargaining Unit, the Employer will provide job postings by e-mail to all active and inactive employees except where shall post notice of the position in a hard copy is requested by an inactive employee. Such postings shall be in effect prominent place on campus for a minimum period of three at least one (31) weeksweek. When a vacancy is declared within the Bargaining Unit by the Employer, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn open to competition within fifteen (15) working days of such declaration. 11.2 Such notice shall contain the following information: nature of the position, qualifications, required knowledge and a revised posting will be issued. The foregoing does not apply education skills, shift, hours of work, wage or salary rate or range. 11.3 Temporary vacancies due to positions within the Quebec Region. Job postings for the Quebec Region will be posted illness, Workers’ Compensation or approved leave of absence in the Quebec Region and will be sent Service Worker classification which are not expected to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to exceed six (6) months prior to the position becoming vacant and every effort will may be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire filled at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbentUniversity’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedurediscretion. Temporary vacancies in the CSU bargaining unit, Service Worker classification which the Employer can reasonably expect to last longer than twelve exceed six (126) months shall be posted in accordance with Article 11. 1. Such temporary employees shall receive salary in accordance with Appendix “A” Service Worker classification, Article 18.8 (a) and (b) - Overtime, and the benefits of the Employment Standards Act. 11.4 Employees, who are laid off, or who have been given notice of layoff due to sick leave redundancy or other authorized leave of absencedownsizing, will also be filled temporarily through recalled, or given preference in transfer, re-assignment, or appointment to a vacant position within the posting procedure. In bargaining unit for a period of eighteen (18) months after notice of redundancy or layoff has been given, in accordance with the event following: a) The vacant position shall be posted in the said vacancy is temporarily filled by an existing employee through regular manner. b) If, among the posting procedureapplicants, there are those who within the Employer is not responsible for said employee's moving costs previous year have held a position declared redundant, such applicants shall be considered first, and is responsible for his/her accommodation costs only the position offered to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowancemost senior applicant judged to be qualified. (iic) For Should the most senior applicant judged to be qualified refuse the offer, then the offer will be made to the next thirty (30) daysmost senior applicant judged to be qualified, payment and so on until the list of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room those applicants judged qualified from those who have had their position declared redundant within the first sixty previous eighteen (6018) days months has been exhausted. If no qualified employees are applicants for the position, and if an employee who had his or her position declared redundant within the previous year, is thought able, by the Human Resources Department in consultation within the Department or unit involved, to acquire the qualifications within a reasonable period of time (i.e. an apartment or a commercial rooming arrangementat most six (6) months), the that employee will be reimbursed given a proportionate amount trial period in the position before external applications are sought. 11.5 Union and Employee Notification - Within seven (7) calendar days of rent or lodging costs for the remainder date of those sixty (60) daysappointment to a vacant position, the name of the successful applicant shall be posted in a prominent place. For exampleThe Union shall be notified of all appointments, if hiring, lay-offs, transfers, recalls and terminations of employment. Where an employee moves into is an apartment unsuccessful applicant for a job vacancy or a new position within the Bargaining Unit, that employee shall be notified at the forty-five (45) day xxxx, 50% of one-half of same time as the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outsuccessful candidate. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. a) When any of the classifications in the bargaining unit become vacant on a permanent basis and the Employer intends to fill such position, the Employer will send an email to the BU members opening the position for a period of seven (7) calendar days. During this period, an employee wishing to be considered for the classification so posted shall signify this desire by submitting an application in writing to Human Resources. In filling the vacancy, the Employer shall consider the following factors: i) seniority ii) skill, ability, experience, and qualifications. Where an Internal applicant meets the requirements of (ii), the position will be filled internally. The Employer may simultaneously post internally and externally provided that no consideration shall be made of external applicants by any member of management involved in the hiring decision until all internal candidates have been considered. b) A bargaining unit member may apply for a management position and if successful shall maintain their seniority for up to one year from the date of transfer. If the employee is not successful in the management position, the employee will not be allowed to bump junior bargaining unit employees, but will be allowed to apply as an internal candidate for bargaining unit positions which become available. The employee shall be considered probationary for the first ninety (90) days actually worked in the new bargaining unit position. 18.02 The Employer shall provide the Union with copies of all current job descriptions. 18.03 The Employer will announce the name of the successful applicant of the job posting to the organization at large via email. 18.04 Without limiting the generality of the foregoing, any job which is vacant for a temporary period because of illness, accident, vacation, or leave of absence, for a period of less than six months, or for pregnancy or parental leave, shall not be deemed to be vacant for the purposes of this Article and the Employer may fill such position at its discretion. If the temporary period because of illness, accident, vacation or leave of absence is greater than six months, it shall be posted and filled as a temporary vacancy according to Article 18.01. 18.05 Where new or greater skills are required by the Employer of employees to perform their job, employees shall, at the expense of the Employer, be given reasonable opportunity to upgrade or acquire the necessary skill. These expenses will be confined to paid training time and cost of courses or instruction. a) The Employer and the Union agree that structural injustice and unconscious prejudice influence our experiences and that we live in a society rooted In oppression. The Employer and the Union agree In the non-existence and impossibility of a "level playing field" with regards to people's experience and job qualifications and methods of evaluating the above, as well as the need to compensate for these inequalities in our hiring policy. The Employer and the Union agree on the need for experience,knowledge and guidance from oppressed peoples' experience within any progressively oriented organization. b) When a vacancy occurs or a new position is creatednot filled, either inside or outside of the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region hiring notices will be posted in through the Quebec Region Canadian Environmental network and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, provincial affiliates and a posting will be issued up to six (6) months prior to the position becoming vacant and every reasonable effort will be made to post in local employment, women’s, indigenous, cultural, lesbian, gay, bisexual, queer, transgendered, intersexed, single parent, ethnic/racial minorities, immigrant and disability centre(s), organization(s), and/or publication(s), for no less than fourteen days. c) Hiring notices will include the impending vacancy no later than three (3) months prior following: Greenpeace Canada embraces equity and diversity and is committed to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed workplace that is enriched by the employeepeople, needs and desires of Canada’s diverse community. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When a vacancy occurs or a 11.01 In the case of all vacancies and new position is created, either inside or outside of positions in the bargaining unit, the Employer will provide job postings by e-mail post notice of such vacancy for seven (7) calendar days prior to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeksfilling the position, in order that they any interested Nurse may apply in writing for the job if they so desireapply. If the location A copy of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn provided to the Bargaining Unit President at the time of posting. If no qualified Nurse applies, then the Employer may hire a new Nurse from outside the employ. The name of the successful applicant shall be posted by the Employer. 11.02 Nurses from within the bargaining unit shall be given the first opportunity to fill temporary vacancies. The Employer will outline the conditions and a revised posting duration of such vacancies. Such temporary vacancy shall not exceed the time required to complete the specific circumstances which gave rise to the temporary vacancy. 11.03 Vacancies exceeding thirty (30) calendar days but not more than sixty (60) calendar days will not be posted and instead will be issuedoffered to all part-time and casual staff based on seniority. The foregoing does Should this temporary vacancy be elsewhere than the Nurse's usual area of work, she will return to her usual area of work at the completion of the temporary vacancy provided the area of work still exists. 11.04 Vacancies of less than thirty (30) calendar days will not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent covered by the team where teams exist. In the event that there are no teams, vacancies of less than thirty (30) calendar days will not be posted and instead will be offered to other employees who may qualify as part-time and casual staff on the basis of availability, seniority, skill, and patient continuity. Vacation time does not need to language requirementsbe posted. 11.05 In assessing applicants for vacancies or new positions, the following factors shall be considered: (a) skill, ability, experience and qualifications; and (b) Providing sufficient notice of seniority. When factors in (a) are relatively equal, (b) shall govern. The Employer shall not administer this provision in an impending vacancy has been receivedarbitrary fashion. 11.06 A Nurse may make written request for transfer to another region, team or area within the branch. Requests for transfer to a posting permanent position will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow maintained by the Employer to fill the impending vacancy, on a until December 31st of each year. Any such request shall be considered as an application for any permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies job postings in the CSU bargaining unitrequested area, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave region or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowanceteam. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. ‌ (a) When a vacancy occurs or a new position is created, either inside or outside of the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxxmark, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) 16.01 When a vacancy of a continuous nature occurs in any classifications in the bargaining unit, the Employer shall send out an electronic copy of the posting to all members of the bargaining unit on the Board’s APSSP e-mail group and a hard copy of the posting shall be forwarded to the Secretary of the Association. The posting shall be posted for a period of seven (7) consecutive working days. In this article, a vacancy shall mean those of a continuing nature which may arise through retirement, resignation, termination or the establishment of a new position within the bargaining unit. Where the Employer decides not to fill a vacancy in the bargaining unit, the Employer agrees to notify the Association, in writing, of this decision with the reasons for the decision. 16.02 Applications from employees who wish to be considered for the vacancy must be submitted in writing or electronically to the Board within the said posting period of seven (7) consecutive working days. 16.03 Present employees who apply for a job posting shall be given consideration before a new employee is createdhired. In the event there are no bargaining unit members who hold the qualifications for the opening, either inside the Board may consider internal and external applicants concurrently. In filling job vacancies, the Board will first consider the candidates’ qualifications to meet the requirements of the position as outlined on the posting and then it will consider the following factors: i) seniority; i) efficiency, skill and ability to do the normal requirements of the job(s); and where all factors except seniority are relatively equal, then seniority shall be the deciding factor. 16.04 An employee who successfully applies for a posted position shall be placed on a trial period of thirty (30) working days. Should it be determined that the employee is not able to perform the work to the satisfaction of the Employer, or outside should the employee find he/she is not willing to perform, this employee may be returned to his/her previous position and rate of pay. 16.05 In the event that a job posting arises during the summer months the Employer may fill such a posting with a temporary employee and post the position at the beginning of the next school year. If the Employer decides to fill the vacancy permanently during the summer months, the Board shall notify, by mail, all employees in the Association concerned. 16.06 In the event the Board assumes programmes, previously funded by other sources with positions appropriate to the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirementspost any resultant vacant positions. (b) Providing sufficient notice 16.07 In the filling of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) monthsvacancies, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unitwhere practical, which the Employer can reasonably expect shall give consideration to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by existing employees who have expressed an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costsworking within that job classification.

Job Postings. (a) When a vacancy occurs or a 11.01 In the case of all vacancies and new position is created, either inside or outside of positions in the bargaining unit, the Employer will provide job postings by e-post notice of such vacancy in each office for ten (10) calendar days and notify nurses via voice mail prior to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeksfilling the position, in order that they any interested nurse may apply in writing for apply. Nurses who wish to receive a copy of the job if they so desireposting will have a copy faxed to them on request. If no qualified nurse applies, then the location Employer may hire a new nurse from outside the employ. The name of a the successful applicant shall be posted position is subsequently changed before an appointment by the Employer. 11.02 Nurses from within the bargaining unit shall be given the first opportunity to fill temporary vacancies. The Employer will outline the conditions and duration of such vacancies. Such temporary vacancy shall not exceed the time required to complete the specific circumstances, which gave rise to the position has been madetemporary vacancy. 11.03 Vacancies exceeding thirty (30) calendar days but not more than sixty (60) calendar days will not be posted and instead will be offered to all part-time staff based on seniority. Should this temporary vacancy be elsewhere than the nurse’s usual area of work, she will return to her usual area of work at the completion of the temporary vacancy provided the area of work still exists. 11.04 Vacancies of less than thirty (30) calendar days will be covered by the team where teams exist. In the event that a branch does not have teams, vacancies of less than thirty (30) calendar days will not be posted and instead will be offered to part-time staff on the basis of seniority in the branch. Vacation time does not need to be posted. 11.05 In assessing applicants for vacancies or new positions, the posting will following factors shall be withdrawn considered: (a) skill, ability, experience and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements.qualifications; and (b) Providing sufficient notice of seniority When factors in a) are relatively equal, b) shall govern. The Employer shall not administer this provision in an impending vacancy has been received, a posting arbitrary fashion. 11.06 A nurse may make written request for transfer to another region or area within the branch. Requests for transfer will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed maintained by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedureEmployer. Temporary vacancies Any such request shall be considered as an application for any job postings in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowancerequested area. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When the Company decides to fill a permanent vacancy, such vacancy occurs or a new position is createdshall be posted for two (2) working days. Subject to 17.01 (b), either inside or outside employees interested in filling the vacancy shall sign the posting within two (2) working days. The vacancy will be awarded and filled within twenty (20) working days of the bargaining unit, posting unless the Employer will provide job postings by e-mail Company decides not to all active and inactive employees except where a hard copy fill the vacancy or an extension is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for agreed upon between the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirementsParties. (b) Providing sufficient notice of an impending vacancy has been received, a posting Employees absent from work will be issued up to six (6) months considered for the job posting, provided they advise the Company, in writing, prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice commencing their vacation or bereavement, of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer their desire to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When Where skill and ability for the Employer can reasonably expect a newly-created temporary position or permanent vacancy are relatively equal, respective seniority will prevail on the following basis: It is understood and agreed that skills and ability obtained through a temporary vacancy assignment of less than thirty (30) working days will not be a factor in considering the successful applicant. Permanent vacancies will be filled from within the CSU bargaining unit Department; however, in the event that the vacancy cannot be filled from within the Department, then the vacancy will be open to last longer than employees throughout the facility. (d) Employees having completed twelve (12) monthsconsecutive months of employment shall be eligible to apply by signing the job posting(s). In the event there are no internal applicants; prior to hiring new employees to fill such vacancies, the Employer employer will temporarily post and fill the vacancy through job as per Article 17 (a), (b), (c) with removing the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than qualifier of twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that provided the employee decides to take up temporary accommodation other than has passed the probationary period. Thereafter, employees who are successful in being awarded a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created permanent job posting will not be subject allowed to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities apply for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.subsequent job postings for nine

Job Postings. 12.01 Except during a period when employees with job classification seniority in such job classifications are on layoff, job openings for permanent positions in the "Front-Line Workers Class" will be filled as follows: A. The Board shall email a notice of the opening to all bargaining unit members. All interested employees shall be given no less than ten (a10) When work days to respond by stating their interest in the position. B. In the event a vacancy occurs or a new position is created, either inside or outside of the bargaining unit, the Employer will provide job postings by e-mail to all active exists and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer management desires to fill the impending vacancy, on the Board shall first attempt to fill the vacancy by lateral transfer. The employee with the most job classification seniority desiring a transfer to the building in which the vacancy exists shall be offered the transfer, providing said employee has the present ability and physical fitness to perform the job, and the employee has neither transferred nor been disciplined within the prior twelve (12) month period unless otherwise agreed to by management. C. Where the job is not filled from via lateral transfer, the vacancy will be offered to the bargaining unit employee in another classification with the most system seniority as a permanent basisemployee, prior provided the successful applicant has the present ability and physical fitness to perform the incumbent’s effective date of retirementjob. The vacancy will only applicant must meet the essential qualifications for the position as set forth in the job posting. In addition, an employee may be filled prior to denied the date of retirement where position if the termination agreement employee has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy disciplined within the CSU bargaining unit to last longer than twelve (12) months. Thereafter, the Employer will temporarily fill position may be posted externally. D. The Board shall notify the Union within five (5) work days when a position is filled from the transfer list, indicating the location of the vacancy through and the posting procedureemployee who transferred to the position. Temporary vacancies in The Board shall also notify the CSU bargaining unit, which Union if a more senior employee on the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through list was not offered the posting procedure. transfer opportunity and indicate the reason for bypassing the more senior employee. 12.02 In the event an applicant with greater seniority (job classification, Section, or system, as the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer case may be) is not responsible for said employee's moving costs awarded the job and an employee with less seniority (job classification, Section, or system, as the case may be) is responsible for his/her accommodation costs only to awarded the following extent: (i) For the first thirty (30) daysjob, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement)upon written request, the employee with the greater seniority will be reimbursed furnished with a proportionate amount of rent or lodging costs letter stating the reasons for the remainder of those sixty (60) daysrejection and thereafter the matter may be processed pursuant to the grievance/arbitration procedure set forth in this CONTRACT. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs Information on postings and tests will be reimbursed. And available on the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outintranet. (d) When opportunities for temporary assignments and/or temporary vacancies arise in 12.03 An employee may only change positions by a posted transfer one time during any twelve month period, unless approved or requested by the bargaining unit, which can reasonably be expected Employer; not to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costsinclude promotions.

Job Postings. (a) When 13.01 For employees currently working, when a job vacancy occurs or at a new position time when the work force is createdbeing increased will first be offered to the employee who held the job, either inside or outside of and it was the bargaining unitemployee's primary job, prior to being reclassified downward. If such employee rejects the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings vacancy then the job shall be posted as below. Employees refusing recall to their previous job will assume the rate of their new classification. 13.02 An employee being recalled from lay-off shall be recalled to fill any vacancy and not necessarily be returned to the job he held prior to lay-off. However, after recall if the recalled employee's primary job becomes vacant, he shall be given first opportunity as contained herein. Employees may not refuse recall. 13.03 Vacancies in effect existing jobs not filled in accordance with (13.01) above, above Job Class 2, will be posted on an individual basis on the plant bulletin boards, stating all pertinent information about the vacancies (job, rate of pay, etc.) for a minimum of three (3) weekscalendar days. Pre Bidding employees who are absent for any reason may Pre Bid on all job classifications. Employees will make their applications for such vacancies on a form supplied by the Company, which shall be in order that they may apply in writing for triplicate, with the employee retaining one (1) copy receipted by the Production Superintendent. The Company will give the President of the Union the names of those employees bidding, together with the third copy of the application form. Upon completion of the job if they so desire. If posting the location name of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region successful applicant will be posted within five (5) days. Successful bidders or employees who decline a job posting will not be eligible to bid on any other jobs for a period of 6 months from the date the posting expires. 13.04 Applicants for such job vacancies shall be considered on the basis of qualifications and seniority. Where qualifications are relatively equal, length of service shall govern. 13.05 An employee selected by the employer to fill a vacancy as provided for in Article 13 may be allowed a reasonable probationary period not to exceed thirty (30) days in which to satisfactorily perform the Quebec Region and new job. Employees who fail to satisfactorily perform the new job will be sent returned to other employees who their regular job. The employer is not required to continue this trial period for the full thirty (30) days if at any time during the trial period it is deemed that the employee cannot satisfactorily perform the new job. This thirty (30) day period may qualify as to language requirementsbe extended by mutual agreement by the Company and the Local Union President or his designate. 13.06 A committee, including the Local Union President, and one (b1) Providing sufficient notice of an impending vacancy has been receivedother member named by the Union and two (2) members named by the Company shall meet as required, a but at least once in each thirty (30) days to discuss and settle any questions that arise from the job posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be procedure. A decision made to post the impending vacancy no later than by any three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment members of the in-town meal allowancecommittee shall be final and binding on the parties. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. 9:01 In order to ensure that permanent employees are given the opportunity of filling vacancies or new jobs, the Employer agrees that: (a) When a new job is created or vacancy occurs or a new position is created, either inside or outside of the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region it will be posted in on the Quebec Region and bulletin board for a period of seven (7) calendar days. The posting of a new job or vacancy shall be limited to such new job or vacancy. Such posting will be sent to other employees who may qualify as to language requirementsinclude the anticipated commencement date of the job. (b) Providing sufficient notice of an impending Permanent employees shall have the right to bid for such new job or vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only they shall be filled prior from applications received on the basis of seniority and ability to perform the date of retirement where work after being given familiarization with the termination agreement has been signed by job if required during the employeethirty (30) days as specified in (c) below. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said that a permanent employee who was selected to fill a new job or vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/as provided above reverts to her accommodation costs only to the following extent: (i) For the first previous job within thirty (30) daysdays of working in the new job, payment she shall maintain all rights and privileges of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outher previous job. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement)If no applications are received from permanent employees, the Employer shall be free to advertise for such openings. 9:02 The Union and Chairperson shall be informed of the successful applicant and reasons for unsuccessful applicants, as they arise. 9:03 Temporary Vacancies A temporary vacancy is a vacancy created by an employee's absence due to maternity leave, compensable or non-compensable illness or injury or any other leave of absence expected to exceed six (6) calendar weeks. Temporary vacancies are subject to Articles 9:01 and 9:02 of this Agreement. The Employer will inform staff within outline to the region employee selected to fill the vacancy the anticipated conditions and duration of such opportunitiesvacancy. Upon the return of the employee from her absence, by circulating notice within she shall have the offices right to return to her former position. In instances where an employee returns to work prior to the estimated date of return, the Employer shall not be liable for payments to the resulting displaced employee(s). In the event that a part-time employee is the successful applicant, the part-time employee shall retain his/her part-time status during the temporary full-time period. Part- time employees who fill temporary full-time positions shall continue to be treated for as part-time employees, unless specified otherwise in the regionagreement. However, outlining if the details part-time employee continues in the temporary position for one (1) year or more, and is receiving money in lieu of benefits, the part-time employee will be enrolled in the premium based benefits (as defined in the CBA) and the money in lieu ceases. The “waiting period” for eligibility for benefits will be deemed to have been served. 9:04 Where job qualifications are changed and where another employee is otherwise qualified and has the seniority, then the Home agrees to pay for training. 9:05 Splitting up of Full-time Jobs The Home agrees that it shall not normally split a permanent full-time position of seventy-five (75) hours in a bi-weekly pay period into two (2) or more part-time positions where the intent of the assignmentemployer is to simply replace a full-time job with part- time jobs. Staff will The following shall be required considered bone fide reasons for the splitting of full-time jobs: (a) Requested and approved job sharing by the Employer and the Union. (b) A general reduction of hours in any classification on a daily or bi-weekly basis as a result of financial concerns due to make their interest in such opportunities known to CMI/Classification reductions or Census/Occupancy reductions. (c) As a result of emergency or other reasons beyond the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with control of the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costsHome.

Job Postings. (a) When All vacancies that occur in a vacancy occurs or a new position is created, either inside or outside of the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions classification within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect decides to last longer than twelve fill, or a new position within the bargaining unit is established by the Employer, such vacancies shall be posted for a period of five (125) months working days. A subsequent vacancy created by the filling of a posted vacancy shall be posted for three (3) consecutive working days. (b) Employees shall be selected for positions under (a) on the basis of their qualifications, skill, ability, experience and education. Where these factors are relatively equal among the employees considered, seniority shall govern. The name of the successful applicant will be posted and unsuccessful applicants will be notified in writing. (c) Vacancies which are not expected to exceed three (3) months, and vacancies caused due to sick leave illness, accident, leaves of absence (including pregnancy and parental) will be posted for three (3) consecutive working days. In filling vacancies, consideration shall be given to regular full-time and regular part-time employees in the bargaining unit on the basis of seniority who are qualified to perform the work as per 10.01 (b). If these temporary vacancies are not filled by a regular full-time or other authorized regular part-time employee, consideration will be given to casual employees on the basis of seniority who are qualified to perform the work in question. Where part-time and casual employees fill temporary full-time or part-time vacancies such employees shall be considered regular part-time and shall be covered by the terms that apply to part-time employees. Upon completion of the temporary vacancy, the employee shall be reinstated to her former position. If a temporary position is ended early, notice will be given in accordance with Article 11 (Lay-off and Recall). (d) The Employer shall have the right to fill a permanent vacancy on a temporary basis to allow for posting and a completion of arrangements to permit the employee selected to fill the vacancy. (e) Where the applicant has been selected in accordance with this article and it is subsequently determined that she cannot satisfactorily perform the job the Employer will, during the first 60 working days from the date on which the employee was first assigned to the vacancy, return the employee to her former job and the filling of the subsequent vacancies (if any) will be reversed. (f) An employee selected as a result of a posted vacancy/transfer or Job Bid System need not be considered for a further permanent vacancy for a period of 6 months from the date of her selection. This does not apply to employees applying for vacancies or requesting a transfer to full-time or part-time positions in their work location. (g) A Job Bid Form will be established which employees can only use when unable to use the regular job posting process due to being absent from work due to illness, vacation or leave of absence, . Job Bid Forms will also be filled temporarily through valid from January 1st to December 31st of each year. The Employer shall send copies of all Job Bid forms to the Union. Employees may choose up to three (3) positions and will be allowed to submit an updated form anytime during the calendar year. (h) All job postings will indicate the current work site/location/department and will be posted on all site bulletin boards or on the North West CCAC Intranet. A copy of all postings shall be given to the Bargaining Unit President. All applications are to be made in writing within the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent:period. (i) For The Union agrees that there may be circumstances where the first NWCCAC may have a valid and legitimate business reason to effect the transfer of employees. In such a circumstance the Employer shall provide the affected employees and the Bargaining Unit President with a minimum of thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment calendar days notice. In effecting such transfer the NWCCAC agrees that it will consider seniority among other relevant factors. The NWCCAC shall not exercise this right in a manner that is inconsistent with the terms of the in-town meal allowanceCollective Agreement or for reasons that are unreasonable, arbitrary or in bad faith. An employee will not be transferred to another NWCCAC office except by mutual consent. (iij) For If an employee is asked to transfer permanently to another NWCCAC office and she agrees, the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance.following conditions will prevail: (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week i. moving costs will be reimbursed to paid in full by the employee, plus payment of Employer; ii. the in- town meal allowance. transferred employee will be granted two (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (602) days (i.e. an apartment or a commercial rooming arrangement)off with pay in order to find suitable accommodation before transferring; iii. at the time of transfer, the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond granted three (3) months (but that do not fall under Article 11.01(c) of the collective agreement)days off with pay in order to relocate. However, the Employer above conditions will inform staff within not apply where the region of such opportunities, by circulating notice within transferred employee has previously requested the offices in the region, outlining the details of the assignment. Staff will be required transfer pursuant to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costsclause 10.01 (f).

Job Postings. (a) When 14.01 In the event that a permanent vacancy occurs or a new position is created, either inside or outside of permanent newly created job classification comes open within the bargaining unit, the Employer will provide notice of such vacancy or newly created job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings classification shall be in effect posted for a minimum of three (3) weeksworking days on bulletin board or boards provided on the premises for such purposes. All such notices shall include the job classification, in order that they job content overview, qualifications, the shift, and the date such notice was posted. Only employees who have successfully completed their probationary period may apply in writing for such job within the time limit specified above. Those employees wishing to apply for such vacancy or newly created job if they classification shall do so desireby placing their name on the posting where designated. A copy of the signed posting shall be given to the Unit Chairperson. 14.02 In selecting the successful applicant from amongst the applicants, the Employer shall consider the qualifications, skill, and ability of the individual to perform the normal required work and where these are relatively equal, seniority shall govern. If the location vacancy or permanent newly created job classification is not filled as a result of the posting, or if no suitable applicants are received, the Employer reserves the right to hire. 14.03 An employee who is named as the successful applicant shall have a familiarization period of a posted position reasonable length of time for the type of job classification, as determined by the Employer acting reasonably, which in any case shall not be less than five (5) scheduled shifts. The selected employee will be given normal instruction at the commencement of the familiarization period and be fairly and reasonably assessed by the Employer during the familiarization period. If the employee does not successfully complete the familiarization period, or in good faith advises the Employer during the familiarization period that he does not believe he is subsequently changed before an appointment capable of completing the familiarization period, or elects to decline the position has been madejob within the said familiarization period, he will revert to his prior job classification. Where the employee elects to decline the job within the said familiarization period, the posting employee will not be withdrawn and a revised posting will be issued. The foregoing does not apply entitled to positions within the Quebec Region. Job postings bid on any other vacancy for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to at least six (6) full months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to from the date of retirement where the termination agreement he reverts to his prior job classification held. 14.04 Once an applicant has been signed by named as the employeesuccessful applicant pursuant to Article 14.02, the successful applicant shall not be entitled to bid on any other vacancy until the successful applicant has worked at least six (6) full months in the job classification, unless the applicant would be successful in posting into a higher hourly paid job classification. (c) When 14.05 Any permanent vacancy resulting from the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within placing of the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies successful applicant in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, job classification so posted will also be filled temporarily through the posting procedure. In the event the said posted, but any further resulting vacancy is temporarily shall be filled by an existing employee through the posting procedureEmployer without posting. 14.06 Employees wishing to change shifts within their job classification may submit a Shift Preference Form at any time to the Human Resources Department. These forms will be kept by seniority and if movement of employees from shift to shift is required within their job classification, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For most senior employee who has completed his Shift Preference Form will be given the first thirty (30) days, payment opportunity to move to his desired shift. Should no seniority employee volunteer for such change of 100% of hotel room, single occupancy, plus payment of shifts within their classification the in-town meal allowance. (ii) For junior most employee in the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week classification will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) daysmoved. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created This shift preference procedure will not be subject used to circumvent the job posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outprocedures as indicated above. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. 16:01 The Employer agrees to post notices of vacant or new positions covered by this Agreement that will be open for eight (a8) weeks or longer which it intends to fill for at least seven (7) When full calendar days to enable employees to make written application for the new position or vacancy. This Article shall not preclude the Employer from advertising outside the premises. This provision shall not prevent the Employer from filling any new position or vacancy on a temporary basis during the period of posting. Copies of job postings shall be provided to the Local President at the time of posting. 16:02 Such notice will be posted on the Job Posting Board and shall remain posted for ninety-six (96) hours to permit applicants to make application for the vacancy. 16:03 If no applications to fill the vacancy are received from employees of the Employer or if the applicant or applicants are not, in the opinion of the Employer, considered to be suitable for such vacancy, then the Employer may fill the vacancy from the open market subject to the applicants’ right to the grievance procedure. 16:04 Job postings shall show location, title, rate of pay, normal starting and finishing times, regular biweekly hours and anticipated start date. 16:05 An employee on vacation when a vacancy occurs shall be considered for the promotion or transfer provided he has submitted the prescribed application form to the Employer prior to his departure. 16:06 An employee on leave of absence due to illness shall be considered for a new position is created, either inside promotion or outside transfer along with all other applicants provided that during such absence he advises the Employer by telephone or otherwise that he wishes to be considered for any vacancies occurring during his absence. 16:07 The name of the bargaining unitsuccessful applicant for positions shall be posted within twenty-four (24) hours of advising the successful applicant or within twenty- four (24) hours of the closing of the posting if no applicants. Such posting shall remain posted for ninety-six (96) hours. The posting once removed from the board shall be forwarded to the local president. 16:08 The successful applicant to a job posting shall not be entitled to apply for another job posting for a period of six (6) months from the date of closing of the job posting he was accepted for, unless such subsequent job posting would constitute a promotion, a permanent position or an increase in scheduled hours of work. 16:09 For situations related to Workers Compensation and/or illness and/or accident where a definitive expiry date cannot be specified, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for state on the job if they so desireposting that the said position will expire subject to twenty-four (24) hours’ notice of return of current incumbent to his/her position. If Any positions directly resulting from the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region above procedure will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice same manner. On expiry of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) monthsposition, the Employer will temporarily fill regular employee shall return to their former position(s) provided the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect regular employee has a right to last longer than twelve (12) months due return to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowancesuch position. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. 14.1 In the event that new positions or temporary positions are created or vacancies arise within the bargaining unit which the Company intends to fill, the Company will post the initial jobs or vacancies for a period of seven (a7) When a vacancy occurs or a new position is createdcalendar days. Subsequent vacancies will not be posted. The posting will stipulate the qualifications, either inside or outside wage rate, shift, and shopping center location concerned. Members of the bargaining unitunit who wish to apply for the position must sign the posting. If the member is off for any reason, the Employer Union Xxxxxxx may sign on their behalf. In the event two (2) or more bargaining unit employees apply, the following procedure will provide job postings by e-mail determine the successful applicant: a) the qualifications of the applicants, and b) the seniority of the applicants. Where the qualifications of two (2) or more applicants are equal, seniority will be the determining factor. 14.2 The Company will be permitted to all active hire new employees from outside the bargaining unit where there are no applicants for a posted position or where none of the applicants are capable of performing the work required. The Company will discuss with unsuccessful applicants, if requested, the manner in which the employee may improve his/her qualifications in order to be considered for any future vacancy. 14.3 Where an employee within the bargaining unit applies for and inactive employees except where is awarded a hard copy is requested by an inactive employee. Such postings posted job, there shall be in effect for a minimum thirty (30) calendar day trial period which shall commence on the first day that the employee assumes the duties of three the posted position. During said thirty (330) weeksday period, in order that they the employee may apply in writing for the job return to their previous position if they so desirechoose. If the location of a posted position is subsequently changed before an appointment to the position has been madeIn such case, the posting will be withdrawn and a revised posting will be issuedemployee may return to their previous position if they so choose. The foregoing does not apply to positions within In such case, the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who employee may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where displace an employee gives notice who has moved into their previous position, seniority permitting. Conversely, if the Company determines that the employee is incapable of performing the duties of the posted position, the Company will have the right to return the employee to his/her intent previous position, subject to retire at the completion employee having the right to grieve such decision by the Company. If an employee’s seniority prevents him/her from returning to their former position, they will be allowed to bump a junior employee in another position and each employee so affected may bump accordingly. 14.4 For the purpose of this agreement, “temporary vacancy” is defined as a vacancy in excess of thirty (30) calendar days resulting from the absence of a bargaining unit employee due to sickness, WSIB, a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedurevacation. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through in accordance with the posting procedureprovision of Article 14. 1. In Upon the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment return of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the absent employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for awarded the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject position shall return to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outtheir regular position. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. 13.01 In the event new jobs are created or vacancies occur in existing job classifications including new positions which are created for a specific term or task (a) When unless the Employer notifies the Union in writing that it intends to postpone or not fill a vacancy occurs or a new position is created, either inside or outside of the bargaining unitvacancy), the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect post such new job(s) or vacancies for a minimum period of seven (7) calendar days and shall stipulate the qualifications, classification, rate of pay, department, approximate start date (if known), and initial assignment (shift and floor), before new Employees are hired, in order to allow Employees with seniority to apply. An Employee who wishes to be considered for the position so posted shall signify her desire by making written application in accordance with the provisions of the posting. The name of the successful candidate will be posted immediately after she is advised and shall remain posted for a period of three (3) weekscalendar days. 13.02 Employees shall have the right to bid during such seven (7) calendar day period on any such vacancy or new job created. Such vacancy or new job created shall be filled from the applications received on the basis of seniority provided the senior Employee possesses the necessary qualifications and ability to perform the work required. In cases where the qualifications and ability are equal, seniority shall govern. 13.03 The successful applicant shall be placed on a trial period in order that they may apply in writing a new position for a period up to ten (10) shifts worked. Such trial promotion shall be confirmed after the trial period is completed unless: (a) the Employee feels she is not suitable for the job if they so desire. If position at any time during the location of a posted position is subsequently changed before an appointment trial period and requires the Employee to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply return to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements.her former position; (b) Providing sufficient notice of the Employer feels that the Employee is not suitable for the position at any time during the trial period and requires the Employee to return to her former position. (c) Once an impending vacancy employee has been received, accepted a posting permanent position they will be issued up restricted from applying to any subsequent postings for a period of six (6) months prior to following the start date in the new position. Once an employee accepts a temporary position becoming vacant and every effort they will be made restricted from applying to post the impending vacancy no later than three any subsequent temporary posting for a period of six (36) months prior months. Employees in a temporary position can apply to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employeeat any time. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For Where a temporary/acting position has ended before the first thirty six (306) daysmonth period has elapsed, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowanceemployee in that temporary/acting position will be permitted to apply to another open position. (ii) For the next thirty (30) daysPart-time and part-time casual employees can apply to a permanent, payment of 50% of hotel room, single occupancy, plus payment of the infull-town meal allowancetime line at any time. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed 13.04 If no applications to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment fill such vacancy or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus new job created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), are received from Employees then the Employer will inform staff within fill the region vacancy or new job created in any manner it sees fit. 13.05 Copies of such opportunities, by circulating notice within all job postings shall be submitted to the offices in the region, outlining the details Chief Xxxxxxx of the assignmentUnion Committee at the time of posting. Staff The Chief Xxxxxxx will be required to make their interest notified in such opportunities known to writing of the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costssuccessful applicant.

Job Postings. 15.01 a. All job vacancies in new or existing jobs within any department shall be posted on the bulletin board(s) for a period of ten (a10) When a vacancy occurs or a new position is created, either inside or outside calendar days prior to the filling of the bargaining unitjob vacancy. Employees within all departments, desiring consideration in filling the Employer will provide job postings vacancy, shall signify their desire by e-mail submitting a job bid application during the period in which it is posted. A receipt of the job application shall be given to all active and inactive employees except where a hard copy is requested by an inactive the employee. Such postings shall All jobs will be in effect for a minimum of three (3) weeks, in order that they may apply in writing for awarded from within the job if they so desirevacancy department within seven (7) calendar days from the end of the ten (10) day posting period. If a job vacancy is not filled from within the location of a posted position department, applications received from employees in other departments during the ten (10) calendar day posting period will be given preference. The employee who is subsequently changed before an appointment to successful in obtaining the position has been made, the job posting will be withdrawn and a revised moved into that posting within thirty (30) calendar days. Where it is not practical to move the successful employee within thirty (3 0) calendar days the employee will be issuedpaid the higher rate of pay effective the thirty-first (31) day after the posting is awarded. The foregoing does Company will not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted unreasonable in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer determining when it is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only possible to the following extent: (i) For the first move employees within thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of . If the in-town meal allowance. (ii) For job vacancy is not filled by the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangementjob applicant(s), the employee Company may hire to fill such vacancy. When a person is hired from outside the Company to fill the job vacancy, the Company will advise the Union the name of the person hired. The job posting notice shall contain a brief job outline, qualifications required for the job, the title and classification of the job, the current shift schedule, and wage rate for the job. The information contained in the job posting notices shall be consistent. Any changes to the job posting notices will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty reviewed with two (602) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half executive members of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outUnion. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When 11.01 Prior to filling a vacancy occurs or for a new position is created, either inside or outside of the bargaining unitcovered by this Agreement, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect post notice of the vacancy on the Staff Website for a minimum of three seven (37) weeks, in order that they may apply in writing for working days and staff will be e-mailed an electronic copy of the posting. The posting shall contain a summary of the job if they so desireduties, qualifications required, and location. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting Casual opportunities will not be withdrawn and a revised posting will be issuedposted. The foregoing does not apply to Vacancies for term positions within the Quebec Region. Job postings for the Quebec Region will be posted in accordance with Article 11.06. (a) In cases where qualifications, performance, and ability are relatively equal, seniority shall be the Quebec Region and will be sent to other employees who may qualify as to language requirements.deciding factor; (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a Employees on leave of absence or vacation scheduled may apply for vacancies provided they are available to end start work within four (4) weeks of the commencement of the position. An exception to this procedure shall be that any employee on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on Pregnancy and Parental Leave (Article 18.07) may apply at any time for a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employeevacancy. (ci) When the Employer can reasonably expect The successful applicant shall be placed on trial for a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve period of ninety (1290) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting proceduredays. In the event the said vacancy successful applicant proves unsatisfactory during the trial period, or if the employee is temporarily filled by an existing unable to perform the duties of her new job, she shall be returned to her former job and wage rate without loss of seniority. Any other employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment promoted or transferred because of the in-town meal allowanceinitial vacancy shall also be returned to her former job and wage rate, without loss of seniority. (ii) For An employee selected for their first regular status position as a result of a posted vacancy need not be considered for a further vacancy for a period of up to one (1) year from the next thirty (30) days, payment date of 50% of hotel room, single occupancy, plus payment her selection. Where an application is given consideration it will be by mutual consent of the in-town meal allowanceEmployer and the Union. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week Employees who are unsuccessful will be reimbursed notified in writing within five (5) working days from the date of acceptance by the successful candidate. All employees shall have the option to debrief with the employee, plus payment hiring manager upon request. 11.04 Employees promoted or transferred to positions outside of the in- town meal allowance. (iv) In the event that the employee decides bargaining unit may be returned to take up temporary accommodation other than a hotel room their former job and wage rate within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half Any other employees promoted or transferred because of the first month's rent initial promotion or lodging costs transfer of the employee outside of the bargaining unit will also be reimbursedreturned to their former job and wage rate. And the subsequent temporary vacancy thus created will not be subject Employees who are so returned to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise their former job in the bargaining unitunit will retain their original seniority. 11.05 Prenatal classes shall be offered to either full-time or part-time regular staff, which can reasonably be expected before any casual or term employee, according to go beyond three requests received on the following basis: (3a) months (but that do not fall under Article 11.01(c) of the collective agreement)Prior to filling any prenatal teaching position, the Employer will inform post annually notice of the classes planned on the Staff Website for a minimum of seven (7) working days in addition to sending the posting by email to all staff within in order that all employees may make written request to the region supervisor; (b) The Employer agrees employees on pregnancy and adoption leave may teach prenatal classes excluding the first seventeen (17) weeks of such opportunities, by circulating notice within leave when the offices employee is receiving maternity subsidy. The Union agrees that such employees shall be paid their hourly rate only. 11.06 Where a temporary vacancy occurs for a period of four (4) months or longer the vacancy shall be posted. The first vacancy that occurs as a result of an employee accepting the original term assignment shall be posted for seven (7) working days. Any resulting vacancy (vacancies) shall not be posted. The status of employees working in temporary vacancies shall change to reflect the region, outlining the details status of the vacancy, including applicable wage rate for the period of the vacancy. At the end of the temporary assignment, the employee shall be returned to her former status, position and applicable wage rate subject to any changes to the employee’s status, position or wage rate which would have occurred had they not taken the temporary assignment/position. 11.07 Regular employees filling term or temporary positions may not apply for other term/temporary assignments prior to the expiration of the current term or temporary assignment. Staff will be required to make their interest in such opportunities known to Casual employees filling term or temporary assignments may not apply for other term or temporary assignments which begin before the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with expiration of the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costscurrent term or temporary assignment.

Job Postings. (a) When a vacancy occurs or a new position is created12.01 The Employer undertakes the responsibility of posting all permanent full time and part time union job vacancies as they occur, either inside or outside of the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employeeon designated notice boards. Such postings posting shall be in effect remain on the notice boards for a minimum of three seven (37) weeksdays before the job is filled and shall stipulate the qualifications, in order classification, rate of pay and department concerned. All postings shall be open to Full Time and Part Time members. 12.02 In the event that they may two or more employees apply in writing for the posted vacancy, where qualifications and Bethesda job if they so desire. If related experience are equal, then seniority shall be the location determining factor. 12.03 The Employer is free to temporarily fill a vacancy as it sees fit during the posting period and up to the time an appointment is made and no grievance may be filed. 12.04 An appointment shall be made within thirty (30) days of the end of the posting period unless the Employer has given the Union written notice that it intends to postpone or not to fill the vacancy. 12.05 A full time employee who is transferred as a result of a posted position job posting is subsequently changed before an appointment subject to a trial period for the first six (6) months. Should the employee not prove suitable or should they choose to return, prior to the end of the six (6) month probationary period, they shall be transferred back to the Department from which they came when a position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirementsbecomes available. 12.06 The Employer will provide the President of the Union with copies of Union job postings and the names of the successful applicants within four (b4) Providing sufficient notice days of their appointment. 12.07 An employee may place a written application for a particular classification with the Human Resources Department. Such an impending vacancy has been received, a posting application will be issued up to remain on file for six (6) months prior to the position becoming vacant and every effort will be made to post reviewed should a posting for that classification be made. 12.08 All unionized employees who apply for a posting in the impending vacancy no later than three bargaining unit shall be granted an interview for the position. Applicants will receive written notice of the outcome of their application. 12.09 Union staff applying for a bargaining unit position that have been granted a position within the last six (36) months prior to through the job posting process, transfer or new hire need not be considered for a position becoming vacant. Where an employee gives notice they have applied for within the first six (6) months of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow their start in such position. 12.10 It is understood that the Employer may choose to fill have the impending vacancy, on a permanent basis, prior work required to the incumbent’s effective date of retirement. The vacancy will only be filled prior performed due to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy known to be less than six (6) weeks in duration by re- assigning tasks to existing full or part time employees without posting the position. Where the Employer decides to fill a temporary vacancy, it will be posted internally, bargaining unit wide, for a period of seven (7) consecutive calendar days. Bargaining unit members may apply for the position within the CSU bargaining unit time limits identified, interviews will be conducted with only those staff that meet the posted qualifications. The posting shall stipulate the qualifications, classification, rate of pay and department and a copy shall be provided to last longer than twelve (12) months, the Employer will temporarily fill union. Where there are no successful applicants from within the vacancy through the posting procedure. Temporary vacancies in the CSU CUPE bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week position will be reimbursed to the employee, plus payment of the in- town meal allowanceposted agency wide or external. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When a vacancy occurs or a new For all permanent position is created, either inside or outside of the bargaining unitvacancies intended to be filled, the Employer will provide job postings by e-mail to Corporation shall post notices with the information as indicated in schedule ‘C’ on all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect bulletin boards for a minimum period of one week and shall send a copy to the Unit Chairperson. The Corporation reserves the right to revisit completed recruitments posted within three (3) weeksmonths of a position being filled that has been vacated by an Employee within their trial period. For the Community Centre Administrative Clerk position, the Corporation shall have an on- going posting to create a pool of applicants to draw from. Employees who have completed their probationary period may make written application for such permanent job vacancy within such posting period and will receive acknowledgement of their applications. Employees will be limited to one lateral transfer in order that they may apply in writing for a twelve month period. The Corporation will interview internal applicants who meet the qualifications as outlined on the job if they so desireposting. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every Every effort will be made to post fill posted vacancies within three months of the impending vacancy closing date as noted on the job posting. The employee who is the successful applicant to a posted position and who is required to remain in their current position until a replacement is hired will receive their new rate of pay no later than three (3) months two weeks after accepting the new position. The Corporation may choose to advertise the vacancy externally concurrent to the internal posting. All current internal applicants who have applied for the position will be considered and a selection decision will be made prior to considering external applicants. Human Resources will meet with the position becoming vacantinterviewed and/or tested applicant(s) to review the outcome of any interview if unsuccessful, within eight (8) weeks of the employee receiving notification, and if requested by the employee. Where there is no successful qualified applicant, the Corporation reserves the right to interview unqualified applicants who have applied for the posted position prior to considering external applicants. It is understood that nothing in the Article restricts the right of the Corporation to temporarily assign an employee gives notice of his/her intent to retire at a job currently posted, on an acting basis, until the completion of a leave of absence or vacation scheduled posting procedure has been complied with and arrangements made to end on a date coincident with his/her intended retirement datepermit the employee selected, he/she will be requested to sign a termination agreement which will then allow the Employer if any, to fill the impending vacancy, on . Promotion shall mean a permanent basis, prior transfer to an occupational classification in the incumbentbargaining unit that is paid at a higher rate of pay. Lateral transfer shall mean a transfer to an occupational classification in the bargaining unit that is paid at the same level of pay as the employee’s effective date current rate of retirementpay. The vacancy selection process will only be filled prior applied to all applicants in the date following manner: The Corporation will consider the following factors during the selection process: In cases of retirement where promotion, the termination agreement has been signed by following factors shall be considered: (a) posted qualifications; (b) demonstrated skills and abilities as required for the employee.posted position; (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowancedemonstrated work performance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When 16.01 Where a permanent vacancy occurs within the bargaining unit or a new position within the bargaining unit is createdestablished by the Organization such vacancy shall be posted by the Hospital for a period of seven (7) days both internally and externally, either inside or outside excluding Saturday, Sunday and Holiday. All applications are to be made in writing via email within the posting period. The Organization agrees that it shall post permanent vacant positions within thirty (30) calendar days of the bargaining unitposition becoming vacant. The Employer agrees to comply with the following procedures in respect of such job postings: (a) All permanent vacancies which the Employer is going to fill and /or new jobs which are created within the scope of the collective agreement shall be posted electronically, both internally, using the organization’s intranet and all staff receive an email notification of such posting, and externally. The job postings shall remain posted for seven (7) days, exclusive of Saturdays and Sundays and paid holidays. All postings shall include position, shift information and work area. It is understood that with the knowledge of the Chairperson, the Organization shall have the right to fill any vacancy on an interim basis until the posting procedure herein has been complied with, and arrangements have been made to assign the Employee selected to fill the vacancy to the job. The Employer will provide job postings by e-mail consider its operational and patient needs, those individuals who are qualified to all active perform the available work in the department and inactive employees except where a hard copy seniority. It is requested by an inactive employee. Such postings shall be in effect for a minimum understood that with the knowledge of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been madechairperson, the organization may temporarily fill such vacancies during the posting will period. No grievance may be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirementsfiled concerning such temporary arrangements. (b) Providing sufficient notice of an impending vacancy has been received, a posting It is further agreed that applications for job postings must be submitted by email to Human Resources. Human Resources will be issued up to six (6) months prior confirm by email to the position becoming vacant and every effort will be made to post applicants that the impending vacancy no later than three (3) months prior to application was received before deadline of the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employeejob posting. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit In determining whether any applicant is qualified to last longer than twelve (12) monthsfill such vacancy, the Employer will temporarily fill consider the vacancy through qualifications of the posting procedureapplicant to perform the requirements of the job. Temporary vacancies When in the CSU bargaining unitjudgment of the Hospital, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave shall not be exercised in an arbitrary or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedureunfair manner, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only qualifications to perform the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment requirements of the in-town meal allowance. job are relatively equal as between two (ii2) For or more applicants, seniority shall be the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outgoverning factor. (d) When opportunities for temporary assignments and/or temporary vacancies arise in The Employer will email the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) name of the collective agreementsuccessful applicant to the Chairperson as soon as possible upon receiving signature of acceptance of the letter of offer. All unsuccessful applicants will be emailed a regret letter. (e) It is understood that the successful applicant to a job posting pursuant to this article will have forty-eight (48) hours to accept such offer after notification confirmation. If the successful applicant to a job posting declines the position, the position will then be offered to the next successful applicant under the provisions of Article 16.01(c). If the second successful applicant declines the position, the process will continue, subject of the terms of this Article. (a) The successful applicant for a posted position will be on a trial period of thirty (30) days worked. If the Hospital and the employee agree that he or she should stay in such new job, seniority privileges shall transfer with the employee and the procedure set out in Article 8 shall be utilized if required. In the event that employees revert to their previous jobs at the discretion of the Employer or employee, they shall maintain all the seniority of the previous employment. (b) If a successful applicant for a job posting reverts to her previous job under the provisions of Article 16.02(a), the Employer will inform staff within select a second successful applicant under the region provisions of Article 16.01(c) from among the original applicants for such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writingposting, and any resulting reassignment if the second successful applicant reverts to her previous job under the provisions of Article 16.02(a), the Employer will be determined in consultation with repost the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costsvacancy.

Job Postings. 17.01 When there is a vacancy, a new job created, or a “posted spare” position created, those employees who wish the job shall be considered for the job in order of seniority rating, taking into consideration ability. It is understood that in considering applications for lead men, ability and experience shall be given substantially greater weight and in addition the qualities of leadership will be an important consideration. All vacancies and new jobs created shall be immediately posted seven (7) calendar days on the bulletin boards in (a) When Temporary vacancies resulting from vacations, leaves of absence, sickness, accidents, and such other temporary vacancies as are caused by an employee’s transfer to another job as a vacancy occurs or a new position is created, either inside or outside result of the bargaining unitjob bidding procedure, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be filled by “posted in the Quebec Region and will be sent to other employees who may qualify as to language requirementsspares”. (b) Providing sufficient notice If no posted spare is available for any of an impending vacancy has been receivedthe vacancies described in subsection (a) above, the Company shall fill such vacancies for a posting will be issued period of up to six thirty (630) months prior days with employees to do the position becoming vacant and every effort will job in order of seniority. Such time limits may be made to post extended by mutual agreement for a period not exceeding ninety (90) days. If no request for posting of such vacancies on a temporary basis is received by the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire Company at the completion expiration of a leave the thirty (30) day period an extension of absence or vacation scheduled up to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed ninety (90) days shall not require application by the employeeCompany. (c) When the Employer can reasonably expect a newly-created temporary position or Any job not covered by subsections (a) and (b) above which is not expected to last beyond ninety (90) days shall be posted on a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also basis and may only be filled temporarily through by the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs Company for the remainder period of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject time required by Article 17.01 to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outsuch jobs. (d) When opportunities for If a job should be discontinued within the ninety (90) day period it is understood the employee will revert to his former position. Should the job continue beyond ninety (90) days, it shall be considered a permanent job and posted as such, and if permanently discontinued an employee may exercise his right 17.03 Any vacancies in a regular job which has been filled on a temporary assignments and/or temporary vacancies arise basis and which subsequently becomes a permanent vacancy through death, termination, or other cause connected with the regular job holder, shall be posted and filled in accordance with the provisions of this Article dealing with filling of regular job vacancies. 17.04 If any employee in the bargaining unit, which can reasonably be expected Bargaining Unit desires to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff transfer from one to another Company operation within the region of such opportunitiessame Bargaining Unit, by circulating notice within he shall notify the offices Company and the Union and he shall be considered to fill the vacancies and newly created jobs in the regionother operation in accordance with his seniority and ability. 17.05 Whenever a job classified in the wage scale, outlining other than those listed below, has been filled for a total of thirty (30) man days during a contract year by either one or more employees, such job shall be posted immediately as a vacancy. When the details of Company requires overtime to fill such jobs, only the assignment. Staff will days worked on an overtime basis by an employee supplementing the normal departmental or crew complement on their regular shift shall be required to make their interest counted in such opportunities known to determining the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costsman days worked.

Job Postings. (a) 14.01 When the Employer decides to fill a vacancy occurs or create a new position is created, either inside or outside of within the bargaining unit, the Employer will provide job postings by e-mail shall circulate an email to all active Employees of the posting at least seven (7) calendar days during which time Employees will have the opportunity to apply and inactive employees except where be considered for it. Due to the nature of the industry, and potential urgent need to fill a hard copy is requested by vacant position, the Employer may also simultaneously advertise a job posting for external applicants. 14.02 Should an inactive employee. Such Employee going on an approved leave wish to receive postings shall be in effect for a minimum via email while they are out of three (3) weeksthe workplace, in order that they may apply make a request in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn Human Resources and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region applicable and identified period will be sent to other employees who may qualify as to language requirementsthem via the email address they have provided. (b) Providing sufficient 14.03 The notice shall identify the typical duties required, the qualifications and abilities necessary, the classification, program, and the closing date for submitting applications to the Employer. 14.04 The Employer will circulate an announcement to all Employees advising of an impending vacancy has been received, a posting the name of the successful applicant once the job is filled. The successful applicant will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at advised in person following the completion of the competition. All unsuccessful Employees who applied and were interviewed for the position shall also be notified by the Employer following the position being awarded. 14.05 The needs of the Residents shall be the paramount consideration in making a leave of absence or vacation scheduled to end on selection for a date coincident position. The Employer shall also take into consideration the applicant's knowledge, skills, abilities, past work experience with his/her intended retirement datethe Residents and performance record, he/she and where such factors are relatively equal, an internal applicant will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employeegiven preference over an external applicant. (c) When the Employer can reasonably expect 14.06 Existing non-probationary Employees awarded a newly-created temporary position or position, shall be subject to a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave trial period of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days. During this time, payment of 100% of hotel room, single occupancy, plus payment the applicant’s ability to perform the duties of the innew position will be assessed based on a list of pre-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment determined criteria. Upon successful completion of the in-town meal allowance. (iii) For trial period, as determined by The Employer, the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week Employee shall be confirmed in the position. During the trial period their former position will be reimbursed filled on a temporary basis and that position will be available to them should they not successfully complete the employeetrial period. During this trial period, plus payment of either the in- town meal allowance. (iv) In Employer or the event Employee can determine that the employee decides to take up temporary accommodation other than a hotel room within trial period has not been successful, in which case the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee Employee will be reimbursed a proportionate amount returned to their former position at their former rate of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outpay. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) 13.01 When a permanent vacancy occurs in a classification within the bargaining unit or a new position within the bargaining unit is createdestablished by the Employer, either inside such vacancy shall be posted by the Employer, in accordance with this article no later than six (6) weeks from the date the vacancy arose or the new position was established, at each Ambulance Station in the district for a period of seven (7) calendar days. The posting shall stipulate the qualifications, classification, department, and shift. All applications are to be made in writing within the posting period. Upon hiring, the name of the successful applicant shall be posted at each Ambulance Station in the District. The Employer will notify internal applicants of the status of their candidacy within thirty (30) calendar days of the completion of the interview. (a) An employee may make a written request for transfer by advising the Employer and filing a Request for Transfer form. Such requests will be considered as applications for posted vacancies as well as subsequent vacancies. The maximum number of positions to which an employee may request a transfer at any one time is four (4). Request for transfer shall become active upon receipt and must be renewed during the month of January of each year to remain so. (b) Vacancies created by the filling of a posted vacancy will be posted for seven (7) calendar days and considerations for such subsequent vacancies will be given to an employee in this bargaining unit who have a request for transfer on file. 13.03 Employees shall be selected for posted vacancies within the bargaining unit based upon seniority provided the successful applicant has the skills, ability and qualifications necessary to perform the required work. 13.04 The employees eligible for consideration shall be limited to those employees who have applied for the position in accordance with Article 13.01 and 13.02, and selection shall be made in accordance with Article 13.03, it being understood that should there be no qualified applicant, the Employer may attempt to fill the position from outside of the bargaining unit. 13.05 Temporary vacancies (full-time, the part-time casual and temporary employees) The Employer shall post and fill all temporary vacancies in accordance with Article 13 and any subsequent temporary vacancies to replace employees(s) who will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by be on an inactive employee. Such postings shall be approved leave of absence in effect for a minimum excess of three (3) weeksmonths including absences due to pregnancy or parental leave, in order that they may apply in writing for WSIB disability, sick leave, long term disability, or to perform a special non-recurring task. Such vacancies shall be posted within 14 days of the job if they so desire. If identification of the location vacancy being of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to month or longer duration. The term of such temporarily filling of the position becoming vacantshall not exceed one (1) year unless there is a mutual agreement between the Union and the Employer. Where The release of an externally hired temporary employee gives notice of his/her intent to retire at for reasons other than discharge for just cause shall not be the completion subject of a leave of absence grievance or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employeean arbitration. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When 11.01 Where a permanent vacancy occurs in a classification within the bargaining unit or a new position within the bargaining unit is createdestablished by the Hospital, either inside or outside such vacancy shall be posted by the Hospital for a period of seven (7) days excluding Saturday, Sunday and holidays. Vacancies created by the filling of an internal permanent vacancy within the bargaining unit shall be posted for a period of five (5) consecutive days excluding Saturday, Sunday and holidays. All applications are to be made in writing within the posting period. The Hospital agrees that it shall post permanent vacant positions within thirty (30) calendar days of the bargaining unitposition becoming vacant, unless the Employer will provide job Hospital provides the union notice under Article 10.02 (a) of its intention to eliminate the position. 11.02 The postings by e-mail referred to all active in Article 11.01 shall stipulate the qualifications, classification, rate of pay, worksites department and inactive employees except where shift, and a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment provided to the position has been madeChief Xxxxxxx or designate. 11.03 Employees shall be selected for positions under either Article .01 on the basis of her or his ability, experience and qualifications. Where these factors are relatively equal amongst the posting will be withdrawn and a revised posting will be issuedemployees considered, seniority shall govern providing the successful applicant, if any, is qualified to perform the available work. The foregoing does not apply to positions within name of the Quebec Region. Job postings for the Quebec Region successful applicant will be posted in on the Quebec Region bulletin board for a period of seven (7) calendar days and unsuccessful applicants will be sent notified. 11.04 Where there are no successful applicants from within this bargaining unit for positions referred to in Article .01 employees in other SEIU service bargaining units at the Hospital will be considered for such positions prior to considering persons not employed by the Hospital. The employees eligible for consideration shall be limited to those employees who may qualify as to language requirementshave applied for the position in accordance with Article .01 and selection shall be made in accordance with Article .03 above. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up 11.05 Vacancies which are not expected to exceed six (6) months will not be posted and may be filled at the discretion of the Hospital. In filling such vacancies consideration shall be given to part-time employees in SEIU service bargaining units who have recorded their interest in writing prior to considering persons not employed by the position becoming vacant Hospital. In considering such part-time employees the criteria for selection in .03 shall apply. Part-time employees selected to fill a vacancy under this Article will continue to maintain her or his part-time status and every effort upon completion of the assignment the employee will be made return to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent former position. 11.06 The Hospital shall have the right to retire at fill any vacancy on an interim basis until the completion of a leave of absence posting procedure or vacation scheduled the Request for Transfer procedure provided herein has been complied with, and arrangements have been made to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow assign the Employer employee selected to fill the impending vacancy, on a permanent basis, prior vacancy to the incumbent’s effective date of retirementjob. The vacancy will only No grievance may be filled prior to the date of retirement where the termination agreement has been signed by the employeefiled concerning such temporary arrangements. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer 11.07 The successful applicant will temporarily fill be placed in the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is for a trial period not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the exceeding forty-five (45) day xxxxworking days and if the employee proves satisfactory, 50% of one-half then he/she shall be considered permanently assigned to the vacancy. If the employee proves unsatisfactory during that time, or if the employee feels he/she is unable to perform the duties of the first month's rent or lodging costs vacancy to which he/she is posted, the employee will be reimbursedreturned to his/her former position at his/her former salary or rate of pay, as will any other employee in the Bargaining Unit who was promoted or transferred by reason of such placing. And the subsequent temporary vacancy thus created will Newly hired employees shall be terminated and such termination shall not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outgrievance and arbitration procedures. 11.08 Successful applicants and newly hired employees will not be permitted to apply for job postings or any subsequent vacancies for a period of six (d6) When opportunities for temporary assignments and/or temporary vacancies arise in months, unless otherwise mutually agreed or an opportunity arises which allows the bargaining unit, which can reasonably be expected employee to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costschange his or her permanent status.

Job Postings. (a) When a permanent vacancy (no recognized incumbent) occurs in a job position excluding lines of progression except for the entry job in that line of progression, the Company shall post such position on a plant wide basis. This notice shall indicate the job, rate of pay and qualifications necessary for promotion within that particular line of progression in the case of an entry job, or the qualifications required to do the job being posted for. Such posting shall be for a new position is created, either inside or outside period of seven (7) calendar days and the Company shall have the right to make a temporary appointment. Such temporary appointment shall not be considered in determining the qualifications of the bargaining unitapplicants during the selection process. The senior applicant who has the qualifications to do the job in question (entry job in the case of line of progression), the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect awarded the permanent job posting. Any successful applicant will be on trial for a minimum period of three five (35) weeks, in order that they may apply in writing for the job if they so desiredays at work. If the location of a posted employee proves satisfactory, he will then be confirmed in his new position. If the employee proves unsatisfactory during the trial period, or asks to be returned to his former job position is subsequently changed before an appointment to during the position has been madetrial period, the posting he will be withdrawn and a revised posting returned to his former job position as will be issuedothers who are transferred or promoted by reason of the employee's successful application. The foregoing five (5) day trial period does not apply to positions within a successful applicant who is deemed qualified to perform the Quebec Regionposted job because they have performed the job at sometime in the past. Similarly, when an employee requests a lateral move on the same job or another shift, the trial period will not apply. Employees who are absent for reasonable cause at the time of posting, will be added to the Job postings for Posting List, provided they inform the Quebec Region Company in writing prior to being off, that they want to be added to the job posting applications. Successful applicants’ names will be posted in on the Quebec Region and bulletin board within forty- eight (48) hours after the period of job posting has expired. Unsuccessful applicants will be sent to other given the reasons why they are not selected, if they are senior employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, on the posting list. When a posting will be issued up to six (6) months prior to the position becoming vacant is posted and every effort will be made to post the impending vacancy there are no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire successful applicants at the completion conclusion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible Company will ask by plant seniority those who have no permanent posting at the time, if they want the job in question. If no one wants the position, then the most junior person, without a permanent job posting, must take the job and that person will be deemed permanently posted on the job in question. Employees that post for said employee's moving costs a job and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment go through any portion of the in-town meal allowance. (ii) For training period and then subsequently turn the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created job down will not be subject permitted to the posting procedure. In cases where post for another job for a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outperiod of six (6) months. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When 13.01 For employees currently working, when a job vacancy occurs or at a time when the work force is being increased will first be offered to the employee who held the job, and it was the employee's primary job, prior to being reclassified downward. If such employee rejects the job vacancy then the job shall be posted as below. Employees refusing recall to their previous job will assume the rate of their new position is createdclassification. 13.02 An employee being recalled from lay-off shall be recalled to fill any vacancy and not necessarily be returned to the job he held prior to lay-off. However, either inside or outside after recall if the recalled employee's primary job becomes vacant, he shall be given first opportunity as contained herein. Employees may not refuse recall. 13.03 Vacancies in existing jobs not filled in accordance with (13.01) above, above Job Class 2, will be posted on an individual basis on the plant bulletin boards, stating all pertinent information about the vacancies (job, rate of pay, etc.) for five (5) calendar days. Pre Bidding employees who are absent for any reason may Pre Bid on all job classifications. Employees will make their applications for such vacancies on a form supplied by the bargaining unitCompany, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings which shall be in effect triplicate, with the employee retaining one (1) copy receipted by the Production Superintendent. The Company will give the President of the Union the names of those employees bidding, together with the third copy of the application form. Upon completion of the job posting the name of the successful applicant will be posted within five (5) days. 13.04 Applicants for such job vacancies shall be considered on the basis of qualifications and seniority. Where qualifications are relatively equal, length of service shall govern. 13.05 An employee selected by the employer to fill a minimum of vacancy as provided for in Article 13 may be allowed a reasonable probationary period not to exceed thirty (30) days in which to satisfactorily perform the new job. Employees who fail to satisfactorily perform the new job will be returned to their regular job. The employer is not required to continue this trial period for the full thirty (30) days if at any time during the trial period it is deemed that the employee cannot satisfactorily perform the new job. This thirty (30) day period may be extended by mutual agreement by the Company and the Local Union President or his designate. 13.06 A committee, including the Local Union President, and one (1) other member named by the Union and two (2) members named by the Company shall meet as required, but at least once in each thirty (30) days to discuss and settle any questions that arise from the job posting procedure. A decision made by any three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment members of the in-town meal allowancecommittee shall be final and binding on the parties. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. ‌ (a) When a vacancy occurs or a new position is created, either inside or outside of the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply in writing for the job if they so desire. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed to the employee, plus payment of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxxmark, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When a vacancy occurs Except for the positions of Crane Operator and Spareman, vacancies in existing or a new position jobs which are recognized as permanent type jobs that are not filled through movement within the lines of progression, will be posted on the plant bulletin boards for seven (7) calendar days including the day the notice is created, either inside or outside of the bargaining unit, the Employer will provide job postings by e-mail to all active and inactive posted. During this period employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect for a minimum of three (3) weeks, in order that they may apply make application in writing for transfer to the posted job. Applications can be obtained from and, once completed, returned to the Gerdau Court Security Office within the notification period. The employee with the greatest amount of plant seniority will be given the job. Employees currently occupying a Trade and Craft position are not eligible to apply for any other position unless specifically agreed to between the Company and the Union Negotiating/Grievance Committee. Employees absent due to illness or accident who are expected to return to work will be informed in writing of any vacancy posted during the absence. Employees applying for vacation or leave of absence must indicate on the request form the desire to apply for any specific jobs that may be posted during their vacation or leave of absence. A production employee who receives a transfer through the job if they so desireposting procedure will not apply again until seven (7) consecutive months have elapsed, except to apply for a Trade and Craft Apprenticeship. If the location of a posted position is subsequently changed before an appointment to the position has been madePermanent postings not lasting seven (7) months will be treated as temporary, and all movements made associated with the posting will be withdrawn and a revised posting reversed. The most senior employee from the list of applicants will be issued. The foregoing does not apply to positions installed in their new job within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, a posting will be issued up to six (6) months prior to the position becoming vacant and every effort will be made to post the impending vacancy no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment unless specifically agreed to between the Company and the Union Negotiating/Grievance Committee. In the case of 100% Trade and Craft vacancies, successful applicants will be determined by job seniority. If no successful applications are received from seniority employees, the Company will fill the vacancy with the junior Spareman from within the department. During posting and vacancy filling procedures, the Company may assign a Spareman from within the department to the vacancy(ies), for a period not to exceed 30 Calendar Days, in accordance with Article 23 of hotel roomthis Collective Agreement, single occupancy, plus payment provided he has the ability to perform the normal requirements of the in-town meal allowancejob. (iib) For The Company will develop comprehensive job related tests applicable to the next thirty (30posting for the filling of a vacancy in mould set-up. Employees applying for Crane Replacement Operator vacancies will be given a depth perception test to determine their suitability. In posting Trade and Craft or assigned maintenance jobs, the requirements will be that the successful applicant will have served a Government recognized apprenticeship with a current certificate of qualification and be able to demonstrate the ability to utilize the equipment involved in the job description. However when posting for the position of Welder/Fitter the requirements will be that the successful applicant will be able to provide proof of related employment experience for a period of not less than five(5) daysyears, payment of 50% of hotel room, single occupancy, plus payment be able to demonstrate the ability to utilize the equipment involved in the job description and be required to successfully complete the applicable Canadian Welding Bureau test. 15.02 All applicants for a posted job will be advised via the Company bulletin boards of the in-town meal allowanceselection within ten (10) days after the final date of the posting. A copy of the posting, the applicants and the successful applicant will be forwarded to the Union. (iii) For 15.03 New Production employees, other than those hired as Crane Replacement Operators in accordance with Article 13.06 e), shall be designated as Sparemen and shall be assigned to a specific department as required. Job seniority shall not accumulate in this Spareman job. Except for vacancies in Skilled Trades or Crane Operator positions, the next thirty (30) daysSpareman position can be applied to fill temporary vacancies as required by the Company in accordance with Articles 14.01 and 16.01, a living-out allowance of one hundred dollars ($100.00) per week will be reimbursed by employees with the ability to perform the employee, plus payment normal requirements of the in- town meal allowance. (iv) In the event that the employee decides job. A Spareman assigned to take up temporary accommodation a job other than the Spareman position for a hotel room within shift shall receive the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee rate for that job. Transfers to other shifts will only be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment made at the forty-five (45) day xxxx, 50% of one-half end of the first month's rent completed work week. It is agreed that permanent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created vacancies will not be subject filled by a succession of Sparemen in order to avoid the posting procedurerequirement to properly post or otherwise fill the vacancy in accordance with other provisions in this Collective Agreement. In cases where a temporary vacancy is being filled through For the posting procedurepurpose of regression for all incumbents the Crane Line of Progression will remain as it was prior to February 27, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out1988. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When a permanent vacancy (no recognized incumbent) occurs in a job position excluding lines of progression except for the entry job in that line of progression, the Company shall post such position on a plant wide basis. This notice shall indicate the job, rate of pay and qualifications necessary for promotion within that particular line of progression in the case of an entry job, or the qualifications required to do the job being posted for. Such posting shall be for a new position is created, either inside or outside period of seven (7) calendar days and the Company shall have the right to make a temporary appointment. Such temporary appointment shall not be considered in determining the qualifications of the bargaining unitapplicants during the selection process. The senior applicant who has the qualifications to do the job in question (entry job in the case of line of progression), the Employer will provide job postings by e-mail to all active and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect awarded the permanent job posting. Any successful applicant will be on trial for a minimum period of three five (35) weeks, in order that they may apply in writing for the job if they so desiredays at work. If the location of a posted employee proves satisfactory, he will then be confirmed in his new position. If the employee proves unsatisfactory during the trial period, or asks to be returned to his former job position is subsequently changed before an appointment to during the position has been madetrial period, the posting he will be withdrawn and a revised posting returned to his former job position as will be issuedothers who are transferred or promoted by reason of the employee's successful application. The foregoing five (5) day trial period does not apply to positions within a successful applicant who is deemed qualified to perform the Quebec Regionposted job because they have performed the job at sometime in the past. Similarly, when an employee requests a lateral move on the same job or another shift, the trial period will not apply. Employees who are absent for reasonable cause at the time of posting, will be added to the Job postings for Posting List, provided they inform the Quebec Region Company in writing prior to being off, that they want to be added to the job posting applications. Successful applicants’ names will be posted in on the Quebec Region and bulletin board within forty- eight (48) hours after the period of job posting has expired. Unsuccessful applicants will be sent to other given the reasons why they are not selected, if they are senior employees who may qualify as to language requirements. (b) Providing sufficient notice of an impending vacancy has been received, on the posting list. When a posting will be issued up to six (6) months prior to the position becoming vacant is posted and every effort will be made to post the impending vacancy there are no later than three (3) months prior to the position becoming vacant. Where an employee gives notice of his/her intent to retire successful applicants at the completion conclusion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer to fill the impending vacancy, on a permanent basis, prior to the incumbent’s effective date of retirement. The vacancy will only be filled prior to the date of retirement where the termination agreement has been signed by the employee. (c) When the Employer can reasonably expect a newly-created temporary position or a temporary vacancy within the CSU bargaining unit to last longer than twelve (12) months, the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs Company will ask by plant seniority those who have no permanent posting at the time, if they want the job in question. If no one wants the position, then the most junior person, without a permanent job posting, must take the job and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week that person will be reimbursed to deemed permanently posted on the employee, plus payment of the in- town meal allowancejob in question. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee will be reimbursed a proportionate amount of rent or lodging costs for the remainder of those sixty (60) days. For example, if an employee moves into an apartment at the forty-five (45) day xxxx, 50% of one-half of the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried out. (d) When opportunities for temporary assignments and/or temporary vacancies arise in the bargaining unit, which can reasonably be expected to go beyond three (3) months (but that do not fall under Article 11.01(c) of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff will be required to make their interest in such opportunities known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costs.

Job Postings. (a) When a vacancy occurs or a new position is created, either inside or outside All job vacancies which occur within the bargaining unit (except base rate jobs mutually agreed to by the Company and the Union) shall be posted within two (2) days of the bargaining unit, the Employer will provide job postings by e-mail to all active vacancy and inactive employees except where a hard copy is requested by an inactive employee. Such postings shall be in effect posted for a minimum period of three (3) weeksworking days. Employees on vacation, in order that they may leave of absence, or sick leave will be given an opportunity to apply in writing for the job if they so desireposting. If the location of a posted position is subsequently changed before an appointment to the position has been made, the posting Lateral moves will be withdrawn and a revised posting will be issued. The foregoing does not apply to positions within the Quebec Region. Job postings for the Quebec Region will be posted in the Quebec Region and will be sent to other employees who may qualify as to language requirementspermitted on permanent postings. (b) Providing sufficient notice of an impending vacancy has been received, a posting Such vacancies will be issued up to six (6) months prior filled in accordance with seniority subject to the position becoming vacant ability of the employee to perform the normal duties of the job and every effort will be made to post the impending vacancy filled no later than three (3) months prior to the position becoming vacantMonday after the end of the posting period. Where an When the permanent transfer of the employee gives notice can not be made as a result of his/her intent to retire at the completion of a leave of absence or vacation scheduled to end on a date coincident with his/her intended retirement date, he/she will be requested to sign a termination agreement which will then allow the Employer company’s inability to fill the impending vacancyjob position that is now being opened as a result of the successful applicant, on the Company may hold the successful applicant back from completing transfer provided they commence a permanent basistraining program no later than the Monday when the official end of the job posting period begins. During this period the employee held back shall receive the new rate if such rate is higher than his current rate of pay. Once a trained replacement is secured, prior to the incumbent’s effective date of retirement. The vacancy Company will only be filled prior to then complete the date of retirement where job posting by moving the termination agreement has been signed by the employeesuccessful applicant into his newly acquired position. (c) When Any successful applicant will be on trial for a period not to exceed ten (10) days at work. If the Employer can reasonably expect a newly-created temporary position employee proves satisfactory, he will the be confirmed in his new position. If the employee proves unsatisfactory during the trail period, or a temporary vacancy within asks to be returned to his former classification during the CSU bargaining unit trial period, he will be returned to last longer than twelve (12) monthshis former classification and department at his former rate of pay, as will the Employer will temporarily fill the vacancy through the posting procedure. Temporary vacancies in the CSU bargaining unit, which the Employer can reasonably expect to last longer than twelve (12) months due to sick leave others who were transferred or other authorized leave of absence, will also be filled temporarily through the posting procedure. In the event the said vacancy is temporarily filled promoted by an existing employee through the posting procedure, the Employer is not responsible for said employee's moving costs and is responsible for his/her accommodation costs only to the following extent: (i) For the first thirty (30) days, payment of 100% of hotel room, single occupancy, plus payment reason of the in-town meal allowance. (ii) For the next thirty (30) days, payment of 50% of hotel room, single occupancy, plus payment of the in-town meal allowance. (iii) For the next thirty (30) days, a living-out allowance of one hundred dollars ($100.00) per week employee’s successful application. Successful applicants’ names will be reimbursed to posted on the employee, plus payment bulletin board within forty eight (48) hours after the period of the in- town meal allowance. (iv) In the event that the employee decides to take up temporary accommodation other than a hotel room within the first sixty (60) days (i.e. an apartment or a commercial rooming arrangement), the employee job posting has expired. Unsuccessful applicants will be reimbursed a proportionate amount of rent or lodging costs for given the remainder of those sixty (60) days. For example, reasons why they were not selected if an employee moves into an apartment at they are the forty-five (45) day xxxx, 50% of one-half of senior employees on the first month's rent or lodging costs will be reimbursed. And the subsequent temporary vacancy thus created will not be subject to the posting procedure. In cases where a temporary vacancy is being filled through the posting procedure, the Employer may nevertheless fill it without recourse to the procedure while the proce- dure is being carried outposting. (d) When opportunities for temporary assignments and/or temporary vacancies arise in If a new job is established during the bargaining unitterm of the Agreement, which can reasonably it will be expected posted according to go beyond three the provisions of this article and the successful applicant shall be trained prior to the implementation of said job. (3e) Employees who are removed from their permanent posted position including moves as a result of automation or technological change, may return to that particular position under the following conditions: That the job opens up permanently within twenty-four (24) months of their being removed provided that they have not posted to another position on a permanent basis. (but that do f) Probationary employees shall not fall under Article 11.01(cbe allowed to bid for any job position until they have completed their probationary period and have become permanent employees. (g) Employees who are on vacation, leave of the collective agreement), the Employer will inform staff within the region of such opportunities, by circulating notice within the offices in the region, outlining the details of the assignment. Staff absence or sick leave will be required given an opportunity to apply for the vacancy, provided they make their interest in such opportunities intentions known to the appropriate director(s) in writing, and any resulting reassignment will be determined in consultation with the Department of Organizing and Regional Services and/or other national department affected. Reassignments will be made taking into consideration seniority, qualifications, and costsCompany.