Common use of Job Postings Clause in Contracts

Job Postings. (a) Where a permanent job vacancy exists which the Board intends to fill (including all part-time or full-time positions), the Board shall post such vacancies by notifying, by e-mail, each permanent employee in the affected professional classification and the Secretary of the Chapter. A permanent employee may apply for the posted position for up to ten (10) working days. If two (2) or more employees have applied for the position, selection will be made on the basis of skill, competence, ability, knowledge and training; if these factors are on balance equal, then seniority shall prevail. If no suitable applicants from within the bargaining unit have been received, then temporary employees and outside applicants can be interviewed. (b) A part-time permanent employee of the Bargaining Unit will inform their Supervisor in writing of their interest in being considered for temporary assignments. The Board will consider the Bargaining Unit member to fill such temporary assignments. (c) Where a temporary job vacancy exists which the Board intends to fill, the Board will : i) First review the applications of employees identified under Clause 15.01 b). Where a suitable candidate is identified, they will be offered the position. If two (2) or more employees have applied for the position, selection will be made on the basis of skill, competence, ability, knowledge and training; if these factors are on balance equal, then seniority shall prevail. ii) Where no permanent employee has requested consideration under 15.01 b) or no suitable candidate is identified, the Board will review the applications from active temporary employees. Selection will be made on the basis of skill, competence, ability, knowledge and training. Where a suitable active temporary candidate is identified, they will be offered the position. Where no temporary active employee has applied or no suitable candidate is identified from active temporary employees, the Board may use any means at its discretion to fill such vacancy.

Job Postings. (a) Where Temporary Job Posting 1. The position’s permanent incumbent, whose absence resulted in the temporary vacancy, will be returned to the position at the end of his/her absence from work regardless of their relative seniority against that of the successful candidate to the temporary vacancy. This will include a return to work that is earlier than anticipated. 2. The successful incumbent to the temporary vacancy will be selected using a process similar to the procedure for filling permanent vacancies. 3. The employee on leave will be returned to his/her previous position at the end of the temporary vacancy unless it no longer exists at which point he/she may exercise their seniority rights. 4. Should the employee on leave fail to return to their position within one year, the position will be posted as a permanent job vacancy unless the Parties agree otherwise. 5. The temporary incumbent will be returned to his/her previous position at the end of the temporary vacancy unless it no longer exists at which point he/she may exercise their seniority rights. 6. The successful candidate will have a trial period of not longer than seven (7) calendar days during which the Board intends candidate may opt to fill return (including all part-time or full-time positions)or, if unsuccessful, be returned by the Company) to his/her previous position. 7. The successful candidate will be paid the regular base rate of the position even if the candidate’s permanent position is higher rated. (a) During the tenure of the temporary vacancy, the Board shall post such vacancies by notifying, by e-mail, each permanent employee in successful candidate may not vie for another temporary vacancy unless the affected professional classification and the Secretary of the Chapter. A permanent employee may apply for the posted position for up to ten (10) working days. If two (2) or more employees have applied for the position, selection will be made on the basis of skill, competence, ability, knowledge and training; if these factors are on balance equal, then seniority shall prevail. If no suitable applicants from within the bargaining unit have been received, then temporary employees and outside applicants can be interviewedsecond vacancy is compensated at a higher rate. (b) The above provision (i.e. 8 (a)) will not preclude the successful candidate from posting into a permanent vacancy. 9. In the event of a layoff in the classification of the temporary vacancy, it is understood that the temporary vacancy will be deemed to have ended and the incumbent returned to his/her previous position as per #4. A part-time temporary employee may not exercise his/her seniority rights to displace or remain in the position at the expense of a permanent employee of the Bargaining Unit will inform their Supervisor in writing classification. 10. This Agreement does not override the rest of their interest in being considered for temporary assignments. The Board will consider the Bargaining Unit member Collective Agreement including the Company’s right to fill such temporary assignmentsmaintain a qualified work force. (c) Where a temporary job vacancy exists which the Board intends to fill, the Board will : i) First review the applications of employees identified under Clause 15.01 b). Where a suitable candidate is identified, they will be offered the position. If two (2) or more employees have applied for the position, selection will be made on the basis of skill, competence, ability, knowledge and training; if these factors are on balance equal, then seniority shall prevail. ii) Where no permanent employee has requested consideration under 15.01 b) or no suitable candidate is identified, the Board will review the applications from active temporary employees. Selection will be made on the basis of skill, competence, ability, knowledge and training. Where a suitable active temporary candidate is identified, they will be offered the position. Where no temporary active employee has applied or no suitable candidate is identified from active temporary employees, the Board may use any means at its discretion to fill such vacancy.Permanent Job Posting

Job Postings. (a) Where a permanent job vacancy exists which Job postings for vacant positions within the Board intends bargaining unit, or vacant positions added to fill the bargaining unit, shall be posted for not less than seven (including all part-time or full-time positions), the Board shall post such vacancies by notifying, by e-mail, each permanent employee in the affected professional classification and the Secretary of the Chapter. A permanent employee may apply for the posted position for up to ten (107) working days. If two The posting shall state the number of vacant or newly created positions anticipated. The Chief Shop Xxxxxxx shall receive copies of all job postings. (2b) or more employees have applied All applications for posted positions shall be in writing on a form provided by the position, selection Employer. (c) Applicants for a position will be made selected on the basis of skill, competence, ability, knowledge experience and training; if qualifications. Seniority will be recognized as the key factor when two or more employees are relatively equal in respect to these factors factors. (d) If there are on balance equal, then seniority shall prevail. If no suitable applicants from within the bargaining unit casino who have been receivedthe required skill, then temporary employees ability, experience and outside applicants can be interviewed. (b) A part-time permanent employee of the Bargaining Unit will inform their Supervisor in writing of their interest in being considered for temporary assignments. The Board will consider the Bargaining Unit member to fill such temporary assignments. (c) Where a temporary job vacancy exists which the Board intends to fill, the Board will : i) First review the applications of employees identified under Clause 15.01 b). Where a suitable candidate is identified, they will be offered the position. If two (2) or more employees have applied qualifications for the position, selection the Employer is entitled to hire an employee from outside the casino to fill the position. (e) In filling positions under this Article, the successful applicant shall be given a reasonable trial period of up to six (6) weeks or two hundred (200) hours, whichever is greater worked to determine his/her ability to perform the work required. The trial period will not be ended before six (6) weeks or two hundred (200) hours, whichever is greater without proper cause. This trial period shall begin after the employee’s initial training has been completed. During the training period, employees will be made on the basis of skill, competence, ability, knowledge given performance reviews and training; if these factors are on balance equal, then seniority shall prevailassessment. ii(f) Where no permanent employee has requested consideration under 15.01 b) or no suitable candidate is identifiedDuring the trial period, the Board employee may elect to return, or the Employer may require the employee to return, to his/her former position, in which case the employee will review the applications from active temporary employeesreturn to his/her former position and rate of pay without loss of seniority. Selection Any other employee affected thereby will be made on returned to his/her former position at the basis same rate of skillpay without loss of seniority. (g) The original position, competenceif still vacant, ability, knowledge and training. Where a suitable active temporary candidate is identified, they will be offered posted and filled in accordance with this Article. (h) Various levels of dealers would not be different "positions" in this agreement. For example, level 3 dealer positions will be filled by the position. Where no temporary active employee has applied or no suitable candidate is identified from active temporary employeescourse posting procedure in Article 18.01, as opposed to the Board may use any means at its discretion to fill such vacancyjob posting procedure.

Job Postings. 11.1 All vacancies or newly created positions within the bargaining unit shall be posted within eight (a) Where a permanent job vacancy exists which the Board intends to fill (including all part-time or full-time positions), the Board shall post such vacancies by notifying, by e-mail, each permanent employee in the affected professional classification and the Secretary 8) working days of the Chapter. A permanent employee may apply date that the vacancy occurs. 11.2 All vacancies or newly created positions shall be filled on the basis of seniority and qualifications.* 11.3 The posting period shall be for the posted position for up to a period of ten (10) working daysdays and the posting will set forth the minimum qualifications and the rate of pay. Postings will be placed on the Union bulletin boards in each building. The seniored employee applying for the position who meets the minimum requirements will be awarded the position subject to the completion of a four (4) week trial period (see 11.4 below). Posted positions must be awarded within five (5) work days after the expiration of 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 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 former position, he/she may do so and the position will be offered to the next seniored applicant who meets the minimum qualifications. If, at the end of the four (4) week trial period the employee's job performance has been satisfactory, the position will be 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 employee. If two the applicant/employee disagrees with the adverse evaluation, the matter will be subject to review by the Union and the Employer. 11.6 During the four (24) or more week trial period, employees have applied will receive the rate of pay for the job they are trying out for. 11.7 In the event no bargaining unit members shall apply for a vacancy or newly created position, selection will be made on the basis of skill, competence, ability, knowledge and training; if these factors are on balance equal, then seniority shall prevail. If no suitable applicants Employer may fill the position from within outside the bargaining unit have been received, then temporary employees and outside applicants can the new hire may join the Union. Simultaneous external postings of a vacant position shall be interviewedallowed. (b) A part-time permanent employee 11.8 If a person has previously worked in a position for which she/he bids, and has previously passed the test for said position, she/he shall not be required to take a test for said position. *Clarification of 11.2. To determine qualifications, the Employer has used skill tests to determine skill level of the Bargaining Unit will inform their Supervisor applicants, particularly in writing of their interest in being considered for temporary assignmentssecretarial positions. The Board will consider Employer and the Bargaining Unit member Union have reached the understanding that such tests given to fill such temporary assignments. (c) Where a temporary job vacancy exists which the Board intends to fill, the Board will : i) First review the applications of employees identified under Clause 15.01 b). Where a suitable candidate is identified, they applicants will be offered the position. If two (2same test for all applicants and that all applicants for same or similar position(s) or more employees have applied for the position, selection will be made on the basis assured of skillequal opportunity when making application, competence, ability, knowledge and training; if these factors are on balance equal, then seniority shall prevailexcept as otherwise contained herein (see 11.7). ii) Where no permanent employee has requested consideration under 15.01 b) or no suitable candidate is identified, the Board will review the applications from active temporary employees. Selection will be made on the basis of skill, competence, ability, knowledge and training. Where a suitable active temporary candidate is identified, they will be offered the position. Where no temporary active employee has applied or no suitable candidate is identified from active temporary employees, the Board may use any means at its discretion to fill such vacancy.

Job Postings. If an employee is unsuccessful in their trial period, the same employee cannot repost into the same position for 6 months. (a) Where Temporary Job Posting 1. The position's permanent incumbent, whose absence resulted in the temporary vacancy, will be returned to the position at the end of his/her absence from work regardless of their relative seniority against that of the successful candidate to the temporary vacancy. This will include a return to work that is earlier than anticipated. 2. The successful incumbent to the temporary vacancy will be selected using a process similar to the procedure for filling permanent vacancies 3. The employee on leave will be returned to his/her previous position at the end of the temporary vacancy unless it no longer exists at which point he/she may exercise their seniority rights. 4. Should the employee on leave fail to return to their position within one year, the position will be posted as a permanent job vacancy unless the Parties agree otherwise. 5. The temporary incumbent will be returned to his/her previous position at the end of the temporary vacancy unless it no longer exists at which point he/she may exercise their seniority rights. 6. The successful candidate will have a trial period of not longer than seven (7) calendar days during which the Board intends candidate may opt to fill return (including all part-time or full-time positions)or, if unsuccessful, be returned by the Company) to his/her previous position. 7. The successful candidate will be paid the regular base rate of the position even if the candidate's permanent position is higher rated. (a) During the tenure of the temporary vacancy, the Board shall post such vacancies by notifying, by e-mail, each permanent employee in successful candidate may not vie for another temporary vacancy unless the affected professional classification and the Secretary of the Chapter. A permanent employee may apply for the posted position for up to ten (10) working days. If two (2) or more employees have applied for the position, selection will be made on the basis of skill, competence, ability, knowledge and training; if these factors are on balance equal, then seniority shall prevail. If no suitable applicants from within the bargaining unit have been received, then temporary employees and outside applicants can be interviewedsecond vacancy is compensated at a higher rate. (b) A part-time The above provision (i.e. 8 (a)) will not preclude the successful candidate from posting into a permanent employee of the Bargaining Unit will inform their Supervisor in writing of their interest in being considered for temporary assignments. The Board will consider the Bargaining Unit member to fill such temporary assignmentsvacancy. (c) Where In the event of a layoff in the classification of the temporary job vacancy, it is understood that the temporary vacancy exists which the Board intends to fill, the Board will : i) First review the applications of employees identified under Clause 15.01 b). Where a suitable candidate is identified, they will be offered deemed to have ended and the positionincumbent returned to his/her Previous positions as per #4. If A temporary employee may not exercise his/her seniority rights to displace or remain in the position at the expense of a permanent employee of the classification. (a) This Agreement does not override the rest of the Collective Agreement including the Company's right to maintain a qualified work force. (b) Permanent Job Posting (c) Back Up Posting The company and the union will meet every 6 months or as necessary to determine requirements for back up training. Classifications and the number of backups required will be by mutual agreement. The company will use the job posting procedure for backup training. The back up posting will be posted in home departments first, then plant wide. The maximum number of back-up positions held by any one employee will be two (2) or more employees have applied for the position, selection will be made on the basis of skill, competence, ability, knowledge and training; if these factors are on balance equal, then seniority shall prevail). ii) Where no permanent employee has requested consideration under 15.01 b) or no suitable candidate is identified, the Board will review the applications from active temporary employees. Selection will be made on the basis of skill, competence, ability, knowledge and training. Where a suitable active temporary candidate is identified, they will be offered the position. Where no temporary active employee has applied or no suitable candidate is identified from active temporary employees, the Board may use any means at its discretion to fill such vacancy.

Job Postings. (a) Where a permanent job vacancy exists which In the Board intends to fill (including case of all part-part time or full-and full time positions)vacancies and new positions in the bargaining unit, the Board shall Employer will post notice of such vacancies by notifying, by e-mail, vacancy in each permanent employee in the affected professional classification and the Secretary of the Chapter. A permanent employee may apply office for the posted position for up seven calendar days prior to ten (10) working days. If two (2) or more employees have applied for filling the position, selection in order that any interested nurse may apply. All job postings will be made placed on the basis of skill, competence, ability, knowledge and training; if these factors are on balance equal, then seniority shall prevaila job posting voice mail box. If no suitable applicants 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. Nurses from within the bargaining unit have been received, then shall be given the first opportunity to fill temporary employees vacancies. The Employer will outline the conditions and outside applicants can 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. Vacancies exceeding thirty calendar days but not more than sixty calendar days will not be interviewed. (b) A posted and instead will be offered to all part-time permanent employee 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 Bargaining Unit temporary vacancy provided the area of work still exists. Vacancies of less than thirty calendar days will inform their Supervisor in writing be covered by the continuity group where continuity groups exist. In the event that a branch does not have continuity groups, vacancies of their interest in being considered for temporary assignments. The Board less than thirty calendar days will consider the Bargaining Unit member to fill such temporary assignments. (c) Where a temporary job vacancy exists which the Board intends to fill, the Board will : i) First review the applications of employees identified under Clause 15.01 b). Where a suitable candidate is identified, they not be posted and instead will be offered the position. If two (2) or more employees have applied for the position, selection will be made to part-time staff on the basis of seniority in the branch. Vacation time does not need to be posted. In assessing applicants for vacancies or new positions, the following factors shall be considered: skill, competence, ability, knowledge experience and trainingqualifications; if these and seniority. . When factors in (a) are on balance relatively equal, then seniority shall prevail. ii) Where no permanent employee has requested consideration under 15.01 b) govern. The Employer shall not administer this provision in an arbitrary fashion. A nurse may make written request for transfer to another region or no suitable candidate is identified, area within the Board will review the applications from active temporary employeesbranch. Selection Requests for transfer will be made on maintained by the basis of skill, competence, ability, knowledge and trainingEmployer. Any such request shall be considered as a application for any job postings in the requested area. Where a suitable active temporary full time employee on layoff is the successful candidate for a vacant part-time position, she or he shall retain recall rights to her or his former position for a period of six months from the date of her or his layoff. This shall also apply to a part-time employee on layoff who is identified, they will be offered the successful candidate for a vacant full time position. Where no temporary active employee has applied or no suitable candidate is identified from active temporary employeesIn these circumstances, the Board may use any means at its discretion to fill such vacancyjob posting provisions will not apply.

Job Postings. 7.2.1 When a permanent vacancy occurs and the Company determines to fill such vacancy, then a posting will be made so employees may bid. 7.2.2 Job Postings, when required will be posted for seven (7) calendar days describing the job, its location and current pay rate scales. Persons who are qualified must file a written application with the Department of Human Resources and will be given the following priorities: (a) Where a permanent job vacancy exists which the Board intends to fill (including all part-time or full-time positions), the Board shall post such vacancies by notifying, by e-mail, each permanent employee in the affected professional classification and the Secretary Department of the Chapter. A permanent employee may apply for the posted position for up to ten (10) working days. If two (2) or more employees have applied for the position, selection will be made on the basis of skill, competence, ability, knowledge and training; if these factors are on balance equal, then seniority shall prevail. If no suitable applicants from within the bargaining unit have been received, then temporary employees and outside applicants can be interviewedvacancy. (b) A part-time permanent employee of the Bargaining Unit will inform their Supervisor in writing of their interest in being considered for temporary assignments. The Board will consider the Bargaining Unit member to fill such temporary assignmentsAll departments. (c) Where a temporary job vacancy exists which (Gas) Department as defined by the Board intends to fillIBEW contract. (d) All departments throughout the Company as set forth in the IBEW contract. (e) Thereafter, the Board Company may fill the position by hiring from any other source. 1. Each employee who bids on an opening shall be given an opportunity for an interview. 7.2.3 The Company will :furnish the Local President of the Union, or his designated representative, a copy of all bids at the time of posting, a list of all applicants bidding the posted job and the person selected to fill such vacancy. The Company will notify all job bidders whether or not they are the successful bidder. i) First review 7.2.4 If a job is posted while the applications of employees identified under Clause 15.01 b). Where a suitable candidate employee is identifiedon vacation, they said employee will be offered the position. If have two (2) or more employees have applied days to express a desire for the position, selection will be made on the basis of skill, competence, ability, knowledge and training; if these factors are on balance equal, then seniority shall prevailsaid position upon his/her return to work. ii) Where no permanent employee has requested consideration under 15.01 b) or no suitable candidate 7.2.5 It is identifiedunderstood that in connection with hiring new persons to fill these positions and any others that may be created during the course of this contract, the Board Company will review notify the applications from active temporary employees. Selection will be made on union official designated by CWA Local 7476 of this fact within five (5) working days after the basis of skill, competence, ability, knowledge and training. Where a suitable active temporary candidate new hire begins work. 7.2.6 Until the person is identified, they will be offered selected in the position. Where no temporary active employee has applied or no suitable candidate is identified from active temporary employeesmanner herein provided, the Board vacancy may use be filled by the Company on a temporary basis. Temporary promotions including those due to sickness, vacations, leave of absence and the like will not be posted. 7.2.7 It is understood and agreed that the Company may require any means at its discretion employee who is selected to fill such vacancywork as a gas maintenance person, service specialist or welder to reside within a reasonable driving time (under normal conditions) from his assigned work station.

Job Postings. (a) Where Except as noted in clause (n) hereinafter, the Company agrees that in the case of a permanent job vacancy exists which a notice will be placed on the Board intends to fill (including all partplant bulletin board for a forty-time or full-time positions)eight hour period, describing the Board shall post such vacancies by notifying, by e-mail, each permanent employee in the affected professional classification vacancy and the Secretary essential qualifications required of the Chapter. A permanent employee may apply for the posted position for up to ten (10) working days. If two (2) or more employees have applied applicants for the position, selection will be made on the basis of skill, competence, ability, knowledge and training; if these factors are on balance equal, then seniority shall prevail. If no suitable applicants from within the bargaining unit have been received, then temporary employees and outside applicants can be interviewed. (b) A part-time permanent employee The company agrees to provide the Union with a copy of the Bargaining Unit will inform their Supervisor in writing posting and further agrees to advise the Union of their interest in being considered for temporary assignments. The Board will consider the Bargaining Unit member to fill such temporary assignmentsnumber, name and seniority of applicants and the name of the successful applicant. (c) Where a temporary job vacancy exists which Selection for posted positions will be based on seniority, ability and attendance. (d) The Company may delay the Board intends to filltransfer of the successful applicant for legitimate business reasons. If said delay exceeds thirty working days, the Board successful applicant will start receiving the rate of pay for the open job, providing the open job is a higher rate than what he/she is currently earning. (e) If an employee is the successful job bidder on a position where the job rate (“A”) is lower than the job rate (“A”) wage of his former position he will receive the job rate (“A”) of his new position while working through the progression levels and will remain at the job rate (“A”) wage once reaching the “A” class. (f) If the employee is the successful job bidder on a job where his current rate of pay is higher than the entry level or any intermediary level of the job to which he has bid, he will retain his former rate through the rate progression steps of the new position until the rate of the new position exceeds his current rate. (g) An applicant selected by this Article, whether successful or not, will not be allowed to bid on any other posting for a period of six (6) months from the date on which he/she was selected to the position. (h) If the Company removes the successful applicant from the job within sixty (60) days, he/she shall return to their former position. (i) If the Company removes the successful applicant from the job prior to or upon their first review (due prior to advancing to next classification) he/she shall return to their former position. (j) Where the applicant is unable to perform the work and is removed as a result of their first review the vacancy created will be filled by the next qualified bidder of the original posting, and where applicable, the foregoing will be repeated until the list is exhausted. (k) If there are no applicants or the applicants are unsuccessful, the Company may fill the position in any manner it so chooses. (l) If the Company removes the successful bidder after their review, he/she will be placed in a position in accordance with their seniority and previous record providing there is a vacancy. (m) When an applicant is removed from the job due to performance this will be conveyed to the applicant in writing. (n) In order to be eligible to use the posting procedure, an employee must be available to accept the position at the time he/she submitted his/her application. Prior to a leave or vacation, an employee may submit a bidding slip for a position which may become posted for during his/her absence. (o) The successful applicant’s name shall be posted on the same bulletin board as the posting within 72 working hours from the removal of the posting. (p) This Article shall not apply to: (i) First review Entry level “Attendant” classification.. (ii) Temporary vacancies. (q) A successful applicant will progress through the applications rates as outlined in Job Classifications, below. (r) Employees who voluntarily signed out of employees identified under Clause 15.01 b). Where a suitable candidate is identified, they any classified job will be offered the positionallowed to sign a job posting to enter that classification once a period of one (1) year has elapsed. If two They will post into that classification in full accordance with Article #14. (2a) or more employees have applied for the position, selection All jobs will be made on the basis of skill, competence, ability, knowledge recognized by Classification and training; if these factors are on balance equal, then seniority shall prevailall Classifications will have Classes and Class rates. (b) With exception of Set-up Moulding and Attendant , progression within the classifications will be as follows: (i) Employees in “D” class will progress to “C” class after sixty (60) days. (ii) Where no permanent employee has requested consideration under 15.01 bEmployees in “C” class will progress to “B” class after sixty (60) or no suitable candidate is identified, the Board will review the applications from active temporary employees. Selection will be made on the basis of skill, competence, ability, knowledge and training. Where a suitable active temporary candidate is identified, they will be offered the position. Where no temporary active employee has applied or no suitable candidate is identified from active temporary employees, the Board may use any means at its discretion to fill such vacancydays.

Job Postings. (a) 11.01 Where the Employer decides to fill a permanent job vacancy exists which or creates a new position within the Board intends to fill (including all part-time or full-time positions)bargaining unit, it will post the Board shall post such vacancies by notifying, by e-mail, each permanent employee in the affected professional classification and the Secretary of the Chapter. A permanent employee may apply for the posted position for up to ten seven (107) full working days. If In case of a laid off employee a copy of the posting will be sent to such employee, by registered mail, at the same time it is posted. The employee who has completed her probation period and who has the requisite minimum qualifications, ability and skill to fill the vacancy immediately without training, shall be selected. Where two (2) or more employees have applied employees’ requisite qualifications, skill, and ability as described above are relatively equal, seniority shall be the deciding factor. 11.02 If no employee applies for the position who possesses the required qualifications, ability and skill for the permanent vacancy, or position immediately without training, the Employer may choose the most suitable amongst the applicants for training bearing in mind qualifications and seniority or may choose another person from outside the bargaining unit who is qualified as specified in sub article 11.01. 11.03 Unless her employment is terminated, an employee’s job shall not be considered vacant by reason of her absence from work because of sickness, injury, or otherwise or authorized leaves of absence, including vacation. 11.04 The successful applicant shall be given a trial period of three (3) months during which time the applicant will receive the necessary training for the position. The Employer shall not curtail the trial period without just cause, selection before it has run its full course. Conditional on satisfactory service, the employee shall be declared permanent after the period of three (3) months. In the event the successful applicant proves unsatisfactory in the position during the trial period, or if the employee is unable or unwilling to continue to perform the duties of the new classification, the employee shall be returned to her former position, wage or salary rate, without loss of seniority. If such position does not exist the employee will be made on laid off. Any other employee promoted or transferred because of the basis re- arrangement of skillpositions shall also be returned to her former position, competencewage or salary rate, ability, knowledge and training; if these factors are on balance equal, then seniority shall prevailwithout loss of seniority. If no suitable applicants from within such position does not exist the bargaining unit have been received, then temporary employees and outside applicants can employee will be interviewed. (blaid off. Position(s) A part-time permanent employee left vacant as a result of the Bargaining Unit will inform their Supervisor in writing filling of their interest in being considered for temporary assignments. The Board will consider a posting may be filled temporarily by the Bargaining Unit member to fill such temporary assignmentsmost senior employee who has the qualifications and interest. (c) Where a temporary job vacancy exists which the Board intends to fill, the Board will : i) First review the applications of employees identified under Clause 15.01 b). Where a suitable candidate is identified, they will be offered the position. If two (2) or more employees have applied for the position, selection will be made on the basis of skill, competence, ability, knowledge and training; if these factors are on balance equal, then seniority shall prevail. ii) Where no permanent employee has requested consideration under 15.01 b) or no suitable candidate is identified, the Board will review the applications from active temporary employees. Selection will be made on the basis of skill, competence, ability, knowledge and training. Where a suitable active temporary candidate is identified, they will be offered the position. Where no temporary active employee has applied or no suitable candidate is identified from active temporary employees, the Board may use any means at its discretion to fill such vacancy.

Job Postings. (a) Where When a permanent job vacancy exists which the Board intends to fill occurs, or a temporary vacancy occurs as defined in Article 14.01 (including all part-time or full-time positionsb), or a new position is created inside the Board bargaining unit, the Employer shall post such vacancies by notifyinga notice of the position on the board’s website for a minimum of five (5) days, and copy the Local President by e-mail, each permanent employee in order that all employees, excluding probationary and temporary employees, will know about the affected professional classification position and the Secretary of the Chapter. A permanent employee may apply for the posted position for up be able to ten (10) working days. If two (2) or more employees have applied for the position, selection will be made on the basis of skill, competence, ability, knowledge and training; if these factors are on balance equal, then seniority shall prevail. If no suitable applicants from within the bargaining unit have been received, then temporary employees and outside applicants can be interviewedmake written application. (b) A part-time permanent employee temporary vacancy which is anticipated to exceed six (6) months, or reaches six (6) months, shall be posted. Where the original position is posted as above and filled from within the bargaining unit, the first resulting vacancy shall also be posted. Upon the completion of the Bargaining Unit will inform their Supervisor in writing of their interest in being considered for temporary assignments. The Board will consider assignment, the Bargaining Unit member employee shall be returned to fill such temporary assignmentshis/her former position and wage level. (c) Where A successful candidate to a temporary job posting may not apply for another temporary posting until the temporary assignment has been completed. (d) Notwithstanding 14.01 (a) and 13.01 (e), in a school with a part-time Clerk/Stenographer or Office Assistant position where there is a part- time vacancy, such vacancy exists which or part thereof, may be offered to that part-time person in the Board intends to fillsame classification. If there is more than one eligible employee, the Board will : i) First review the applications of employees identified under Clause 15.01 b). Where a suitable candidate is identified, they vacancy will be offered to the positionmost senior eligible employee and if declined, the vacancy will be offered to the remaining eligible employees in the school in descending order of seniority. If two Any such offer must not result in an FTE greater than 1.0. 14.02 A job posting shall contain the following information: (2i) or more employees have applied classification and FTE; (ii) salary range; (iii) location; (iv) qualifications and skills; (v) required knowledge and education. (a) When filling posted positions, the following factors shall be considered: (i) Ability to perform the work, including the relevant elements such as skill, experience, knowledge and training; (ii) Physically able to do the job; (iii) Work record with the Employer. It is understood that where the qualifications referred to in factors (i), (ii) and (iii) above are relatively equal, then the employee with the greatest seniority shall be appointed. (b) Notwithstanding 14.03 (a), when determining who should be interviewed for the position, selection will be made on the basis of skill, competence, ability, knowledge and training; if these factors are on balance equal, then seniority Employer shall prevailuse only the information provided in the employee's resume/application for the posted position. ii(a) Where no permanent employee has requested consideration The Employer shall first determine whether any of the applicants under 15.01 b) or no suitable candidate is identified, the Board will review the applications from active temporary employees. Selection will be made on the basis of skill, competence, ability, knowledge and training. Where a suitable active temporary candidate is identified, they will be offered the position. Where no temporary active employee has applied or no suitable candidate is identified from active temporary employees, the Board may use any means at its discretion to fill such vacancy.Article 14.01

Job Postings. (a) Where Except as noted in clause (n) hereinafter, the Company agrees that in the case of a permanent job vacancy exists which a notice will be placed on the Board intends to fill (including all partplant bulletin board for a forty-time or full-time positions)eight hour period, describing the Board shall post such vacancies by notifying, by e-mail, each permanent employee in the affected professional classification vacancy and the Secretary essential qualifications required of the Chapter. A permanent employee may apply for the posted position for up to ten (10) working days. If two (2) or more employees have applied applicants for the position, selection will be made on the basis of skill, competence, ability, knowledge and training; if these factors are on balance equal, then seniority shall prevail. If no suitable applicants from within the bargaining unit have been received, then temporary employees and outside applicants can be interviewed. (b) A part-time permanent employee The company agrees to provide the Union with a copy of the Bargaining Unit will inform their Supervisor in writing posting and further agrees to advise the Union of their interest in being considered for temporary assignments. The Board will consider the Bargaining Unit member to fill such temporary assignmentsnumber, name and seniority of applicants and the name of the successful applicant. (c) Where a temporary job vacancy exists which Selection for posted positions will be based on seniority, ability and attendance. (d) The Company may delay the Board intends to filltransfer of the successful applicant for legitimate business reasons. If said delay exceeds thirty working days, the Board successful applicant will start receiving the rate of pay for the open job, providing the open job is a higher rate than what he/she is currently earning. (e) If an employee is the successful job bidder on a position where the job rate (“A”) is lower than the job rate (“A”) wage of his former position he will receive the job rate (“A”) of his new position while working through the progression levels and will remain at the job rate (“A”) wage once reaching the “A” class. (f) If the employee is the successful job bidder on a job where his current rate of pay is higher than the entry level or any intermediary level of the job to which he has bid, he will retain his former rate through the rate progression steps of the new position until the rate of the new position exceeds his current rate. (g) An applicant selected by this Article, whether successful or not, will not be allowed to bid on any other posting for a period of six (6) months from the date on which he/she was selected to the position. (h) If the Company removes the successful applicant from the job within sixty (60) days, he/she shall return to their former position. (i) If the Company removes the successful applicant from the job prior to or upon their first review (due prior to advancing to next classification) he/she shall return to their (j) Where the applicant is unable to perform the work and is removed as a result of their first review the vacancy created will be filled by the next qualified bidder of the original posting, and where applicable, the foregoing will be repeated until the list is exhausted. (k) If there are no applicants or the applicants are unsuccessful, the Company may fill the position in any manner it so chooses. (l) If the Company removes the successful bidder after their review, he/she will be placed in a position in accordance with their seniority and previous record providing there is a vacancy. (m) When an applicant is removed from the job due to performance this will be conveyed to the applicant in writing. (n) In order to be eligible to use the posting procedure, an employee must be available to accept the position at the time he/she submitted his/her application. Prior to a leave or vacation, an employee may submit a bidding slip for a position which may become posted for during his/her absence. (o) The successful applicant’s name shall be posted on the same bulletin board as the posting within 72 working hours from the removal of the posting. (p) This Article shall not apply to: (i) First review Entry level “Attendant” classification.. (ii) Temporary vacancies. (q) A successful applicant will progress through the applications of employees identified under Clause 15.01 b). Where a suitable candidate is identifiedrates as outlined in Job Classifications, they below. (a) All jobs will be offered recognized by Classification and all Classifications will have Classes and Class rates. (b) With exception of Set-up Moulding and Attendant , progression within the position. If two (2) or more employees have applied for the position, selection classifications will be made on the basis of skill, competence, ability, knowledge and training; if these factors are on balance equal, then seniority shall prevailas follows: (i) Employees in “D” class will progress to “C” class after sixty (60) days. (ii) Where no permanent employee has requested consideration under 15.01 bEmployees in “C” class will progress to “B” class after sixty (60) or no suitable candidate is identified, the Board will review the applications from active temporary employees. Selection will be made on the basis of skill, competence, ability, knowledge and training. Where a suitable active temporary candidate is identified, they will be offered the position. Where no temporary active employee has applied or no suitable candidate is identified from active temporary employees, the Board may use any means at its discretion to fill such vacancydays.

Job Postings. (a) Where Except as noted in clause (n) hereinafter, the Company agrees that in the case of a permanent job vacancy exists which a notice will be placed on the Board intends to fill (including all partplant bulletin board for a forty-time or full-time positions)eight hour period, describing the Board shall post such vacancies by notifying, by e-mail, each permanent employee in the affected professional classification vacancy and the Secretary essential qualifications required of the Chapter. A permanent employee may apply for the posted position for up to ten (10) working days. If two (2) or more employees have applied applicants for the position, selection will be made on the basis of skill, competence, ability, knowledge and training; if these factors are on balance equal, then seniority shall prevail. If no suitable applicants from within the bargaining unit have been received, then temporary employees and outside applicants can be interviewed. (b) A part-time permanent employee The company agrees to provide the Union with a copy of the Bargaining Unit will inform their Supervisor in writing posting and further agrees to advise the Union of their interest in being considered for temporary assignments. The Board will consider the Bargaining Unit member to fill such temporary assignmentsnumber, name and seniority of applicants and the name of the successful applicant. (c) Where a temporary job vacancy exists which Selection for posted positions will be based on seniority, ability and attendance. (d) The Company may delay the Board intends to filltransfer of the successful applicant for legitimate business reasons. If said delay exceeds thirty working days, the Board successful applicant will start receiving the rate of pay for the open job, providing the open job is a higher rate than what he/she is currently earning. (e) If an employee is the successful job bidder on a position where the job rate (“A”) is lower than the job rate (“A”) wage of his former position he will receive the job rate (“A”) of his new position while working through the progression levels and will remain at the job rate (“A”) wage once reaching the “A” class. (f) If the employee is the successful job bidder on a job where his current rate of pay is higher than the entry level or any intermediary level of the job to which he has bid, he will retain his former rate through the rate progression steps of the new position until the rate of the new position exceeds his current rate. (g) An applicant selected by this Article, whether successful or not, will not be allowed to bid on any other posting for a period of six (6) months from the date on which he/she was selected to the position. (h) If the Company removes the successful applicant from the job within sixty (60) days, he/she shall return to their former position. (i) If the Company removes the successful applicant form the job after the first sixty (60) days, as in (h) above, he/she shall be placed in an opening in accordance with his/her seniority. (j) Where the applicant is placed in the position by the posting procedure and is unable to perform the work and is removed from the position within sixty (60) days of the date of the posting, the vacancy created will be filled by the next qualified bidder of the original posting, and where applicable, the foregoing will be repeated until the list be exhausted. (k) If there are no applicants or the applicants are unsuccessful, the Company may fill the position in any manner it so chooses. (l) In order to be eligible to use the posting procedure, an employee must be available to accept the position at the time he/she submitted his/her application. Prior to a leave or vacation, an employee may submit a bidding slip for a position which may become posted for during his/her absence. (m) The successful applicant’s name shall be posted on the same bulletin board as the posting within 72 working hours from the removal of the posting. (n) This Article shall not apply to: (i) First review Entry level “Attendant” classification.. (ii) Temporary vacancies. (o) A successful applicant will progress through the applications of employees identified under Clause 15.01 b). Where a suitable candidate is identifiedrates as outlined in Job Classifications, they below. (a) All jobs will be offered recognized by Classification and all Classifications will have Classes and Class rates. (b) With exception of Set-up Moulding and Attendant , progression within the position. If two (2) or more employees have applied for the position, selection classifications will be made on the basis of skill, competence, ability, knowledge and training; if these factors are on balance equal, then seniority shall prevailas follows: (i) Employees in “D” class will progress to “C” class after sixty (60) days. (ii) Where no permanent employee has requested consideration under 15.01 bEmployees in “C” class will progress to “B” class after sixty (60) or no suitable candidate is identified, the Board will review the applications from active temporary employees. Selection will be made on the basis of skill, competence, ability, knowledge and training. Where a suitable active temporary candidate is identified, they will be offered the position. Where no temporary active employee has applied or no suitable candidate is identified from active temporary employees, the Board may use any means at its discretion to fill such vacancydays.

Job Postings. (a) Where a permanent job vacancy exists which the Board intends to fill (including all part-time or full-time positions), the Board The Employer shall post such notices of vacancies by notifying, by e-mail, each permanent employee in the affected professional classification and the Secretary of the Chapter. A permanent employee may apply for the posted position for up to ten (10) working days. If two (2) or more employees have applied for the position, selection will be made on the basis of skill, competence, ability, knowledge and training; if these factors are on balance equal, then seniority shall prevail. If no suitable applicants from new positions within the bargaining unit have been received, then temporary employees and outside applicants can be interviewedunit. (b) A part-time permanent employee Vacancies and new positions shall be filled whenever possible from within the V.O.N., Edmonton Branch. 40.02 Postings shall be for a minimum of seven (7) days, excluding Saturdays, Sundays and Named Holidays and shall include a description of the Bargaining Unit will inform their Supervisor duties, qualifications and the location of the vacancy or new position. 40.03 Applications for such vacancies and new positions shall be made to the Employer in writing. 40.04 In making appointments to new positions or vacancies the determining factors shall be skill, training, knowledge, efficiency and other relevant attributes and where these factors are considered by the Employer to be relatively equal, seniority shall be the deciding factor 40.05 The name of the person who is appointed to the new position or vacancy shall be posted forthwith and all applicants for the vacancy or new position shall be informed in writing of their interest in being considered for temporary assignments. The Board will consider acceptance or rejection within five (5) working days of the Bargaining Unit member to fill such temporary assignmentsposting of the name of the successful applicant. (ca) A vacancy resulting from the absence of an Employee for a period known to be longer than six (6) months shall be posted in accordance with Article 40.01. (b) Where such a temporary job vacancy exists has been filled by the appointment of a full-time, regular part-time or casual Employee and where at the completion of the term the Employer decides that the incumbent Employee is no longer required to continue in that position, she shall be reinstated to her former position or an equivalent position in the same program. 40.07 If an Employee is successful in obtaining an additional part-time position, the FTE of that position will be combined. (a) With the FTE of the Employee’s original part-time position for the purposes of calculation of salary and determination of benefits and; (b) For the period during which the Board intends to fill, additional part-time position exists and is occupied by the Board will : i) First review the applications of employees identified under Clause 15.01 b). Where a suitable candidate is identified, they will be offered the position. If two (2) or more employees have applied for the position, selection will be made on the basis of skill, competence, ability, knowledge and training; if these factors are on balance equal, then seniority shall prevailEmployee. ii) Where no permanent employee has requested consideration under 15.01 b) or no suitable candidate is identified, the Board will review the applications from active temporary employees. Selection will be made on the basis of skill, competence, ability, knowledge and training. Where a suitable active temporary candidate is identified, they will be offered the position. Where no temporary active employee has applied or no suitable candidate is identified from active temporary employees, the Board may use any means at its discretion to fill such vacancy.

Job Postings. (a) Where a permanent job vacancy exists which the Board intends to fill (including all part-time or full-time positions), the 17.01 The Board shall post such job vacancies by notifying, by e-mail, each permanent employee in the affected professional classification and the Secretary of the Chapter. A permanent employee may apply for the posted position for up to ten (10) working days. If two (2) or more employees have applied for the position, selection will be made on the basis of skill, competence, ability, knowledge and training; if these factors are on balance equal, then seniority shall prevail. If no suitable applicants from within the bargaining unit have been receivedfor five (5) working days on its internal electronic system, in accordance with article 17.02 The Board shall send the members in May a memo via electronic mail inquiring of their intent to work the summer session. Members requesting to work shall receive a term employment letter by June 20th advising them of their summer placement, subject to availability of positions. Members requesting summer employment shall be appointed to a position based on seniority provided they are qualified before any position is filled by someone from outside the Bargaining Unit. 17.03 New or existing positions that become vacant shall be filled in the following manner: a) If the position becomes vacant before the end of the first month of the term: i) By a member requesting a transfer as outlined in Article 18, if there are none then, ii) By a qualified member on the recall list, if there are none then, 12 iii) By posting the position and filling it as outlined in this article, if unsuccessful then, iv) By a qualified member of the temporary pool, if there are none then, v) Through any source. It is understood that the process identified above shall be limited to two rounds. For clarity, The subsequent vacancy created as a result of this initial posting shall be deemed as a vacancy for the purpose of this Article. Any further subsequent vacancy shall not be deemed as a vacancy for the purpose of this article and shall be filled for the remainder of the term through recall, then the temporary employees and outside applicants can be interviewedpool, then through any source. b) If the position becomes vacant after the completion of the 1st month of the term: i) By a qualified member on the recall list, if there are none then, ii) By a qualified member of the temporary pool, if there are none then, iii) Through any source. A temporary new class or vacancy created during a term, if determined by the Board to remain at the beginning of the following term, shall be filled in accordance with sub-clause (a) of this article. A temporary vacancy created as a result of an approved leave of absence or due to sickness or injury of a regular seniority employee shall be filled in accordance with sub-clause (b) of this article. 17.04 If there are no internal candidates with the ability, skills and qualifications to do the posted job, the Board may fill the vacancy from a temporary pool or from any source. 17.05 There shall be no job postings during the summer months. 17.06 Nothing herein contained shall be interpreted as requiring the Board to fill any vacancy. 17.07 In determining the selection of the successful applicant to a job posting the following factors shall be considered: a) Ability, skills and qualifications, then; b) Seniority. The qualifications in factor (a) will govern and only where these qualifications in factor (a) are relatively equal will factor (b) govern. 17.08 Job postings shall contain the following information: position, current location, duties, responsibilities, and minimum qualifications, start date, hours of work, hourly rate and term. Applicants that do not meet the minimum qualifications as determined by the Board will not be granted an interview. 17.09 A part-time permanent employee copy of each job posting shall be sent via electronic mail to the President of the Bargaining Unit. 17.10 The Board shall notify the successful applicant of the selection decision. 17.11 The Board shall notify the President of the Bargaining Unit will inform their Supervisor in writing via electronic mail the name of their interest in being considered for temporary assignments. The Board will consider the Bargaining Unit member successful applicant to fill such temporary assignmentsthe posted job. (c) Where a temporary job vacancy exists which the Board intends to fill, the Board will : i) First review the applications of employees identified under Clause 15.01 b). Where a suitable candidate is identified, they will be offered the position. If two (2) or more employees have applied for the position, selection will be made on the basis of skill, competence, ability, knowledge and training; if these factors are on balance equal, then seniority shall prevail. ii) Where no permanent employee has requested consideration under 15.01 b) or no suitable candidate is identified, the Board will review the applications from active temporary employees. Selection will be made on the basis of skill, competence, ability, knowledge and training. Where a suitable active temporary candidate is identified, they will be offered the position. Where no temporary active employee has applied or no suitable candidate is identified from active temporary employees, the Board may use any means at its discretion to fill such vacancy.

Job Postings. (a) Where Except as noted in clause (n) hereinafter, the Company agrees that in the case of a permanent job vacancy exists which a notice will be placed on the Board intends plant bulletin board for a forty-eight hour period, describing the vacancy and the essential qualifications required of applicants for the position. (b) The company agrees to fill provide the Union with a copy of the posting and further agrees to advise the Union of the number, name and seniority of applicants and the name of the successful applicant. (including all part-time or full-time positions)c) Selection for posted positions will be based on seniority, ability and attendance. (d) The Company may delay the transfer of the successful applicant for legitimate business reasons. If said delay exceeds thirty working days, the Board shall post such vacancies by notifyingsuccessful applicant will start receiving the rate of pay for the open job, by providing the open job is a higher rate than what he/she is currently earning. (e-mail, each permanent ) If an employee in is the affected professional classification successful job bidder on a position where the job rate (“A”) is lower than the job rate (“A”) wage of his former position he will receive the job rate (“A”) of his new position while working through the progression levels and will remain at the Secretary job rate (“A”) wage once reaching the “A” class. (f) If the employee is the successful job bidder on a job where his current rate of pay is higher than the entry level or any intermediary level of the Chapterjob to which he has bid, he will retain his former rate through the rate progression steps of the new position until the rate of the new position exceeds his current rate. (g) An applicant selected by this Article, whether successful or not, will not be allowed to bid on any other posting for a period of six (6) months from the date on which he/she was selected to the position. (h) The successful applicant will be allowed ten (10) working days to disqualify himself from the job. A permanent employee may apply for If the posted successful applicant removes himself or if the Company removes him from the job within ten working days, he/she shall return to their former position for up It is understood that ten working days will only include days where practical hands on experience is obtained. (i) If the successful applicant fails to demonstrate the ability to perform the job after the first ten (10) working days. If two , as in (2h) or more employees have applied for the positionabove, selection he/she will be made on removed from the basis of skill, competence, ability, knowledge job and training; if these factors are on balance equal, then seniority shall prevail. If no suitable applicants from within the bargaining unit have been received, then temporary employees and outside applicants can be interviewedplaced in an opening in accordance with his/her seniority. (bi) A part-time permanent employee Where the applicant is placed in the position by the posting procedure and is unable to perform the work and is removed from the position within sixty (60) days of the Bargaining Unit date of the posting, the vacancy created will inform their Supervisor in writing be filled by the next qualified bidder of their interest in being considered for temporary assignments. The Board the original posting, and where applicable, the foregoing will consider be repeated until the Bargaining Unit member to fill such temporary assignmentslist be exhausted. (ck) Where a temporary job vacancy exists which If there are no applicants or the Board intends to fillapplicants are unsuccessful, the Board will : i) First review Company may fill the applications of employees identified under Clause 15.01 b). Where a suitable candidate is identified, they will be offered the position. If two (2) or more employees have applied for the position, selection will be made on the basis of skill, competence, ability, knowledge and training; if these factors are on balance equal, then seniority shall prevailposition in any manner it so chooses. ii(1) Where no permanent In order to be eligible to use the posting procedure, an employee has requested consideration under 15.01 b) must be available to accept the position at the time he/she submitted his/her application. Prior to a leave or no suitable candidate is identifiedvacation, the Board will review the applications from active temporary employees. Selection will be made on the basis of skill, competence, ability, knowledge and training. Where an employee may submit a suitable active temporary candidate is identified, they will be offered the position. Where no temporary active employee has applied or no suitable candidate is identified from active temporary employees, the Board bidding slip for a position which may use any means at its discretion to fill such vacancybecome posted for during his/her absence.