JOB VACANCIES Sample Clauses
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JOB VACANCIES. 1. When a vacancy occurs or a new job category is created the employer shall:
a. publish on the Daily Bulletin, on a weekly basis the title of the open position, the normal hours of work for the open position, and a brief summary of the desired qualifications of applicants. The wage rate will not be published.
b. send to the Secretary of the Union, on a weekly basis, a list of all vacancies which might exist at that time.
c. For Food Services and Custodial section, Regular Ongoing vacancies will be posted twice per year, and Regular Recurring vacancies will be posted once per year. In the Custodial section, Regular Ongoing vacancies will normally be posted in June and November, and Regular Recurring vacancies will normally be posted in January. In Food Services, Regular Ongoing vacancies will normally be posted in May and November, and Regular Recurring vacancies will normally be posted in May. It is understood that some vacancies may be posted at other times through the year as the need arises. Postings that are not expected to be filled internally may be posted concurrently however the University agrees to review any internal applicants prior to reviewing any external applicants. Any concurrent job posting will apply only to Food Services and Custodial positions. Prior to any permanent vacant position being posted bargaining wide under clause #1, vacant assignments will be offered to interested employees, departmentally, as follows:
(i) Food Services employees will submit a written expression of interest indicating that they wish to change their shift and/ or worksite.
(ii) Vacancies will be offered within classification to the most senior qualified applicant. After the vacant assignment has been filled and prior to any position being posted bargaining unit wide, employees who had submitted a written expression of interest as per (i) above will be offered available backfill assignments, within their assigned working group (either student village facilities or other than student village facilities), and within classification, to the most senior qualified employee.
2. When a temporary position, which is expected to have a duration of two (2) months or more, becomes available a Regular employee as defined in Article 1, clause 3 (a) and (b), who has completed his/her probationary period will be offered a promotion to the temporary position consistent with the provisions of Article 8, clause 5 and clause 7(a) and 7(b) of the Collective agreement, provided:
a. such emp...
JOB VACANCIES. Determinations with respect to the filling of job vacancies and training positions shall be made by a three-member selection panel. The selection panel will be comprised of the facilities supervisor or assistant supervisor in the appropriate area, Assistant Vice President for the specific campus, and a University Administrator designated by the union. Through review of the candidates written credentials, and an oral interview in which all individuals will be asked the same series of questions, the panel will assess the candidates’ qualifications for the posted vacancy. A Union representative shall be designated to observe the oral interview process. Testing will be administered for those vacancies in the level three, four, five, and six classifications. The University will recognize federal, state, and county certifications in lieu of University administered written testing. In the event that a written test is warranted, such tests will be comprised of questions submitted jointly by the University and the Union. During the panel assessment of qualifications, the selection panel will abide by specified guidelines, which will limit consideration to written work and attendance records, documentation of qualifications submitted by the candidate, which will include any and all training received for the position, answers provided during the oral interview, and the results of any written testing, if administered. For vacancies at the level two classification, the panel assessment of qualifications will determine the candidate selected for the position. For all classifications, in the event that the panel determines that two candidates are equally qualified for the vacancy, the most senior employee will be selected. Determinations made by the panel are not subject to Section 6 Grievances but are subject to the following appeal process:
Step 1 Hiring supervisor notifies non-selected candidate(s) within 3 working days of vacancy selection and sends an email to Union Chief ▇▇▇▇▇▇▇ indicating the date of notification to the non-selected candidate(s).
Step 2 Within 3 working days of vacancy selection notification, the non-selected candidate(s) may request written documentation for non-selection from the Assistant Vice President for the specific campus. The Assistant Vice President shall respond within three (3) working days and provide copy to Union Chief ▇▇▇▇▇▇▇
Step 3 If the non-selected candidate(s) are not satisfied with written notification a meeting may be reques...
JOB VACANCIES. L1101 (a) When it is determined that a Long-Term Occasional Teacher will be required for a continuous period of two (2) months or more, such vacancy will be posted in each elementary school on the Occasional Teacher bulletin board and a copy provided to the Local. Such posting requirements will have been properly fulfilled when a copy is forwarded to the Local. All postings shall be noted, with full particulars, on the Board's Job Web Site.
JOB VACANCIES. A job vacancy shall be defined, for purposes of this Agreement, as a job assignment previously held by a bargaining unit member that needs to be filled, or a newly created job assignment within the bargaining unit. Determination with respect to the filling of job vacancies shall be based on the earlier classification seniority date when two or more persons are equal in their qualifications, including work and attendance records, for the vacancy. Job vacancies shall be posted on the specified form for a period of at least five (5) calendar days on the union bulletin board setting forth qualifications, hours, shift and job assignment title. Job postings may be signed by any employee in the classification, except that any employee who has received a different job assignment pursuant to a posting in the preceding six (6) months shall not be eligible to sign a posting unless the posted job assignment would permit an hourly pay rate increase for them. Job assignments may be temporarily filled before a permanent assignment is made. Job vacancies will be posted within 90 calendar days of job vacancy. In the event that a vacancy is not filled within 30 days of the removal of the posting, the University agrees to notify the Union of the cause of the delay. If no qualified employee signs the job assignment posting, it may be filled by a new employee.
JOB VACANCIES. (a) Any new or vacant full-time or regular part-time position of employment of four (4) months or more duration becoming available, will be posted within fourteen (14) calendar days of becoming available or vacant, as the case may be, for not less than seven (7) calendar days prior to filling the position, provided such position(s) is to be filled. If said position(s) is not to be filled, the Employer will within thirty(30) calendar days of the position becoming vacant, notify the Union in writing, that said vacancy is not to be filled.
(b) An application for transfer system will be established under which any nurse may make written application to the Director of Resident Care for another position. Applications from probationary nurses will be entertained only at the discretion of the Employer.
(c) A nurse who is successful in her application for a job posting in accordance with the provisions of the Collective Agreement, can only get an extension of whatever start date is required by the Employer if the nurse makes a written request to the Director of Resident Care, stating reasons that in the opinion of the Employer are acceptable. A written reply will be given to the nurse. Any extension granted will not exceed a once only maximum of thirty (30) calendar days under any circumstances
10.2 Nothing in this Article shall be construed as restricting the right of the Employer to temporarily assign a nurse to a position which qualifies for posting hereunder, until the posting procedure has been complied with, and arrangements have been made to promote or transfer the nurse selected to fill the vacancy to be assigned to the position concerned.
10.3 A nurse selected as a result of a posted vacancy need not be considered for a further permanent vacancy for a period of up to four (4) months from the date of her selection.
10.4 An employee who fills a temporary vacancy shall be reinstated in the employee’s previous position and work location and shift at the end of the vacancy. Should the position be changed or no longer exist, seniority will apply to determine the outcome.
JOB VACANCIES. Vacancies or new positions shall be awarded to the senior employee applicant where the employee currently possesses the necessary capabilities to perform the work. Qualifications for the job shall be posted by the Employer, and the posting shall include the shift and number of hours for the position. No employee shall be eligible to bid on a job vacancy or new position until the employee has worked in the employee's existing job for a minimum of one hundred eighty (180) days. The provisions of the preceding sentence shall not apply when employees bid on vacancies or new positions in the employee's same classification. All vacancies shall be bulletined for a minimum of five (5) calendar days, and notice of the same furnished to the Union at the same time. Each Hospital shall develop a system to ensure that only applicants signing the posting during the five calendar day posting period will be considered. Temporary assignments may be made during such posting period only; provided assignments to a new classification may be on a temporary basis for ten (10) days. If a question arises as to the capability of an employee to perform the employee's duties after the above herein procedure has been used, that question, and any other question incidental thereto pertaining to the employee's classification and rate of pay, shall be settled by mutual agreement between the Employer and the Union. If such questions cannot be so settled, they shall be settled by arbitration as provided in Article 2. In filling vacancies or new positions, senior employees in the classification where the vacancy or new position is located shall be given preference. In the event that the vacant or new position cannot be filled with a qualified employee from that classification then qualified applicants from other classifications within the bargaining unit will be considered based on bargaining unit seniority.
JOB VACANCIES. ELEMENTARY TEACHING POSITIONS
11.01 Elementary Teacher Vacancies
(a) A vacancy means a teaching assignment covered by the Teachers’ Collective Agreement that is unoccupied because:
i) the incumbent has been transferred, promoted or has resigned;
ii) a vacancy that has occurred as defined by current legislation;
iii) enrollment increase has created a new teaching vacancy;
iv) a Teacher is on personal leave of absence for one full year or longer; or
v) the incumbent has died.
(b) Prior to external advertising, the Board shall attempt to fill elementary teaching vacancies subject to the following procedures:
i) The Board shall post elementary vacancies for seven (7) Days prior to the closing date in all elementary schools and on the Occasional Teachers’ Hotline as well as the Board’s secure website. A copy of all postings shall be forwarded to the Union.
ii) All applications from Occasional Teachers on the List shall be screened according to the Board’s current Recruitment Practices and Procedures Booklet. Successful candidates shall be advised of an interview. An opportunity for debriefing shall be granted to unsuccessful candidates upon request.
iii) The Board will notify Occasional Teacher candidates when they are successfully placed on the Preferred Hiring List.
iv) Once Occasional Teachers have been placed on a Preferred Hiring List, they shall stay on it until they have filled a job vacancy or until December 31 of each school year when the Preferred Hiring List is collapsed.
(c) Only after Occasional Teachers have been short listed for interviews (as through 11.01(b)(i) above) shall the Board advertise externally.
i) Occasional Teachers shall be interviewed in conjunction with external applicants.
ii) The parties may agree to alter the process by mutual consent.
JOB VACANCIES. An Elected Official/Department Director shall post notice of job vacancies for both new and existing positions in one of the following ways, at their option, within this Bargaining Unit:
JOB VACANCIES. 10.01 Prior to posting a job and when the company determines a vacancy exists and is going to post such a position, employees within the same job title as the position vacancy will be polled by seniority to determine if there is any interest in the vacancy. The qualified senior employee will be allowed to fill the vacancy from this bargaining unit and the resulting vacancy will be posted.
10.02 The Company will determine the methods and procedures used for posting jobs. Such notice shall include the title and location of the job, the qualifications needed for the job, the closing date for submission of interest and the process for submitting interest. Only those job vacancies which the Company has declared to be a job vacancy will be available for employee bids. The Company will provide a copy of the posting to the union. The Company may post vacancies as fully qualified. When the company posts a job as fully qualified, it does not restrict interested and qualified employees from submitting a bid for the fully qualified position. Employees must submit interest through the methods and procedures determined by the Company within the timeframe indicated on the posting. If two or more employees meet the fully qualified requirements, then seniority shall prevail. The Company will attempt to fill the vacancy internally from those employees submitting a job bid request. However, it is understood that the Company may also consider candidates outside the bargaining unit when filling vacancies. In order to be considered a candidate for selection, the candidate must successfully pass any reasonable and job appropriate tests used by the Company for the position. If the candidate passes such testing, or if the Company elects not to use testing as part of the selection process, qualifications shall be determined by the total circumstances including work experience, performance (and any performance evaluations), applicable technical education and attendance. The Company may use other forms of testing, interviews and/or other reasonable methods of determining qualifications as herein defined. The position will be filled by the most qualified candidate as determined by the Company. Seniority will govern in the event multiple internal candidates are determined to be most qualified by the Company. If no candidates are deemed qualified by the Company, the Company may elect to fill the vacancy from any available source. If the employee is not selected, the Company will meet an...
JOB VACANCIES. 13.01 Subject to Articles 13.03 and 13.04, all vacancies will be filled by a process of selection. This process will include the posting of notices of job vacancies for at least 5 business days, and whenever possible at least 4 weeks in advance of the work term/contract start date. Postings shall identify: date of the posting, date by which applications must be received, the Department, course name and course section if applicable, a brief description of the work, the starting date and duration of the work term/contract, hours/schedule, wage rate, the qualifications required and the supervisor if known.
13.02 The onus is on the applicant to provide all information required by the job posting.
13.03 After an employee has completed her/his probationary period and if the employee satisfactorily completes her/his current work term/contract in the bargaining unit, the employee shall be deemed the "incumbent" for future offerings of the same position and shall be given preference for such position provided Article 12.03 does not operate to deem him/her a new employee and provided that the requisite skills, qualifications, abilities and relevant experience have not substantively changed.
13.04 The Employer shall not be required to post if the following conditions apply:
(a) an employee cancels her/his acceptance of a position; or;
(b) there is an urgent need to fill a vacancy in a very short period of time due to an unanticipated need; or;
(c) there is more than 1 qualified Applicant for a posted position and the Successful Applicant declines to accept the position, in which case the Employer will offer the position to the 2nd ranked Applicant; or;
(d) If the position is given to an incumbent as set out in Article 13.03.
13.05 The Parties acknowledge that the criteria which the Employer will use in selecting a candidate for a position shall include: ability to perform the various duties of the position, academic qualifications, previous academic employment experience, seniority and other qualifications as applicable. The above criteria are not listed in order of priority.
13.06 When making a selection if the Employer determines that 2 or more candidates have equal qualifications the candidate with the most seniority will be selected. Qualifications shall not be established, upgraded or revised in an unreasonable manner.
13.07 At its discretion the Employer may issue a single posting that offers up to a maximum of 3 consecutive work terms/contracts to the Successf...