Common use of JOB VACANCIES Clause in Contracts

JOB VACANCIES. (a) The Executive Director has the primary authority for the recruitment and screening of applicants for vacant positions as well as for transfers or promotional opportunities. The Executive Director, or designee, shall decide the relative qualifications, skills, abilities, attendance record and discipline record of an applicant for a position. First consideration for vacant bargaining unit positions shall be given to bargaining unit employees, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the position in question. When these factors for two or more applicants for a given position are substantially equal, as determined by the Employer, seniority shall be the determining factor. (b) The goal of the job posting policy is to ensure that all employees are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent with the Employer’s consideration of external candidates for employment. (c) While the Employer favors promotion from within, business conditions could cause a position to be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) In the event that an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable to meet the essential tasks of the position, the employee shall return to their previous position if it is still vacant but, has no right to bump back to their old position or to any other position. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances may be open for discussion.

JOB VACANCIES. Section 1. In the event there are any job vacancies, such jobs shall be posted on a bulletin board in locations accessible to all employees for a period of five (a5) The Executive Director has consecutive working days, excluding Saturday, Sunday, and holidays. Job postings will give a basic general description of the primary authority for job, plus the recruitment initial job location, the shift times, and screening specify temporary, permanent or contingent permanent. If a position is not going to be filled or not filled within a reasonable period of time (15 working days of less), the President of the Local Union will be notified in writing of the reasons. Section 2. All applicants for vacant positions who are members of the bargaining unit shall be informed of the successful applicant as well soon as for transfers or promotional opportunitiespossible. Section 3. The Executive Directordistrict will post, or designeeas per Section 1 of this Article, shall decide for all competitive class positions to determine if any current employees who hold the relative qualificationsjob title are interested in a transfer to the posted position. If more than one employee in the job title applies through the posting process for a transfer, skills, abilities, attendance record and discipline record the selection of an applicant employee to perform such services shall be made on the basis of their ability and performance of duty as judged by the Employer but shall be governed by seniority where equal ability and performance of duty have been demonstrated. If the vacancy is not filled through the posting process, the District will contact Erie County for all available promotional and open competitive lists. After canvassing the lists, the District must select from the top three (3) candidates willing to accept appointment. Some examples: 3 scores of 100 (choice of 3 candidates); 1 at 100, 12 at 95 (choice of 13 candidates since all 95's are tied); 1 at 100,1 at 95, 4 at 90 (choice of 6 candidates). If there are less than 3 candidates, the District can make an appointment from the remaining names on the list or can make a provisional appointment and call for another exam. Section 4. The District will post, as per Section 1 of this Article, for all non-competitive class positions to determine if any current employees who hold the job title are interested in transferring to the posted position. If more than one employee in the job title applies through the posting process for a positiontransfer, the selection of an employee to perform such services shall be made on the basis of their ability and performance of duty as judged by the Employer but shall be governed by seniority where equal ability and performance of duty have been demonstrated. First consideration for vacant bargaining unit Promotions to positions shall be given made on the basis of ability and performance of duty as judged by the District. In cases of equal ability and performance of duty, seniority will be a consideration in making the selection. Section 5. In the event a noncompetitive employee through accepting a promotion to bargaining unit employeesanother noncompetitive or competitive position shall through the terms of the agreement suffer a loss of wages the contract year following his or her promotion; the Employer and the Union agree that no employee shall sustain a loss in pay (during the second contract year of promotion) but shall be paid at the applicable rate in either the current position or the position the employee has vacated the prior year, provided that whichever is greater, until such employees have time as the qualifications, skills, abilities, attendance record, and discipline record, promotional rate of pay will meet or exceed the rate of pay for the position in questionvacated. Section 6. When these factors for two or more applicants for a given position are substantially equalThe District will attempt to have at least one designated union representative to serve on all appropriate interview committees, as determined by the Employer, seniority shall be the determining factorDistrict. (b) The goal of the job posting policy is to ensure that all employees are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent with the Employer’s consideration of external candidates for employment. (c) While the Employer favors promotion from within, business conditions could cause a position to be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) In the event that an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable to meet the essential tasks of the position, the employee shall return to their previous position if it is still vacant but, has no right to bump back to their old position or to any other position. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances may be open for discussion.

JOB VACANCIES. ‌ 10.01 Upon notification to the Union, the Corporation shall have up to four (4) weeks to determine whether a position shall be declared a vacancy and/or make any amendments to the existing position. If the Corporation determines that there is a permanent vacancy, a temporary vacancy of more than ninety (90) days or when a new position is created within the Bargaining Unit, the Corporation shall circulate the posting to the Unit Chair and post notice of the position on the intranet and notice boards at each facility for a minimum of ten (10) business days prior to the posting closing. The posting will indicate the Department, location, nature of the position, required qualifications, shift, and wage rate or range, in order that Employees may have the opportunity to make written applications to the Human Resources Department for such positions. All Employees who have completed their probationary period may make written application for the vacant position. The Union will be responsible for posting on their union communication boards. 10.02 Vacancies which will not or are not expected to exceed ninety (90) calendar days need not be posted unless agreed to by the parties. Such temporary vacancies may be filled at the discretion of the Corporation, and the Union will be provided with notification. 10.03 The Corporation shall consider applicants for whom a successful bid would result in a promotion or transfer (as defined herein) to a higher or equal rate classification. In cases of promotion or transfer, the following factors shall be considered: (a) The Executive Director has the primary authority for the recruitment qualifications and screening of applicants for vacant positions as well as for transfers or promotional opportunities. The Executive Director, or designee, shall decide the relative qualifications, skills, abilities, attendance record and discipline record of an applicant for a position. First consideration for vacant bargaining unit positions shall be given to bargaining unit employees, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the position in question. When these factors for two or more applicants for a given position are substantially equal, as determined by the Employer, seniority shall be the determining factor.demonstrated performance; (b) The goal seniority. When the matters in factor a) are relatively equal in the opinion of the job posting policy is to ensure that all employees are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent with the Employer’s consideration of external candidates for employmentCorporation, then factor b) shall govern. 10.04 The successful applicant shall be placed in the vacancy or new position for a trial period not exceeding three (c3) While calendar months. During the Employer favors promotion from withintrial period, business conditions could cause the Employee shall be paid the full rate of pay for the job classification. If during the trial period, the Employee proves unsatisfactory or makes a position request to be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision includereturned to their former position, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known he/she will be returned to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) In the event that an employee promotes or transfers into a new or different their former position and their performance is unsatisfactory and/or they are unable to meet rate of pay without loss of seniority, as will any other Employee in the essential tasks Bargaining Unit who was promoted or transferred by reason of the position, original filling of the employee shall return to their previous position if it is still vacant but, has no right to bump back to their old position or to any other position. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. vacancy or new positions until they have successfully completed their probationary period and any extensions thereofposition. Unusual circumstances may Any applicants for the original posting will then be open for discussiongiven consideration in accordance with Article 10.

JOB VACANCIES. (a) The Executive Director has Announcements of opportunities for all job vacancies in new jobs, existing jobs, training positions, and apprenticeship positions within the primary authority bargaining unit, will be posted on the bulletin board of each lunchroom for a period of ten (10) days prior to the filling of the job vacancy. Employees desiring consideration in the filling of the job vacancy shall signify their desire by applying for the recruitment job notice during the period in which it is posted. (b) In filling posted vacancies, the skill, knowledge and screening ability of the applicants for vacant positions as well as for transfers or promotional opportunities. The Executive Director, or designee, shall decide the relative qualifications, skills, abilities, attendance record and discipline record of an applicant for a position. First consideration for vacant bargaining unit positions shall be given to bargaining unit employees, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the position in questionshall be the primary consideration. When these factors for Where two or more applicants for a given position are substantially equal, as determined by the Employerregular employees qualify, seniority shall be the determining factor. (b) . The goal of skill, knowledge and ability for vacancies posted under this Article shall be those reasonably necessary to perform the job posting policy is to ensure that all employees are made aware of function and have the opportunity to apply for open OPEIU positions either before shall not be established in an arbitrary or concurrent with the Employer’s consideration of external candidates for employmentdiscriminatory fashion. (c) While All employees accepted to posted jobs shall be on probation for thirty (30) days worked, except for employees promoted into a technical trade position (e.g. Machinist or Millwright) who shall be on probation for ninety (90) days worked. During this period, the Employer favors promotion from withinemployee may, business conditions could cause a position at his option, return to his former job, or, if in the Employer’s opinion the employee is not progressing satisfactorily, may be posted internally while simultaneously recruiting from returned to his former job. Posting probation may be extended for days missed, in keeping with the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Directorprocedures outlined in Article 18.02. (d) Employees who wish to apply for A notice shall be posted positions must apply online through on the Employer website at xxx.xxxxxxxxxxxxx.xxxbulletin boards listing the name of the successful applicants, within the time limits of the job posting procedures. (e) In Every internal job applicant who meets the event that minimum qualifications will be given an employee promotes or transfers into interview unless he/she has been interviewed for a new or different similar position and their performance within the last three (3) months. Every internal job applicant who is unsatisfactory and/or they are unable not given an interview will have the reasons explained to meet the essential tasks of the position, the employee shall return to their previous position if it is still vacant but, has no right to bump back to their old position or to any other positionhim/her. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances A vacancy may be open filled temporarily by the Employer under the following circumstances: (1) until such time as the job posting procedure is complete (2) for discussionthe duration of a regular employee’s authorized leave of absence (3) for the duration of a special project which will have been discussed at the Union/Management meeting. (g) Time spent by employees on temporary assignment shall not be used against other employees in filling permanent vacancies. (h) For the purpose of filling temporary vacancies, temporary workers may be retained for four (4) months, after which temporary workers will become regular employees. The employee will serve the probationary period. (i) In the event an employee transfers to a higher rated position, or is temporarily moved by the Employer, he will be entitled to the rate for that job. The transfer will occur in accordance with Article 18.10 (b) of the Collective Agreement.

JOB VACANCIES. (a) The Executive Director has Employer shall continue its current practice of providing written notice of permanent job vacancies. Continuing part- time positions that are twenty-four (24) hours a week or less shall be posted in accordance with this article; casual positions are not required to be posted. Such vacancies shall be posted for a period of not less than six (6) calendar days. Employees desiring consideration in the primary authority for filling of these permanent job vacancies shall signify their desire by submitting a written application during the recruitment and screening of applicants for vacant positions period in which it is posted. The Employer may advertise externally as well as for transfers or promotional opportunitiesposting internally. The Executive Director, or designee, shall decide the relative qualifications, skills, abilities, attendance record and discipline record of an applicant for a position. First consideration for vacant bargaining unit positions shall Qualified internal applicants will be given interviewed prior to bargaining unit employees, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the position in question. When these factors for two or more applicants for a given position are substantially equal, as determined by the Employer, seniority shall be the determining factorexternal applicants. (b) In all cases of filling permanent vacancies, promotions/demotions, transfers, layoffs, and recall after layoff, the University will select the qualified candidate, if any, who the University can demonstrate is the most qualified candidate for the position taking into account skill, ability, qualifications, and relevant experience. Where these factors are relatively equal between two or more candidates, the candidate with more seniority will be selected. The goal of University agrees that the job posting policy is to ensure that all employees are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent onus lies with the Employer’s consideration of employer to demonstrate that the successful candidate was the most qualified. Where an external candidates for employmentapplicant is selected, when requested to do so, the University will meet with the Union to elaborate upon its selection decision in relation to the factors outlined above. (c) While the Employer favors promotion from withinWhen an employee applies, business conditions could cause a position is found to be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision includequalified, but are is not limited to: organizational restructuring; urgency of filling given the position; position requirements that include , the employee may ask for and will be given advice on how to improve her qualifications, and assistance in developing a career development plan and/or job search skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director. (d) Employees who wish In the event that a successful applicant proves unsatisfactory during or at the end of a familiarization period of thirty (30) calendar days or feels dissatisfied and chooses not to apply for posted positions must apply online through continue in the Employer website at xxx.xxxxxxxxxxxxx.xxxposition within a seven (7) calendar day period, she shall be returned to her former job. (e) In An employee accepting a job posting outside her department must remain in that department for a period of six (6) months unless she was returned by the event that an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable University to meet the essential tasks of the former position, in accordance with (d) above or unless the employee shall return subsequently applies within the six (6) month period to their previous position if it is still vacant but, has no right to bump back to their old position or to any other positiona vacancy in a higher paying classification. (f) New hires A job need not be posted if the University requires the vacancy to provide a suitable job for an employee with a disability (as an accommodation), and personnel the filling of such a position in new positions may order to accommodate an employee shall not apply for promotionsbe a violation of the provisions of this Agreement. (g) Upon request, transfersthe University shall provide internal applicants with copies of the relevant job description. (h) Where a regular part-time non-union staff member is assigned additional duties by the University on a continuing basis that will result in them working more than twenty- four (24) hours per week on a regular basis, etcthey will be deemed to be covered by the collective agreement without the need to post. or new positions until Such employees will be credited with service and seniority equal to the hours they have successfully completed their probationary period and any extensions thereofworked as a percentage of full-time employment as a salaried or hourly-paid employee as the case may be. Unusual circumstances may be open for discussionThe University agrees that it will not use this provision to avoid posting bargaining unit positions.

JOB VACANCIES. (a) The Executive Director has Where a permanent vacancy occurs in a classification within the primary authority for bargaining unit or a new position within the recruitment and screening bargaining unit is established by the Employer (unless notified by the employer of applicants for vacant positions as well as for transfers its intent not to fill or promotional opportunities. The Executive Directorpostpone the filling of such vacancy in writing), or designee, such vacancy shall decide the relative qualifications, skills, abilities, attendance record and discipline record of an applicant be posted for a positionperiod of seven (7) days. First consideration for vacant Employees in this bargaining unit positions may make written application for such vacancy within the time frame referred to herein. b) The first and second subsequent vacancies created by the filling of a posted vacancy will be posted for five (5) consecutive calendar days. All other subsequent vacancies need not be posted. c) At the request of the employee, the Employer will discuss with unsuccessful applicants ways in which they can improve their qualifications for future postings. d) Employees shall be selected for job postings on the basis of their skill, ability, experience and qualifications. Where these factors are relatively equal amongst the employees considered, seniority shall govern. e) When considering applications for vacancies, the Employer will first review those from within the classification where the vacancy occurs. If no applicant is chosen from within this group, then the Employer will next consider applicants from elsewhere in the bargaining unit. f) Where the applicant has been selected in accordance with this Article and it is subsequently determined that she cannot satisfactorily perform the job to which she was awarded, the employee or the employer may, during the first thirty (30) shifts worked from the date on which the employee was first assigned to the vacancy, return her to her former job, and the filling of the subsequent vacancies will likewise be reversed. g) Vacancies which are not expected to exceed sixty (60) days and vacancies caused due to illness, accident or leaves of absence may be filled at the discretion of the Employer, in accordance with Article 13. h) Where part time employees fill temporary full time vacancies, such employees shall be considered regular part time and shall be covered by the terms of this agreement. Upon completion of the temporary vacancy, such employee shall be reinstated to her former position, unless the position has been discontinued, in which case she shall be given to bargaining unit employees, provided that such employees a comparable job. i) The employer shall have the qualifications, skills, abilities, attendance record, right to fill any permanent vacancy on a temporary basis until the posting procedure has been complied with and discipline record, for arrangements have been made to permit the position in question. When these factors for two or more applicants for a given position are substantially equal, as determined by employee selected to fill the Employer, seniority shall vacancy to be assigned to the determining factorjob. (bj) The goal of the job posting policy is to ensure that all employees are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent with the EmployerAn employee’s consideration of external candidates for employment. (c) While the Employer favors promotion from withinstatus, business conditions could cause a position to be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same part time/full time shall continue until such time as a posting requires approval of a Human Resources representative and the Department Directoris permanent. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) In the event that an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable to meet the essential tasks of the position, the employee shall return to their previous position if it is still vacant but, has no right to bump back to their old position or to any other position. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances may be open for discussion.

JOB VACANCIES. (a) The Executive Director has Section 5.1 This Article applies to new positions and open positions that are within the primary authority for the recruitment and screening jurisdiction of applicants for vacant positions as well as for transfers or promotional opportunitiesthis collective bargaining agreement. The Executive Director, or designee, shall decide the relative qualifications, skills, abilities, attendance record and discipline record Notices of an applicant for a position. First consideration for vacant bargaining unit open positions shall be given to bargaining unit employees, provided that such employees have the qualifications, skills, abilities, attendance record, dated and discipline record, for the position in question. When these factors for two or more applicants for a given position are substantially equal, as determined by the Employer, seniority shall be distributed to each work area and posted on employee bulletin boards within two (2) working days from the determining factor. (b) The goal date of the job posting policy is to ensure notice. Notices shall include a closing date that all allows employees are made aware seven (7) calendar days from the date of and have the opportunity notice to apply for open OPEIU positions either before positions, unless the position must be filled sooner because of work requirements and the union is notified. The Employer shall determine the qualifications and seniority of each applicant. For all vacancies, the qualified senior applicant shall be given an opportunity to accept or concurrent refuse the vacancy. The employer may fill a vacant position with a person from outside of the Employer’s consideration company if the employer determines that no eligible current employee possesses the desire and ability to adequately perform the job at the present time. This process will continue until all approved vacancies are filled. All notices shall include the following information: 1. Date of external candidates notice (the start date of the job bid) 2. Closing date (unless open until filled) 3. Type of work 4. The job classification 5. The place of work 6. The rate of pay 7. The hours to be worked (if other than regular hours) 8. The minimum qualifications for employment.the position Section 5.2 A newly promoted employee shall serve a probationary period of ninety (c90) While calendar days. The employee, upon being promoted, shall be paid the rate of pay for the position effective the first day the employee commences work at the new position. If during the probationary period, the employee request to be returned to his/her former position, the Employer favors promotion from within, business conditions could cause a position to be posted internally while simultaneously recruiting from the outsideshall honor such request. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) In the event that an employee promotes or transfers into a new or different position and their the employee’s work performance is unsatisfactory and/or they are unable to meet the essential tasks of the positionnot satisfactory, the employee Employer shall return to their previous position if it is still vacant but, has no have the right to bump back return the employee to their old position or to any other his/her former position. (f) New hires Section 5.3 When qualified internal candidates are not available, the company will select a laid-off qualified IAP Worldwide Services or HMG LLC bargaining unit applicant who worked in this bargaining unit on or after March 4, 2015 for the vacant position. Candidates covered by this section who were terminated for cause will be considered unqualified. The union agrees that employment for these applicants is contingent upon a favorable drug screening and personnel in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed their background check and will be considered newly hired employees who are subject to the ninety day probationary period and any extensions thereof. Unusual circumstances may be open for discussionas written in this Article.

JOB VACANCIES. (a) The Executive Director has All positions being recruited, full-time or part-time, whether new positions or vacancies, which fall within the primary authority for the recruitment and screening scope of applicants for vacant positions as well as for transfers or promotional opportunitiesCertificate No. The Executive DirectorMLB 5779, or designee, shall decide the relative qualifications, skills, abilities, attendance record and discipline record of an applicant will be posted in places accessible to all employees for a position. First consideration for vacant bargaining unit positions shall minimum of five (5) working days, where possible, prior to the date of closure in order that all employees will be given able to bargaining unit employees, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for know about the position in questionand make written application therefore. When these factors for two or more applicants for a given position are substantially equal, as determined by No outside media advertisement will appear prior to the Employer, seniority shall be job being posted on the determining factorUniversity notice boards. (b) The goal University shall post the names and positions of the job posting policy is to ensure that all employees are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent with the Employer’s consideration of external candidates for employmentnew appointees. (c) While the Employer favors promotion from within, business conditions could cause All internal applicants for a position to be posted internally while simultaneously recruiting from being recruited, who possess the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling qualifications and ability for the position; position requirements that include skills, educationwill be granted an interview. 9.2 The notice referred to in Article 9.1(a) above will contain the following information: classification, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval term of a Human Resources representative employment, if applicable, qualifications, job duties, hours of work, starting date and the Department Directorsalary range. (da) Employees who wish The governing factors for appointments to apply for posted positions must apply online through with-in the Employer website at xxx.xxxxxxxxxxxxx.xxxbargaining unit are qualifications, seniority and ability. If, in consideration of these factors, the University judges two (2) or more candidates to be satisfactory and equal in regard to qualifications and ability, the candidate with the most seniority will be given preference. (eb) The University agrees that, for appointments to positions within the bargaining unit, a reasonable familiarization period to learn the activities of a new position shall not be grounds to deny a person on lay-off a vacancy. 9.4 All applicants within the Union for any such position shall be notified of the successful applicant as soon as possible after the filling of the position. In the event that an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable to meet the essential tasks case of cancellation of the position, the employee shall return to their previous position if it is still vacant but, has no right to bump back to their old position or to any other positionsuch applicants will also be notified. (f) New hires and personnel 9.5 If the successful applicant is presently a regular employee, in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed their the event she proves unsatisfactory during the probationary period and any extensions thereof. Unusual circumstances may in the position, she shall be open for discussionre-employed in a comparable vacancy without loss of seniority at her previous salary at the earliest availability of a comparable vacancy.

JOB VACANCIES. (a) The Executive Director has the primary authority for the recruitment and screening of applicants for vacant positions as well as for transfers or promotional opportunities. The Executive Director, or designee, shall decide the relative qualifications, skills, abilities, attendance record and discipline record of an applicant for a position. First consideration for vacant bargaining unit positions shall be given to bargaining unit employees, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the position in question. When these factors for two or more applicants for a given position are substantially equal, as determined by the Employer, seniority shall be the determining factor. (b) The goal of the job posting policy is to ensure that all employees are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent with the Employer’s consideration of external candidates for employment. (c) While the Employer favors promotion from within, business conditions could cause a position to be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) 16.01 In the event that an employee promotes a permanent vacancy or transfers into a new permanent newly created position comes open within the bargaining unit, notice of such vacancy or different newly created position and their performance is unsatisfactory and/or they are unable to meet shall be posted for ninety-six (96) hours on bulletin board or boards provided on the essential tasks of premises for such purposes. All such notices shall include the positionposition classification, job content overview, qualifications (where reasonably required), the employee shall return to their previous position if it is still vacant butshift, has no right to bump back to their old position or to any other position. (f) New hires and personnel in new positions may not apply for promotions, transfers, etcthe date such notice was posted. or new positions until they Only employees who have successfully completed their probationary period may apply for such job vacancies within the time limit specified above. Those employees wishing to apply for such vacancy or newly created position shall do so by written application submitted to the Operations Manager or designate. . A copy of all applications shall be given to the Chief Union Xxxxxxx. Employees wishing to apply for posting during an absence from work must notify the Operations Manager or designate in writing of such intent. 16.02 In selecting the successful applicant from amongst the applicants for the positions of Slitter, Line Feeder and Warehouse the Employer shall award the positions by seniority. For the positions of Central Packer, Operator, Mixer and Winder, the Employer shall consider the skill, and ability of the individual to perform the normal required work and where these are relatively equal, seniority shall govern. The consideration for skill and ability will only be based on an employee’s permanently held position or positions. If the vacancy or permanent newly created position is not filled as a result of the posting, or if no suitable applicants are received, the Employer reserves the right to hire from outside of the bargaining unit. The company will post the successful candidate. 16.03 An employee who is selected shall have a training period of a reasonable length of time for the type of position, as determined by the Employer acting reasonably. The selected employee will be given normal instruction at the commencement of the training period and be fairly and reasonably assessed by the Employer during the training period. The Employer will use checklists and work instruction manuals for each classification as part of the Employer’s assessment of an employee during the training period. If the employee does not successfully complete the training period he/she will revert to their previous position held. . The person in that position will revert to their previous position and so on. If the employee elects to decline the job within the said training period, he/she will go back to General Labour, but maintain seniority and benefits. 16.04 Once an employee has been confirmed as the successful applicant, and has been awarded the position, pursuant to Article 16.03, the successful applicant shall not be entitled to bid on any extensions thereof. Unusual circumstances may other vacancy until the successful applicant has worked at least six (6) full months in the position. 16.05 The Company shall have the right to fill any job classification on a temporary basis without regard to Articles 16.01 to .04, where the vacancy is due to temporary transfer, vacation or leave of absence, as well as any vacancy created during the period of time while the vacancy is being filled under Article 16.01 16.06 Any job classification which is vacant because of an employee’s short- term disability, long-term disability or statutorily authorized leave, and which is expected by the Company to last less than ninety (90) calendar days, shall not be open deemed to be a vacancy for discussion.purposes of Article 16.01 to

JOB VACANCIES. (a) 15.01. The Executive Director Hospital has the primary authority sole discretion to decide when or if it will fill job vacancies. If the Hospital decides to fill a vacancy in a position in the bargaining unit, the vacancy will be posted for seven (7) calendar days in the vending area on the second floor of the Hospital to allow all qualified nurses an equal opportunity to apply for the recruitment and screening of applicants for vacant positions as well as for transfers or promotional opportunitiesposition. The Executive Director, or designee, shall decide Hospital will fill the relative qualifications, skills, abilities, attendance record and discipline record vacancy by the promotion of an applicant for a position. First consideration for vacant bargaining unit positions shall be given to bargaining unit employees, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the position in question. When these factors for two or more applicants for a given position are substantially equalmost qualified bidder, as determined by the EmployerHospital. If the bidders are equally qualified, then the Hospital will use the nurse’s R.N. seniority date to decide which of the most qualified candidates should be promoted. If there are no qualified bidders from within the bargaining unit, the job shall then be open for bid to any qualified employee in the determining factorHospital. If there are no bidders after this process, the Hospital may fill the vacant position by hiring a new employee. 15.02. Any nurse promoted in accordance with the foregoing section will serve a probationary period of ninety (b90) calendar days during which the nurse’s performance will be evaluated by the Hospital. If the nurse’s work performance is unsatisfactory, as determined by the Hospital, or if during the probationary period the nurse decides that he or she does not want to remain in the bidded position, then the nurse shall return to his or her former position, if available. If the former position is not available, and the nurse initiates the return to his or her former position, then he or she will the right to the next available opening on his or her former position. If the return to the former position is initiated by the Hospital and the former position, or a posted open position for which the nurse is the most qualified candidate, is not available, then the nurse will be laid off work until such time as a position becomes available which she or he is capable of performing, without recourse to Paragraph 15.03. The goal of Hospital is not required to hold the job posting policy is to ensure that all employees are made aware of and have the opportunity nurse's former position open. Nurses will not be permitted to apply for open OPEIU positions either before or concurrent with the Employer’s consideration of external candidates for employment. (c) While the Employer favors promotion from within, business conditions could cause a position to be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) In the event that an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable to meet the essential tasks of the position, the employee shall return to their previous position if it is still vacant but, has no right to bump back to their old position or to any other positionpromotions during the probationary period. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances may be open for discussion.

JOB VACANCIES. (a) The Executive Director has the primary authority for the recruitment and screening of applicants for vacant positions as well as for transfers or promotional opportunities. The Executive Director11.01 Whenever a vacancy arises, or designeea new position is created, a notice of the vacancy or new position shall decide be posted for five (5) working days, and employees may apply in writing to fill the relative qualifications, skills, abilities, attendance record and discipline record of an applicant vacancy. If the vacancy is for a position. First consideration for vacant bargaining unit positions full-time job, then full-time employees within the classification shall be given preference when the applications are being considered. The awarding of the position shall be done in accordance with the seniority provisions of this Agreement. 11.02 The Company shall give first consideration to the bargaining unit employeesemployees in filling the vacancy, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the position in question. When these factors for two or more applicants for a given position are substantially equal, as determined by the Employer, seniority Company shall be free to fill the determining factorvacancy at its discretion should there be no suitable applications from the bargaining unit pursuant to the provisions of this section. (b) The goal of the job posting policy is to ensure that all employees are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent with the Employer’s consideration of external candidates for employment. (c) While the Employer favors promotion from within, business conditions could cause a position to be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) 11.03 In the event that an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable not able to meet perform the essential tasks normal functions of the job following the familiarization period or in the event that the employee does not wish to continue working in that position, the employee they shall be returned to their former position, and rate of pay without loss of seniority. It is understood that employees who wish to return to their previous position if it is still vacant butformer positions, has no right to bump back to must make their old position or to any other positionintent known within 30 days. 11.04 The Company shall notify the Union Representative in writing of the name of successful applicant who fills the posted job if the successful applicant is not the senior applicant. 11.05 A thirty (f30) New hires and personnel in new positions may working day probationary period will apply to successful applicants for posted positions. 11.06 Temporary vacancies shall not apply be deemed to be vacant for promotionsthe purpose of this Article. Temporary vacancies shall be defined as vacancies of thirty (30) calendar day's duration or less or if greater than thirty (30) calendar days, transfersvacancies of ascertainable duration due to illness, accident, vacation, leave of absence, etc., or as otherwise mutually agreed upon by the parties. 11.07 In the event that an employee has been selected to fill such a permanent position, then they shall be precluded from applying to fill a vacancy in another classification for a period of six (6) months. or new positions until they have successfully completed their probationary period Only the original available position shall be posted and any extensions thereof. Unusual circumstances all vacancies, which may occur as a result of having filled this original position, shall be open for discussionfilled at the discretion of the store manager.

JOB VACANCIES. (a) The Executive Director has Where a permanent vacancy occurs in a classification within the primary authority for bargaining unit or a new position within the recruitment and screening bargaining unit is established by the Employer (unless notified by the employer of applicants for vacant positions as well as for transfers its intent not to fill or promotional opportunities. The Executive Directorpostpone the filling of such vacancy in writing), or designee, such vacancy shall decide the relative qualifications, skills, abilities, attendance record and discipline record of an applicant be posted for a positionperiod of seven (7) consecutive calendar days. First consideration for vacant Employees in this bargaining unit positions shall be given may make written application for such vacancy within the time frame referred to bargaining unit employees, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the position in question. When these factors for two or more applicants for a given position are substantially equal, as determined by the Employer, seniority shall be the determining factorherein. (b) The goal Subsequent vacancies created by the filling of a posted vacancy are to be posted for three (3) consecutive calendar days. Job vacancies shall be posted on the job posting policy is to ensure that all employees are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent with the Employer’s consideration of external candidates for employmentdesignated bulletin board. (c) While At the request of the employee, the Employer favors promotion from within, business conditions could cause a position to be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Directorwill discuss with unsuccessful applicants ways in which they can improve their qualifications for future postings. (d) Employees who wish shall be selected for job postings on the basis of their skill, ability, experience and qualifications. Where these factors are relatively equal amongst the employees considered, seniority shall govern providing the successfu l applicant, if any, is qualified to apply for posted positions must apply online through perform the Employer website at xxx.xxxxxxxxxxxxx.xxxavailable work within an appropriate familiarization period. (e) Where seniority governs, the most senior applicant within the classification shall be selected. In the event event, that an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they there are unable to meet no candidates from the essential tasks of classification, then seniority from within the positionfacility shall apply, provide the employee shall return to their previous position if it is still vacant but, has no right to bump back to their old position or to any other positioncandidate meets the criteria identified in d) above. (f) New hires Where the applicant has been selected in accordance with this Art icle and personnel in new positions may it is subsequently determined that she cannot apply satisfactorily perform the job to which she was awarded, the Employer will attempt, during the first th irty (30) shifts (225 hours for promotionsemployees whose regular hou rs of work are other than the standards work day) worked from the date on which the employee was first assigned to the vacancy, transfersto return her to her former job , etc. or new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances the fi lling of the subsequent vacancies will likewise be reversed. (g) Vacancies which are not expected to exceed sixty (60) calendar days and vacancies caused due to illness, accident, leaves of absence may be open filled at the discretion of the Employer, in accordance with Article 13. In fil ling such vacancies preference shall be given to regular part-time employees in the bargaining unit on the basis of seniority as per the above. It is understood, however, that where such vacancies occur on short notice, failure to otler part-time employees such work shall not result in any claim for discussionpay for time not worked while proper arrangements are made to fi ll the vacancy. (h) Where part time employees fill temporary full time vacancies, such employees shall be considered regular part time and shall be covered by the terms of this agreement. Upon completion of the temporary vacancy, such employee shall be reinstated to her former position , unless the position has been discontinued, in which case she shall be given a comparable job. (i) The employer shall have the right to fi ll any permanent vacancy on a temporary basis until the posting procedure has been complied with and arrangements have been made to permit the employee selected to fill the vacancy to be assigned to the job. (j) An employee selected as a result of a posted vacancy need not be considered for a further permanent vacancy for a period of six (6) months from the date of her selection.

JOB VACANCIES. (a) The Executive Director has the primary authority for the recruitment and screening of applicants for vacant positions as well as for transfers or promotional opportunities. The Executive Director, or designee, shall decide the relative qualifications, skills, abilities, attendance record and discipline record of an applicant for a position. First consideration for vacant bargaining unit positions shall be given to bargaining unit employees, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the position in question. When these factors for two or more applicants for a given position are substantially equal, as determined by the Employer, seniority shall be the determining factor. (b) The goal of the job posting policy is to ensure that all employees are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent with the Employer’s consideration of external candidates for employment. (c) While the Employer favors promotion from within, business conditions could cause a position to be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) 16.01 In the event that an employee promotes a permanent vacancy or transfers into a new permanent newly created position comes open within the bargaining unit, notice of such vacancy or different newly created position and their performance is unsatisfactory and/or they are unable to meet shall be posted for ninety-six (96) hours on bulletin board or boards provided on the essential tasks of premises for such purposes. All such notices shall include the positionposition classification, job content overview, qualifications (where reasonably required), the employee shall return to their previous position if it is still vacant butshift, has no right to bump back to their old position or to any other position. (f) New hires and personnel in new positions may not apply for promotions, transfers, etcthe date such notice was posted. or new positions until they Only employees who have successfully completed their probationary period may apply for such job vacancies within the time limit specified above. Those employees wishing to apply for such vacancy or newly created position shall do so by placing their name on the posting where designated. A copy of the signed posting shall be given to the Chief Union Xxxxxxx. 16.02 In selecting the successful applicant from amongst the applicants the Employer shall consider the skill, and ability of the individual to perform the normal required work and where these are relatively equal, seniority shall govern. If the vacancy or permanent newly created position is not filled as a result of the posting, or if no suitable applicants are received, the Employer reserves the right to hire. 16.03 An employee who is selected shall have a familiarization period of a reasonable length of time for the type of position, as determined by the Employer acting reasonably. 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 elects to decline the job within the said familiarization period, he will revert to his prior position held. 16.04 Once an employee has been confirmed as the successful applicant pursuant to Article 16.03, the successful applicant shall not be entitled to bid on any extensions thereof. Unusual circumstances may other vacancy until the successful applicant has worked at least six (6) full months in the position. 16.05 The Company shall have the right to fill any job classification on a temporary basis without regard to Articles 16.01 to .04, where the vacancy is due to temporary transfer, vacation or leave of absence, as well as any vacancy created during the period of time while the vacancy is being filled under Article 16.01 16.06 Any job classification which is vacant because of an employee’s short- term disability, long-term disability or statutorily authorized leave, and which is expected by the Company to last less than ninety (90) calendar days, shall not be open deemed to be a vacancy for discussion.purposes of Article 16.01 to

JOB VACANCIES. Section 6.1 When a job vacancy or vacancies occur within the County employ- ment covered by this Agreement, the Employer will post in a conspicuous location at the agreed upon work locations and distribute for posting to the Union an announcement of such vacancies at least fifteen (a15) The Executive Director has calendar days prior to the primary authority date they are to be filled, except in the event of an emergency. Announcements of such vacancies shall contain the title of the positions to be filled, minimum qualifica- tions required for appointment, and the recruitment number and screening work location of applicants for vacant positions as well as for transfers or promotional opportunitiesvacancies. The Executive DirectorEmployer shall notify the CSEA Unit President in writing of all jobs filled on an emergency basis. Section 6.2 When such vacancies are announced as provided herein, or designeeemployees who wish to be considered for appointment to such vacancies shall be allowed to file appropriate notice therefore with the appointing authority; provided however, shall decide that such notice must be filed within ten (10) days following the relative qualifications, skills, abilities, attendance record date of initial posting and discipline record distribution for posting of an applicant announcement of the vacancy. Section 6.3 After the appropriate notice(s) have been filed by the employee(s) with the Employer, the vacancy or vacancies shall be filed within the following format with seniority being the determining factor when other job qualifications are considered fairly equal, and provided that there is no conflict with the New York State Civil Service Law, including the right of the Employer to select one of three persons certified as standing highest on an eligible list for a positionappointment or promotion within the competitive class. Preference for filling job vacancies shall be determined in the following manner: 1) First consideration for vacant bargaining unit positions preference shall be given to bargaining unit employees, provided that such those employees have presently working within the qualifications, skills, abilities, attendance record, and discipline record, for department to whom the position vacancy will result in question. When these factors for two or more applicants for a given position are substantially equal, as determined by the Employer, seniority promotion. 2) Second preference shall be the determining factorgiven to those employees whose transfer would result in a lateral transfer of job title and pay grade. (b3) The goal of Third preference shall be given to those employees whose transfer would result in a new job title but remain in the job posting policy is to ensure that all employees are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent with the Employer’s consideration of external candidates for employmentsame pay grade. (c4) While the Employer favors promotion from within, business conditions could cause a position Fourth preference shall be given to be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Directorall other County employees. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) In the event that an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable to meet the essential tasks of the position, the employee shall return to their previous position if it is still vacant but, has no right to bump back to their old position or to any other position. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances may be open for discussion.

JOB VACANCIES. 8.01 Job vacancies shall be filled through the following procedures: (a1) The Executive Director has “Jobs Held List” will be used. If a job cannot be filled using the primary authority for Jobs Held List, the recruitment and screening of applicants for vacant positions as well as for transfers or promotional opportunities. The Executive Director, or designee, shall decide the relative qualifications, skills, abilities, attendance record and discipline record of an applicant for a position. First consideration for vacant bargaining unit positions following Job posting procedure shall be given applied: (2) The Company shall post a notice on the job bid board. This notice will include the date and time of the posting, the shift, number of positions to bargaining unit employees, provided that such employees have be filled and a brief description of the qualifications, skills, abilities, attendance record, and discipline record, for the position in question. When these factors for two or more applicants for a given position are substantially equal, as determined by the Employer, seniority shall be the determining factorjob duties. (b3) The goal of the job posting policy is to ensure This notice will be posted for two (2) working days. Employees may withdraw a bid (in writing) within that all employees are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent with the Employer’s consideration of external candidates for employmenttwo (2) day period. (c4) While Employees shall be considered for the Employer favors promotion from withinjob by seniority upon passing any required test(s) and as follows: *First: If the job was previously held and the employee is qualified per Section 7.01(D). *Second: Documented relevant skills and ability to perform the job. It is understood that in the application of the above paragraph with respect to test requirement, business conditions could cause standardized tests will be developed and administered in each case requiring such. 8.02 Any employee may apply for a position Posted Job Vacancy in writing, by filling out a Posted Job Application Form in the Human Resources Office. In the event of multiple jobs, the employee will signify his preference to those posts at the time he submits his application. This will be posted internally while simultaneously recruiting from accomplished by indicating in the outsidebid application a priority in number form (#1 being first, etc,). The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency employee and Union shall receive one (1) copy of filling the position; position requirements that include skills, education, and/or experience application form. The company will select the senior qualified (qualified as defined in 8.01) applicant within three (3) working days after the application time limit and will notify the Union of the name of the employee selected as soon as it is known. Employees rejected shall be allowed to make application for posted jobs that are not known lower than, equal to match any existing employee; critical operational needs; etc. The decision to recruit from or higher than the outside at the same time as posting requires approval of a Human Resources representative and the Department Directorjob they are presently in, in accordance with paragraph 8.01. (dA) Employees who wish to apply An individuals application remains active for posted positions must apply online through (30) working days from the Employer website at xxx.xxxxxxxxxxxxx.xxxdate the post expires. All other vacancies which occur within that classification during that time period will be filled using that posting. (eB) If the company is unable to fill a vacancy by the procedures set forth above, nothing herein shall be construed to impair its right to select from the existing workforce (job offer) or hire new employees. If the Company fails to fill the vacancy within 45 working days the job will be reposted. (C) Any test taken by a department employee shall be taken during working hours, and shall be paid at the employee’s regular hourly rate. An employee required to take a qualification test outside of their department will take such test outside of their regular working hours. The employee shall be paid at the employee’s regular hourly rate. Any employee failing a test which is required to enter a classification shall not be considered for entry into the classification. Said employees shall be notified of their deficiencies and counseled as to how they may overcome such deficiencies. The employee will not be eligible to bid the classification for duration of six (6) months. An employee failing a test for a second time will not be eligible to bid the classification unless documented formal training is demonstrated. A Welder who fails a practical test required as part of a job classification or for entry into the classification shall be allowed to take two subsequent tests to demonstrate the required skill level. Failure to pass both retests will result in the employee not being eligible for entry into the classification, or disqualification from the classification. Current employees will not be subject to testing on current or modified or new job classifications unless required by code or mutual agreement. It is understood that new jobs involving “Skilled Labor” (i.e. welding, machine operation, packaging, maintenance, and electrical) are excluded from this exemption. (D) When an employees posted job application entitles them to be selected for a vacancy, they will be awarded the job within five (5) working days from the date of posting, and paid the rate of the job, if higher, at that time. The employees time on the job will begin at the time he is awarded the job. The probationary period, as described in 8.03, will not start until that person is physically moved into the posted job classification. The employee will be moved to the new job within twenty (20) working days. (E) Successive vacancies created by the filling of vacancies according to the above provisions shall be filled in the same manner. 8.03 In the event that an employee promotes or transfers into transferring to a new or different position and their performance is unsatisfactory and/or they are unable to meet job as the essential tasks result of the positiona posted job, the individual shall be placed on a probationary period not to exceed sixty (60) working days. Written employee evaluations will occur on or about day 20, day 40, and day 60. If during this probationary period the employee is found to be incapable of performing the work at a normal and average level (with a minimum of 20 working days) the Company shall return the employee (seniority permitting) to their previous job or to a force reduction status. During this time the individual will not be assigned to perform other work unless they are the only capable employee available, there is no work in the new job, or they are needed to train persons in other jobs. An employee who is placed into a posted job position if it who already has the job on their Jobs Held List will not be placed on probation and the move will be considered permanent at the time they enter the job. The employee is still vacant but, has no right subject to bump back to their old position or to any other positionthe requirements of Article 7.02 (A) and 8.03 (B). (fA) New hires When an employee enters a classification on a posted job, and personnel is subsequently removed from that job during the sixty (60) day probation/training period, as a result of a reduction in force or a bump situation only, that person will have preference in the bid process and retain time on the job for the next 12 months in the event the job is posted during that time. Exception being a previously qualified employee bid on the job. (B) An employee may sign off a post (in writing) at any time prior to being physically moved to the new positions job or within five (5) working days of being placed on the job. This includes those employees who previously held the position. That employee may not apply bid on another posted job until the original post is no longer active per Section 8.02(A). This employee will be returned to his previous classification and department. He shall re-enter the overtime rotation according to seniority. (C) The Company will notify the Committee person representing the employee who is to be removed by the company from a posted job, prior to the employee’s removal. The company will give the Union the reasons for promotionsdisqualification in writing. (D) If the posted job is vacated in accordance with the above Sections 8.03 or 8.03(B), transfersthe vacancy shall be filled by the next most senior qualified applicant in accordance with the provisions of this Article VIII. An employee accepting assignment on the basis of a posted job, etcshall not be eligible to transfer to another job classification on a permanent basis for a one (1) year period of time, unless the job is assigned a pay rate equal to or higher than the one he is presently in. or It is understood that in the application of this paragraph, should an employee be removed from a posted job due to a reduction in force situation, he shall be allowed to make application for other posted jobs in accordance with the Agreement, Article VIII. All new positions until hires will be restricted from bidding out of the classification they have successfully completed their probationary period and any extensions thereofare hired into for the duration of 1 year. Unusual circumstances This restriction may be open for discussionwaived upon mutual agreement between the Union and the Company.

JOB VACANCIES. (a) The Executive Director has Announcements of opportunities for all job vacancies in new jobs, existing jobs, training positions, and apprenticeship positions within the primary authority bargaining unit, will be posted on the bulletin board of each lunchroom for a period of ten (10) days prior to the filling of the job vacancy. If a posting is temporary, the expected duration, if known, will be included in the posting. Employees desiring consideration in the filling of the job vacancy shall signify their desire by applying for the recruitment job notice during the period in which it is posted. (b) In filling posted vacancies, the skill, knowledge and screening ability of the applicants for vacant positions as well as for transfers or promotional opportunities. The Executive Director, or designee, shall decide the relative qualifications, skills, abilities, attendance record and discipline record of an applicant for a position. First consideration for vacant bargaining unit positions shall be given to bargaining unit employees, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the position in questionshall be the primary consideration. When these factors for Where two or more applicants for a given position are substantially equal, as determined by the Employerregular employees qualify, seniority shall be the determining factor. (b) . The goal of skill, knowledge and ability for vacancies posted under this Article shall be those reasonably necessary to perform the job posting policy is to ensure that all employees are made aware of function and have the opportunity to apply for open OPEIU positions either before shall not be established in an arbitrary or concurrent with the Employer’s consideration of external candidates for employmentdiscriminatory fashion. (c) While All employees accepted to posted jobs shall be on probation for thirty (30) days worked, except for employees promoted into a technical trade position (e.g. Machinist or Millwright) who shall be on probation for ninety (90) days worked. During this period, the Employer favors promotion from withinemployee may, business conditions could cause a position at his option, return to his former job, or, if in the Employer’s opinion the employee is not progressing satisfactorily, may be posted internally while simultaneously recruiting from returned to his former job. Posting probation may be extended for days missed, in keeping with the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Directorprocedures outlined in Article 18.02. (d) A notice shall be posted on the bulletin boards listing the name of the successful applicants, within the time limits of the job posting procedures. (1) Employees who wish post into a temporary position will be automatically returned to apply for posted positions must apply online through their former position once the Employer website at xxx.xxxxxxxxxxxxx.xxxposting is complete. (e) In Every internal job applicant who meets the event that minimum qualifications will be given an employee promotes or transfers into interview unless he/she has been interviewed for a new or different similar position and their performance is unsatisfactory and/or they are unable to meet within the essential tasks of the position, the employee shall return to their previous position if it is still vacant but, has no right to bump back to their old position or to any other position. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances may be open for discussion.last three

JOB VACANCIES. 10.01 Upon notification to the Union, the Corporation shall have up to four (4) weeks to determine whether a position shall be declared a vacancy and/or make any amendments to the existing position. If the Corporation determines that there is a permanent vacancy, a temporary vacancy of more than ninety (90) days or when a new position is created within the Bargaining Unit, the Corporation shall circulate the posting to the Unit Chair and post notice of the position on the intranet and notice boards at each facility for a minimum of ten (10) business days prior to the posting closing. The posting will indicate the Department, location, nature of the position, required qualifications, shift, and wage rate or range, in order that Employees may have the opportunity to make written applications to the Human Resources Department for such positions. All Employees who have completed their probationary period may make written application for the vacant position. The Union will be responsible for posting on their union communication boards. 10.02 Vacancies which will not or are not expected to exceed ninety (90) calendar days need not be posted unless agreed to by the parties. Such temporary vacancies may be filled at the discretion of the Corporation, and the Union will be provided with notification. 10.03 The Corporation shall consider applicants for whom a successful bid would result in a promotion or transfer (as defined herein) to a higher or equal rate classification. In cases of promotion or transfer, the following factors shall be considered: (a) The Executive Director has the primary authority for the recruitment qualifications and screening of applicants for vacant positions as well as for transfers or promotional opportunities. The Executive Director, or designee, shall decide the relative qualifications, skills, abilities, attendance record and discipline record of an applicant for a position. First consideration for vacant bargaining unit positions shall be given to bargaining unit employees, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the position in question. When these factors for two or more applicants for a given position are substantially equal, as determined by the Employer, seniority shall be the determining factor.demonstrated performance; (b) The goal seniority. When the matters in factor a) are relatively equal in the opinion of the job posting policy is to ensure that all employees are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent with the Employer’s consideration of external candidates for employmentCorporation, then factor b) shall govern. 10.04 The successful applicant shall be placed in the vacancy or new position for a trial period not exceeding three (c3) While calendar months. During the Employer favors promotion from withintrial period, business conditions could cause the Employee shall be paid the full rate of pay for the job classification. If during the trial period, the Employee proves unsatisfactory or makes a position request to be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision includereturned to their former position, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known he/she will be returned to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) In the event that an employee promotes or transfers into a new or different their former position and their performance is unsatisfactory and/or they are unable to meet rate of pay without loss of seniority, as will any other Employee in the essential tasks Bargaining Unit who was promoted or transferred by reason of the position, original filling of the employee shall return to their previous position if it is still vacant but, has no right to bump back to their old position or to any other position. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. vacancy or new positions until they have successfully completed their probationary period and any extensions thereofposition. Unusual circumstances may Any applicants for the original posting will then be open for discussiongiven consideration in accordance with Article 10.

JOB VACANCIES. (a) The Executive Director has the primary authority for the recruitment and screening of applicants for vacant positions as well as for transfers or promotional opportunities. The Executive Director11.01 Whenever a vacancy arises, or designeea new position is created, a notice of the vacancy or new position shall decide be posted for five (5) working days, and employees may apply in writing to fill the relative qualifications, skills, abilities, attendance record and discipline record of an applicant vacancy. If the vacancy is for a position. First consideration for vacant bargaining unit positions full-time job, then full-- time employees within the seniority group shall be given preference when the applications are being considered. The awarding of the position shall be done in accordance with the seniority provisions of this Agreement. 11.02 The Company shall give first consideration to the bargaining unit employeesemployees in filling the vacancy, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the position in question. When these factors for two or more applicants for a given position are substantially equal, as determined by the Employer, seniority Company shall be free to fill the determining factorvacancy at its discretion should there be no suitable applications from the bargaining unit pursuant to the provisions of this section. (b) The goal of the job posting policy is to ensure that all employees are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent with the Employer’s consideration of external candidates for employment. (c) While the Employer favors promotion from within, business conditions could cause a position to be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) 11.03 In the event that an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable not able to meet perform the essential tasks normal functions of the job following the familiarization period or in the event that the employee does not wish to continue working in that position, the employee they shall be returned to their former position, and rate of pay without loss of seniority. It is understood that employees who wish to return to their previous position if it is still vacant butformer positions, has no right to bump back to their old position or to any other positionmust do so within thirty (30) days. 11.04 The Company shall notify the Union Representative in writing of the name of successful applicant who fills the posted job if the successful applicant is not the senior applicant. 11.05 A thirty (f30) New hires and personnel in new positions may working day probationary period will apply to successful applicants for posted positions. 11.06 Temporary vacancies shall not apply be deemed to be vacant for promotionsthe purpose of this Article. Temporary vacancies shall be defined as vacancies of thirty (30) calendar day's duration or less or if greater than thirty (30) calendar days, transfersvacancies of ascertainable duration due to illness, accident, vacation, leave of absence, etc., or as otherwise mutually agreed upon by the parties. 11.07 In the event that an employee has been selected to fill such a permanent position, then they shall be precluded from applying to fill a vacancy in another classification for a period of six (6) months. or new positions until they have successfully completed their probationary period Only the original available position shall be posted and any extensions thereof. Unusual circumstances all vacancies, which may occur as a result of having filled this original position, shall be open for discussionfilled at the discretion of the manager.

JOB VACANCIES. (a) The Executive Director A. Job vacancies the Board or its designee has determined to fill within the primary authority for the recruitment and screening of applicants for vacant positions as well as for transfers or promotional opportunities. The Executive Director, or designee, shall decide the relative qualifications, skills, abilities, attendance record and discipline record of an applicant for a position. First consideration for vacant bargaining unit positions shall be given to bargaining unit employees, provided that such employees have posted within ten (10) work days of the qualifications, skills, abilities, attendance record, vacancy and discipline record, for filled on the position in question. When these factors for two or more applicants for a given position are substantially equal, basis of unit-wide seniority and qualifications as determined by the Employer, seniority . Job vacancies shall be posted for a period of five (5) work days on the determining factorUnion bulletin board in each building and/or on the Owosso Public Schools web site. B. Job vacancy postings shall include the building where the vacancy exists and the job qualification. The job description for the position will be available in the building where the vacancy exists. Job awards shall be made and posted not more than ten (b10) workdays after the posting period. The goal most senior qualified applicant who meets all of the job posting policy requirements, including the essential duties and responsibilities, shall be granted a thirty (30) workday trial period to demonstrate his/her ability to perform the duties. However, the trial period for secretarial, aides and monitors will be granted to the conclusion of the existing school year or until it has been determined that the applicant is not qualified or is unsatisfactory in the new position, he/she shall be returned to ensure his/her former position. During the trial period, the employee’s previous position may be filled by a substitute employee. The employer may assign twenty (20) additional workdays to the trial period for written reasons to the employee with a copy to the Unit President. If during the trial period it is determined that all employees are made aware the applicant is not qualified or is unsatisfactory in the new position, he/she shall be returned to his former position. Written notice and reasons for the return of the employee to his former position shall be submitted to the Union and the Employee by the Employer. The matter shall not be subject to the grievance procedure. A written notice will be provided to any union employee who was not awarded a vacant position explaining the rationale of why they were not awarded the position. C. During the trial period, the employee shall receive the rate of pay for the job he is performing at the greater of their current hourly rate or the first step of the pay scale for such job and shall have the opportunity to apply return to his former position if he so desires. In no event shall the employee receive an hourly wage greater than the top step for open OPEIU positions either before the job he is performing. During the trial period, the employer may fill the vacated position at its discretion with a substitute or concurrent temporary transfer. D. A vacancy created through a transfer of an employee, in compliance with the above provisions, shall be deemed temporary in nature and shall be filled at the discretion of the Employer’s consideration of external candidates for employment. E. An employee shall remain in position at least three (c3) While the Employer favors promotion from within, business conditions could cause a position to be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director. (d) Employees who wish months before becoming eligible to apply for posted positions must apply online through a transfer except by mutual consent of the Employer website at xxx.xxxxxxxxxxxxx.xxxand Union. However, this shall not preclude eligibility to apply for a promotion. (e) In F. Any qualified employee may apply for vacant positions. However, employees will not have a contractual right to the event that an employee promotes or transfers into a new or different vacant position and their performance is unsatisfactory and/or they are unable any such denial to meet the essential tasks a position shall not be proper subject of the position, grievance procedure. The starting and ending times listed in the employee shall return to their previous posted position if it is still vacant but, may be altered in consultation with the union and administration after the position has no right to bump back to their old position or to any other positionbeen awarded. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances may be open for discussionG. The employer shall transmit a copy of all persons bidding on bargaining unit vacancies to the Unit President.

JOB VACANCIES. Notices of job vacancies shall be the responsibility of the Company. Such notices will indicate the job classification (a) and the job function within the job class if applicable), location, hours of work, job duties and minimum qualifications pertaining to the job. Effective January 1, 1993, the Company may use tests to assist in the determination of the employee’s qualifications. The Executive Director has form, content, and administration of such tests shall be at the primary authority discretion of the Company and shall not be subject to the grievance or arbitration provisions of this Agreement. For those employees currently qualified in a job function within their classification, their testing will be waived when re-bidding a previously held job function. 4.03.1 Bids shall be accepted by the Company during a period of eight (8) days from the date of posting. Employees who do not make application within the period of the posting of the notice will have no right to consideration of the job with the exception that employees who are not at work during such period, may be considered to have filed an application for the recruitment job. A copy of such notice will be furnished to the Union. 4.03.2 Employees who have bid on a job vacancy shall be notified of the Company’s decision within twenty-one (21) calendar days of the initial posting. An employee awarded a job should be placed in that job within forty-five (45) days after the job has been awarded. 4.03.3 In the filling of any job vacancy, and screening before hiring a new employee, the Company shall give first consideration to regular employees for promotions or transfers to the job openings to the extent that qualified personnel may be available. Where circumstances of applicants for vacant positions as well as for transfers availability, skill, training, and experience are found sufficient by the Company, vacancies may be filled by transfer or promotional opportunitiespromotion. The Executive DirectorCompany shall fill vacancies in the following sequence: A. Employees in the same bargaining unit who are either in a layoff status or who have been displaced from that job classification. Employees who have been involuntarily transferred in order to avoid a layoff shall be considered displaced in accordance with this section. B. Employees within the same classification, within the same reporting center, who verbally request a transfer provided that the work functions are not essentially the same. C. Employees within the same classification within the same bargaining unit who have a written transfer request on file. 4.03.4 All vacancies not filled in accordance with Section 4.03.3 above will be posted and filled in the following sequence: A. Employees in other units party to this Agreement where a surplus exists in that job classification, or designeewho are in a layoff status in that classification, shall decide or who have been displaced from that classification. B. Employees in the relative qualifications, skills, abilities, attendance record and discipline record of an applicant same bargaining unit. C. Employees in any unit party to this Agreement. D. Employees in any unit. E. Hire from outside the Company 4.03.5 Any employee who bids laterally will be restricted from bidding laterally again for a period of one (1) year from the date that he is awarded the position. First consideration for vacant bargaining unit positions For transfers, recall-from-layoff status, employees in the same classification who have been deemed surplus, and displaced employees who have previously held the classification, seniority shall prevail. For promotions, the best qualified bidding employee shall be given to bargaining unit employees, provided that such employees have offered the qualifications, skills, abilities, attendance record, and discipline record, for the position in questionposition. When these factors for two or more applicants for a given position the qualifications of bidding employees are substantially equal, as determined by the Employer, seniority shall be the determining factorprevail. (b) The goal of the job posting policy is to ensure that all employees are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent with the Employer’s consideration of external 4.03.6 Before considering candidates for employment. (c) While the Employer favors promotion position of NOC Technician from within, business conditions could cause a position to be posted internally while simultaneously recruiting from outside the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) In the event that an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable to meet the essential tasks of the positionCompany, the employee Company shall return to their previous position if it is still vacant but, has no right to bump back to their old position or to any other positionfirst consider employees covered by this Agreement. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances may be open for discussion.

JOB VACANCIES. (a) The Executive Director has A. All positions declared vacant by the primary authority for the recruitment and screening of applicants for vacant positions as well as for transfers or promotional opportunities. The Executive DirectorSuperintendent, or his designee, shall decide the relative qualifications, skills, abilities, attendance record and discipline record of an applicant be posted for a period of seven (7) calendar days and such posting shall include, among other things, the classification title, wage rate, work schedule, work location, and the qualifications of the job. Employees possessing the qualifications for the vacant position may bid upon the job within the seven (7) calendar days and bids received after that date shall not be considered. When ability, merit, capacity and qualifications are equal among the applicants bidding for the position, then the position shall be awarded to the senior employee applicant who is clearly qualified in all respects to perform all of the required duties of the vacant position. First consideration for vacant bargaining unit positions The employee awarded the position shall be given subject to bargaining unit employeesa trial period, provided not to exceed thirty (30) days of actual work, to determine that such employees have he/she is capable of performing the qualificationsrequired work in a manner satisfactory to the School District. At any time during the trial period the Superintendent, skillsor his designee, abilitiesin his/her sole discretion, attendance record, may disqualify the employee and discipline record, for the position in question. When these factors for two or more applicants for a given position are substantially equal, as determined by the Employer, seniority employee shall be permitted to return to his/her former position. Provided, however, this right to return shall not be applicable if the determining factor. (b) The goal of employee is discharged for just cause. It is expected that initial postings will be open to inside and outside candidates alike. In the job posting policy is to ensure that all employees are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent with the Employer’s consideration of external candidates for employment. (c) While event the Employer favors promotion from within, business conditions could cause decides to open a position to outside applicants after the initial posting, it will provide written notice to the Union. A disqualified employee may file a grievance and pursue the grievance through Step 2 of the Grievance Procedure, but the decision of the Superintendent, or his designee, shall be posted internally while simultaneously recruiting final and binding on the aggrieved employee and the Union, and the decision to disqualify shall not be subject to the arbitration provisions of this Agreement. B. The former job position of an employee who is serving a trial period may be filled without posting on a temporary basis by a current or substitute employee during the former employee's trial period. C. All applicants shall be informed in writing of the decision regarding her application promptly following the decision. In the event the senior employee applicant does not receive the position, upon written request from the outside. The business conditions that could cause this decision includeemployee, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from Employer will provide said employee with written reasons for the outside at the same time as posting requires approval of a Human Resources representative and the Department Directordenial. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) D. In the event that a position is filled by an employee promotes who has had school office experience, allowances may be made for such experiences. E. No vacancy shall be filled except in case of an emergency on a temporary basis, until such vacancy shall have been posted for at least seven (7) calendar days, except as provided in Section B of this Article. When a position is filled on a temporary or transfers into a new or different position and their performance is unsatisfactory and/or they are unable to meet emergency basis, the essential tasks president of the positionLocal will be notified promptly following the decision. F. When an employee has been previously displaced due to job elimination, said employee shall have the right to return to the next vacancy in the position classification from which the employee had been displaced; provided, such employee is clearly qualified in all respects to perform the required duties of the vacant position. This provision supersedes and shall return be applied without regard to their previous position if it is still vacant but, has no right to bump back to their old position or to any other positionthe seniority provisions of Paragraph B above. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances may be open for discussion.

JOB VACANCIES. A. When a job or jobs are vacated due to an employee quitting, bidding to another position, or because of an opening or new job creation and the Company decides to fill the job or jobs, the job (as) The Executive Director has will be posted because of an opening or a new job creation, the primary authority job will be posted for three (3) days and a maximum of five (5) days (excluding weekends). Any employee who wishes to bid on the job can do so, except for those on Workers Compensation or Non-Compensable Accident & Sickness. An employee on vacation can bid for the recruitment vacancy by having a Union representative sign the employee’s name on the posting. The only employees eligible will be those that have not been awarded a job posting as specified in Section E of this article. The employee receiving the bid will be notified within three (3) days after the bid has been taken down and screening thereafter will be placed on the job bid within two weeks of applicants for vacant such notice. Job bids will be awarded based on seniority provided the employee has an acceptable attendance and discipline record as determined by management. Acceptable is defined as not having received a suspension or last Chance Agreement as result of the discipline process. In other words, a verbal or written warning will not preclude the employee from being awarded the bid. For the purpose of this Article the company will only look back the preceding 12 months. Employees on Worker’s Compensation or Non-Compensated Accident & Sickness will have to bid while job is posted and must have a physician’s note permitting them to return to full duty with no restrictions within two (2) weeks of the job award in order to get the job as awarded. The employee must be moved to the new job within two weeks or the employee will be paid at the rate the job would be compensated at unless the rate is a lower pay grade. If there are no successful bidders among current employees then the job will be filled by outside hire. This section shall apply to openings in Electrical and Maintenance positions as well as for transfers or promotional opportunities. The Executive Director, or designee, shall decide openings in the relative qualifications, skills, abilities, attendance record Tooling Department and discipline record of an applicant for a position. First consideration for vacant bargaining unit positions shall be given to bargaining unit employees, provided that such employees have CNC operations providing the qualifications, skills, abilities, attendance record, and discipline record, for bidding employee possess the position in question. When these factors for two or more applicants for a given position are substantially equal, requisite skills (the employee must provide documentation) as determined by the Employer, seniority shall be the determining factormanagement. B. When the company seeks to train employees on other jobs for the purpose of providing backup personnel for temporary absences due to vacations, illnesses and leaves of absence, the training opportunity will be given on each by seniority. Those that decline to train based on seniority, will not be penalized. If such occurs, the junior employee will be required to train within their respective job classification. If insufficient numbers of trainees are available then the Company reserves the right to move the five (b5) The goal of the job posting policy is to ensure that all most junior employees are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent into this vacancy. This will continue with the Employer’s consideration of external candidates for employment. (c) While the Employer favors promotion from within, business conditions could cause a position to be posted internally while simultaneously recruiting from the outsidemost junior employees until vacancies are satisfactorily filled. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval In all cases of a Human Resources representative and the Department Director. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) In the event that permanent job bid, should an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable to meet the essential tasks of the positionbe simultaneously awarded more than one bid, the employee shall return must decide within two (2) work days which bid he/she prefers. All remaining job bid awards will be considered from the next employees remaining on such job bids based on seniority. All permanent vacancies not filled by bidders, may be filled by outside hire. Probationary employees are not permitted to their previous position if it is still vacant but, has no right to bump back to their old position or to any other position. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed bid during their probationary period and any extensions thereof. Unusual circumstances but may be open reassigned to the bid job by management if there are no successful bidders. Once an employee accepts a permanent bid, such employee cannot bid again for discussion.six

JOB VACANCIES. (a) The Executive Director has Whenever a new job classification within the primary authority for the recruitment and screening of applicants for vacant positions as well as for transfers or promotional opportunities. The Executive Director, or designee, shall decide the relative qualifications, skills, abilities, attendance record and discipline record of an applicant for a position. First consideration for vacant bargaining unit positions shall be given to bargaining unit employees, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the position in question. When these factors for two or more applicants for a given position are substantially equal, as determined is designated by the Employer, seniority shall be the determining factor. (b) The goal Employer or there is a permanent vacancy in any of the job posting policy is to ensure that all employees are made aware of classifications covered by this Agreement and have the opportunity to apply for open OPEIU positions either before or concurrent with the Employer’s consideration of external candidates for employment. (c) While the Employer favors proposes to fill such vacancy, the Employer will, post up a notice of vacancy or new job classification in all the Employer‘s and on the bulletin boards for a period of seven working days from date of mailing or mailing the notice for posting. In this Article. the expression ‘permanent vacancy” means a vacancy caused by such events as resignation, retirement, discharge, death or permanent transfer to another position, promotion and which is indefinite or long-lasting in nature does not include a vacancy by approved absence from within, business conditions could cause of an employee of less than months. It also includes new created as the result of the opening of a position to be posted internally while simultaneously recruiting from the outsidenew school or department. The business conditions that could cause this decision includenotice will contain the name of the school or department, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) In the event that an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable to meet the essential tasks of the position, the employee shall return to their previous position if rate of pay, job classification, the skills, ability and qualifications required, the number of hours per week, hours of work, whether it is still a month position, the title address to which applications should be directed, and when it is intended to fill the vacancy. Notwithstanding the provisions of this when a job classification in a specific location is changed from part-time to full-time. part-time employee(s) in that job classification in that location. be offered the time position in order of seniority. Should the employee(s) not wish to accept the full-time position, this shall apply in accordance with the provisions thereof. employee must indicate his/her intention to the employer verbally within two working days of receipt of such offer. Notwithstanding Article should there be a redundancy declared while there is a permanent vacancy in the same job classification, employee declared redundant will be offered the vacant butposition thus eliminating the posting process as long as the employee has all the necessary skills, has no right ability and qualifications to bump back do the job. In the case where a number of vacancies exist within the same job group the most senior employee effected will be offered a choice. The employee may elect to be laid off in lieu acceptance of the offered vacant The employee may refuse the vacant position and to be laid off the job posting process will apply vacancy and the next resulting subsequent vacancy only. On resulting subsequent vacancy posting. employees will be requested to indicate their old position or interest to subsequent vacancies which will be filled in accordance with Article from those employees who have so indicated an interest. The Employer shall not be required to post any other position. (fsubsequent vacancies resulting from the original pasting. The Employer may but not be required to post any notice of vacancy until the first successful applicant passed their trial period. Where positions normally subject to lay-off continue beyond the regular school such shall be to the incumbent(s) New hires in the school. In the that is more than incumbent, seniority shall prevail. After all incumbents have been offered positions. all the remaining summer school positions shall be posted. Only qualified employees who on lay-off and personnel qualified month employees who are scheduled to be laid off at the end of the school year will be to these The Union will be provided the details of the summer school positions. An employee who is placed in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed a position within current job shall continue receive their probationary period and any extensions thereof. Unusual circumstances may be open for discussion.current rate of pay,

JOB VACANCIES. 13.01 All new jobs and all permanent vacancies in existing jobs will be posted for five (5) working days. Any employee who wishes to be considered for a vacancy may make application. Current employees will be considered before new hires are made and the provisions of Article 13.02 shall apply. 13.02 The following factors shall be considered by the Employer in filling the position. (a) The Executive Director has the primary authority for the recruitment and screening of applicants for vacant positions as well as for transfers or promotional opportunities. The Executive Director, or designee, shall decide the relative qualifications, skills, abilities, attendance record and discipline record of an applicant for a position. First consideration for vacant bargaining unit positions shall be given to bargaining unit employees, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the position in question. When these factors for two or more applicants for a given position are substantially equal, as determined by the Employer, seniority shall be the determining factor.Plant seniority; (b) The goal Qualifications*, skill and ability to perform the work. Where the relative qualifications*, skill and ability of two or more employees to perform the work is relatively equal, factor (a) shall govern. * Qualifications refers to any certificate, diploma or other formal accreditation required by the Company in order to carry a particular job classification. 13.03 No job shall be assigned to an employee on a permanent basis unless it has been filled through the posting procedure outlined in this Article. 13.04 During the course of this Agreement, if the Employer institutes a new job classification, a rate will be set and the Union will be notified. If the Union disagrees with the rate, the Union will so advise the Employer within thirty (30) days of notification, after which a meeting will be arranged to discuss the rate. If no agreement can be reached, the Union may refer the issue to arbitration within thirty (30) days of the meeting. 13.05 The Company agrees that the qualified employee covered by this Article will be given a minimum of five (5) working days of training normally provided in the area. The Employer may require the successful bidder to return to his former job posting policy is if during the first twenty (20) working day period such bidder fails to ensure that all satisfy the Employer’s requirements for the job. If no such position exists, or if there are no junior employees are made aware in the job classification, the employee may exercise displacement rights under 11.05. Similarly, the successful bidder may elect to return to his former job during the first twenty (20) working day period and the return protocol will be as outlined above. In this latter case the provisions of 13.06 will apply to such individual and have the opportunity he will not be able to apply for open OPEIU positions either before or concurrent with the Employer’s consideration another posting for a period of external candidates for employmentsix (6) months. 13.06 Notwithstanding Article 13.01, successful applicants who complete the twenty (c20) While the Employer favors promotion from within, business conditions could cause a position to working day trial period shall not be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director. (d) Employees who wish able to apply for posted positions must another posting for a period of six (6) months. The parties may agree in writing not to apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxxthis provision for a particular posting. 13.07 The subsequent job vacancy created by the successful job bidding shall also be filled by job posting. Any subsequent vacancies will be filled by the Company through offering such vacancies to employees by seniority (e) In from most senior to most junior). The Company may staff such vacancies in the event that interval between posting the job and placing the individual selected on the job. The Company shall not abuse this procedure. 13.08 Whenever a job posting as provided for herein is posted during a period of time when an otherwise eligible employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable to meet the essential tasks of the positionon vacation, the employee shall return to their previous position if it is still vacant butcan, has no right to bump back to their old position or to any other position. (f) New hires and personnel in new positions may not during the posting period apply for promotions, transfers, etc. or new positions until they have successfully completed their probationary period and the position through his Shop Xxxxxxx provided the employee has given his Shop Xxxxxxx written notice of his intention to apply for any extensions thereof. Unusual circumstances may be open for discussionposition posted while he is on vacation.

JOB VACANCIES. (a) The Executive Director has When a new job or a job vacancy occurs, the primary authority Employer agrees to post notice for the recruitment and screening of applicants for vacant positions as well as for transfers or promotional opportunities. The Executive Director, or designee, shall decide same on the relative qualifications, skills, abilities, attendance record and discipline record of an applicant for a position. First consideration for vacant bargaining unit positions shall be given to bargaining unit employees, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the position in question. When these factors Official Bulletin Board for two or more applicants for a given position are substantially equal(2) working days, as determined by the Employer, seniority shall be the determining factor.exclusive (b) The goal of A probationary employee may apply for a posted job; however, such an employee may also be assigned to a posted job if the job posting policy is to ensure that all employees are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent with the Employer’s consideration of external candidates for employmentnot successfully bid on by seniority employees. (c) While An employee may not receive more than two (2) posted job bids in a twelve (12) month period. Any employee accepting a job posting will be expected to honour that acceptance. If the Employer favors promotion from within, business conditions could cause a position to employee does not honour that acceptance it will be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as charged against his/her job posting requires approval of a Human Resources representative and the Department Directorquota. (d) Employees who wish The above principles relative to job posting shall also apply for posted positions must apply online through to the Employer website at xxx.xxxxxxxxxxxxx.xxxjob vacancy created by a successful job bid. This is understood to mean that only two (2) subsequent job postings will be made as a result of filling the original job vacancy. (e) In The successful applicant on permanent postings shall have eighty worked (80) hours, with the event that an exception of Class 72 which is for a period of one hundred and sixty (160) worked hours including overtime hours to demonstrate the ability to perform the job and to determine whether they wish to accept the job. Should the employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are be unable to meet perform the essential tasks job, or declines the job, they will revert to their former job classification. Upon completion of the positionabove agreed upon hours and the demonstrated ability to perform the job, Human Resources will update records to reflect they now hold the employee shall return to their previous position if it job classification. It is still vacant but, has no right to bump back to their old position or to any other positionunderstood such period of time may be extended by mutual agreement between the Employer and the Union. (f) New hires A temporary job posting is one used to fill a job or jobs for one hundred and personnel sixty (160) regular worked hours or less or to replace employees on approved leave of absence. The same protocol will be followed as in new positions may not apply 10.08 (g) Any employee who chooses to voluntarily disqualify themselves in order to move to an alternative active position will be given a one time opportunity during the term of the current contract (September 15, 2021 to September 14, 2024) to do so, they shall be allowed to submit in writing to the Human Resources Department, after six (6) months from the date of disqualification, a request for promotionsremoval of the disqualification. Should the Human Resources Department deny such request for whatever reason, transfers, etc. or new positions until they have successfully completed their probationary period those reasons will be documented in a denial letter with a copy to the employee and any extensions thereof. Unusual circumstances may be open for discussionUnit Chairperson.

JOB VACANCIES. 13.01 Where a permanent vacancy occurs in a classification within the bargaining unit or a new position within the bargaining unit is established by the Employer (a) The Executive Director has unless notified by the primary authority for Employer of its intent not to fill or postpone the recruitment and screening filling of applicants for vacant positions as well as for transfers or promotional opportunities. The Executive Directorsuch vacancy in writing), or designee, such vacancy shall decide the relative qualifications, skills, abilities, attendance record and discipline record of an applicant be posted for a positionperiod of seven (7) consecutive calendar days. First consideration for vacant Employees in this bargaining unit positions shall may make written application for such vacancy within the time frame referred to herein. All applications will be duplicated signed and dated by both the applicant and the Employer. All job postings will be given to bargaining unit employeesthe Chief Xxxxxxx. Such postings shall stipulate the classification, provided that such employees have rate and department concerned and where possible, regularly scheduled hours, shift(s) to be worked and shall indicate whether the vacancy is full-time or part- time and whether it is permanent or temporary. 13.02 Subsequent vacancies created by the filling of a posted vacancy are to be posted for three (3) consecutive calendar days. Job vacancies shall be posted on the designated bulletin board. 13.03 At the request of the employee, the Employer will discuss with unsuccessful applicants ways in which they can improve their qualifications for future postings. 13.04 Employees shall be selected for job postings on the basis of their skill, ability, experience and qualifications, skills, abilities, attendance record, and discipline record, for the position in question. When Where these factors for two or more applicants for a given position are substantially equal, as determined by relatively equal amongst the Employeremployees considered, seniority shall be govern providing the determining factorsuccessful applicant, if any, is qualified to perform the available work within an appropriate familiarization period. (b) The goal of 13.05 Where seniority governs, the most senior applicant within the department shall be selected. In the event, that there are no candidates from the department apply, then seniority from within the classification shall apply. 13.06 Where the applicant has been selected in accordance with this Article and it is subsequently determined that she cannot satisfactorily perform the job posting policy is to ensure that all employees are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent with the Employer’s consideration of external candidates for employment. (c) While which she was awarded, the Employer favors promotion from withinwill attempt, business conditions could cause a position to be posted internally while simultaneously recruiting from during the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) In the event that an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable to meet the essential tasks of the position, the employee shall return to their previous position if it is still vacant but, has no right to bump back to their old position or to any other position. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances may be open for discussion.first thirty

JOB VACANCIES. (a) The Executive Director has When any vacancy occurs, permanent or temporary (exceeding 16 working weeks) or a new position is created within the primary authority bargaining unit, and the Board proposes to fill such vacancy, the Board shall post a notice of the position on the Board intranet for a period of five (5) working days. A copy of the recruitment and screening of applicants for vacant positions as well as for transfers or promotional opportunitiesnotice shall be sent to the Local. The Executive Director, or designee, shall decide Board will advise the relative qualifications, skills, abilities, attendance record and discipline record President of an applicant for a position. First consideration for vacant bargaining unit positions shall be given to bargaining unit employees, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for Local within seven (7) working days of the position in question. When these factors for two or more applicants for a given position are substantially equal, as determined by names of the Employer, seniority shall be the determining factorsuccessful applicant(s). (b) The goal notice shall contain the department, school or family of schools, and program, if applicable, nature of the job position, qualifications, posting policy is number, salary and the name of the official to ensure that all employees whose attention the applications are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent with the Employer’s consideration of external candidates for employmentbe directed. (c) While Permanent vacancies not declared redundant by the Employer favors promotion from within, business conditions could cause a position to shall be posted internally while simultaneously recruiting from within fifteen (15) working days of the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Directorvacancy. (d) Employees When the posting procedure has been exhausted, the Board may assign the duties in reverse order of departmental seniority. 11:02 An employee who wish wished to apply for a posted positions must apply online through vacancy shall make application in writing to the said official during the period of seven (7) working days mentioned in Article 11:01. In the event electronic mail (E-mail) becomes available at all posting locations, the parties agree to discuss the feasibility of reducing the number of posting days. 11:03 Departmental seniority shall be the determining factor is cases of assignment within the bargaining unit; provided the employee or employees who are affected have the skill, ability, and qualifications to do the work in question. If there is no applicant or no successful applicant, the Employer website at xxx.xxxxxxxxxxxxx.xxxshall give consideration to applicants from CUPE 1358.1 Bargaining Unit prior to going outside the bargaining unit to fill the vacancy. (ea) In If there is a successful applicant, he/she will then be placed in the event vacancy for a trial period not exceeding twenty-five (25) working days, and if he/she proves satisfactory he/she will then be confirmed in his/her new classification. If the employee proves unsatisfactory during that an employee promotes time, or transfers into a new if he/she prefers to revert to his/her previous position, or different position and their performance if he/she is unsatisfactory and/or they are unable to meet perform his/her new duties he/she will be returned to his/her former position at his/her former salary or rate of pay, as will any other employee in the essential tasks bargaining unit who was promoted or transferred by reason of such placing. The time limit may be extended by written mutual consent of the position, Union and the employee shall return to their previous position if it is still vacant but, has no right to bump back to their old position or to any other positionBoard. (fb) New hires If an applicant is returned to his/her former position under this clause, the Employer will give consideration to those employees who were unsuccessful applicants for the initial vacancy and personnel should the Employer place any such employee in new positions the vacant position, paragraph (a) of this clause shall apply. 11:05 The job left vacant by the successful applicant for the initial posting shall be posted in conformity with Article 11 and the subsequent vacancy so created shall also be posted. The Employer may but shall not apply for promotionsbe required to post any notice of vacancy until the first successful applicant under Article 11:03 has successfully passed his/her trial period. 11:06 The Secretary and President of the Union will be notified monthly, in writing, of all appointments, hirings, transfers, etclay-offs, recalls and terminations of employment. The address of each new employee shall be supplied to the Union with the notification of hire, unless the employee requests such information be withheld. 11:07 Whenever the Employer designates a new occupational classification covered by this agreement or a new permanent position is created, it will prepare and send to the Union a description thereof ten (10) days prior to posting the position under Article 11. This clause is subject to the exception contained in Article 10:03. At the request of either party a meeting shall be called to discuss such changes. 11:08 When a vacancy or new positions until position is created inside the bargaining unit the employer will notify the union in writing and post the position as required by Article 11:01 (a). If there is a vacancy or a new position in a job outside of the bargaining unit which is similar to the work of the bargaining unit, the employer shall notify the union in writing and post a notice of the position for informational purposes only. (a) Where two (2) employees working in different schools or assignment of school, in the same job classification wish to exchange assignments on a permanent or temporary basis, they shall make application to the appropriate Superintendent in writing between May 1st and July 31st of any year. The Superintendent shall not unreasonably withhold approval. The exchange shall be granted commencing with the September term if possible. It is further understood and agreed that the “term” temporary as used in this clause shall be for a period of one (1) year. (b) The Employer will maintain a voluntary exchange list. All Employees will have successfully completed their probationary period and any extensions thereofaccess to the exchange list (a) A minimum of five (5) working days notice will be given of the Board’s intention to transfer an employee. (b) An employee shall be provided at least one day free of his/her regular duties to prepare for his/her re-assignment. Unusual circumstances may If additional time is required, it shall not be open for discussionunreasonably denied.

JOB VACANCIES. 20.01 When a new job classification is created or a vacancy occurs in the bargaining unit as a result of death, retirement, resignation, promotion, demotion, transfer, termination of employment, an absence from work on an approved leave of absence, including but not limited to pregnancy/parental leave and Workplace Safety and Insurance or in the case of a temporary vacancy exceeding three (a3) The Executive Director has months, the primary authority Employer will post a notice of the position on the Union bulletin board for a minimum period of fourteen (14) calendar days, unless the recruitment and screening parties agree to a shorter period which consent will not be unreasonably withheld. 20.02 Staff shall have the right to apply during such fourteen (14) calendar day period to fill any such vacancy or new job created. Such vacancy or new job created shall be filled from the applications received on the basis of applicants for vacant positions seniority, provided the senior staff possess the necessary qualifications and/or ability to perform the work required. 20.03 In the event the successful applicant within sixty (60) working days of commencing work in the posted position or such longer period as well as for transfers may be mutually agreed upon in writing, proves unsatisfactory or promotional opportunities. The Executive Directorrequests a return to her former position, she shall be returned to her former position without loss of seniority. 20.04 If no applications to fill such vacancy or new job created are received from staff, or designeeif there is no successful applicant from within the bargaining unit, then the Employer may give consideration to persons not employed in the bargaining unit. 20.05 Copies of all job postings shall decide be submitted to the relative qualificationsChair of the Union Committee. 20.06 The name of the successful candidate will be posted on the Union bulletin board immediately after all applicants are advised of the results. 20.07 Where vacancies are posted for positions within the non-Union staff, skillswhich could include absences from work on an approved leave of absence, abilities(including but not limited to Pregnancy/Parental leave and Workplace Safety and Insurance leaves), attendance record and discipline record or in the case of an applicant for a temporary vacancy or contract position. First , consideration for vacant bargaining unit positions shall will be given to applicants from the bargaining unit employees, provided that to fill such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the position in question. When these factors for two or more applicants for a given position are substantially equal, as determined vacancies prior to consideration of persons not employed by the Employer. 20.08 In cases where part time relief Employees work full-time hours on a temporary basis for six (6) months or longer, seniority such staff will be enrolled in the Benefit Plan provided by the Employer. The waiting period, or any pre-existing conditions established by the carrier will apply. 20.09 Where a full time Employee is absent from work on an approved leave of absence or performing work outside of the bargaining unit for a period longer than three (3) months on a temporary basis, the full time position shall be posted as a temporary position and filled on the determining factorbasis of seniority, and/or ability. (b) 20.10 The goal of the job posting policy is to Employer will ensure that all employees are made aware of classifications have a Policy and have Procedural Manual for reference and guidance, which will be updated on an as needed basis by the opportunity to apply for open OPEIU positions either before or concurrent with Employees within the Employer’s consideration of external candidates for employment. (c) While the Employer favors promotion from within, business conditions could cause a position to be posted internally while simultaneously recruiting from the outsideclassification. The business conditions Employer will ensure that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known all Employees transferred to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) In the event that an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable to meet the essential tasks classification will receive training with a minimum of the position, the employee shall return to their previous position if it is still vacant but, has no right to bump back to their old position or to any other positionat least sixteen (16) hours. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances may be open for discussion.

JOB VACANCIES. 15.01 A permanent vacancy in excess of thirty (a30) The Executive Director has working days occurring in the primary authority for classifications above the recruitment and screening pay rank of applicants for vacant positions as well as for transfers or promotional opportunities. The Executive Director, or designee, shall decide General Help will be posted on the relative qualifications, skills, abilities, attendance record and discipline record of an applicant Company's bulletin boards for a positionperiod of five (5) calendar days. First consideration for vacant bargaining unit positions shall be given to bargaining unit employees, provided During that such period employees who have the qualifications, skills, abilities, attendance record, and discipline record, for the position in question. When these factors for two or more applicants for a given position are substantially equal, as determined by the Employer, seniority shall be the determining factor. (b) The goal of the job posting policy is to ensure that all employees are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent with the Employer’s consideration of external candidates for employment. (c) While the Employer favors promotion from within, business conditions could cause a position to be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) In the event that an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable to meet the essential tasks of the position, the employee shall return to their previous position if it is still vacant but, has no right to bump back to their old position or to any other position. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed their probationary period may, if they wish apply in writing for transfer to such vacant job. 15.02 The applications for transfer in accordance with 15.01 above will be considered by the Company in the light of the skill, ability and any extensions thereofefficiency of the applicant. Unusual circumstances Where these factors are relatively equal between those applying, the senior employee shall be given the greatest consideration, provided, however, that if none of those applying has the necessary qualifications to perform the work satisfactorily, the Company may fill the job at its discretion. 15.03 An employee who is transferred as the result of the posting provisions contained herein, shall not be open permitted to apply for discussionanother posted vacancy until six (6) months have elapsed. 15.04 Only the original and first succeeding vacancy (under the terms of this Article) resulting from filling the original vacancy will be posted. However, if an employee, who expresses interest in the second succeeding vacancy possesses the seniority and qualifications required, he will be given the job. Any employee shall be considered to have applied for a job vacancy while on vacation provided such employee, immediately prior to the vacation, expressed their written intention with the Company. 15.05 Successful applicants will be given up to a maximum of 5 working days to familiarize themselves with the job. A successful applicant with no previous experience in the job of mixer, divider, bagger operator or relief, will be given an additional five (5) working days to familiarize themselves with the job. A successful applicant in the job of receiver will be given thirty (30) working days to familiarize themselves with the job. The Company and the Union may agree to extend the familiarization period with mutual agreement. Should the Company determine that the applicant is not suitable, he shall return to his previous job and the next duly qualified senior applicant will be considered. 15.06 Maintenance vacancies will not be subject to the above posting procedure.

JOB VACANCIES. (a) The Executive Director has Employer shall continue its current practice of providing written notice of continuing and term job vacancies. Continuing part-time positions that are twenty-four (24) hours a week or less shall be posted in accordance with this article; casual positions are not required to be posted. Such vacancies shall be posted for a period of not less than six (6) working days. Employees desiring consideration in the primary authority for filling of these continuing and term job vacancies shall signify their desire by submitting a written application during the recruitment and screening of applicants for vacant positions period in which it is posted. The Employer may advertise externally as well as for transfers or promotional opportunitiesposting internally. Qualified internal applicants will be interviewed prior to external applicants. Internal job postings will be available in both digital and hard copy format. The Executive Director, or designee, shall decide the relative qualifications, skills, abilities, attendance record University will post internal job postings in close proximity to all Housekeeping and discipline record of an applicant for a position. First consideration for vacant bargaining unit positions shall be given to bargaining unit employees, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the position in question. When these factors for two or more applicants for a given position are substantially equal, as determined by the Employer, seniority shall be the determining factorFood Service employee time clocks. (b) In all cases of filling permanent vacancies, promotions/ demotions, transfers, layoffs, and recall after layoff, the University will select the qualified candidate, if any, who the University can demonstrate is the most qualified candidate for the position taking into account skill, ability, qualifications, and relevant experience. Where these factors are relatively equal between two or more candidates, the candidate with more seniority will be selected. The goal of University agrees that the job posting policy is to ensure that all employees are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent onus lies with the Employer’s consideration employer to demonstrate that the successful candidate was the most qualified. Where an external applicant is selected, when requested to do so, the University will meet with the Union to elaborate upon its selection decision. On an annual basis, the University will provide the Union the percentage of successful internal and external candidates for employmentcandidates. (c) While the Employer favors promotion from withinWhen an employee applies, business conditions could cause a position is found to be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision includequalified, but are is not limited to: organizational restructuring; urgency of filling given the position; position requirements that include , the employee may ask for and will be given advice on how to improve their qualifications, and assistance in developing a career development plan and/or job search skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) In the event that an employee promotes a successful applicant proves unsatisfactory during or transfers into at the end of a new familiarization period of thirty (30) calendar days or different feels dissatisfied and chooses not to continue in the position and their performance is unsatisfactory and/or they are unable to meet the essential tasks of the position, the employee shall return to their previous position if it is still vacant but, has no right to bump back to their old position or to any other position. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances may be open for discussion.within ten

JOB VACANCIES. (a) The Executive Director has For the primary authority purpose of this Article notices of available vacancies in jobs regularly scheduled on the duty roster in excess fifteen (15) hours over a two (2) week period covered by this Collective Agreement shall be posted on the bulletin boards for the recruitment and screening of applicants for vacant positions as well as for transfers or promotional opportunitiesfive (5) working days before being permanently filled. The Executive Directorjob posting will describe the requirements, or designee, shall decide the relative qualifications, skills, abilities, attendance record qualifications and discipline record of an applicant for a position. First consideration for vacant bargaining unit positions shall be given to bargaining unit employees, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the position in question. When these factors for two or more applicants for a given position are substantially equal, as determined by the Employer, seniority shall be the determining factorworking conditions. (b) The goal of the job posting policy is to ensure that all employees are made aware of and have the opportunity to apply Postings will be placed on a three (3) month rotating basis for open OPEIU positions either before jobs regularly scheduled for fifteen (15) hours or concurrent with the Employer’s consideration of external candidates for employment.less over a two (2) week period (c) While An employee is not permitted to apply for a temporary posting if the Employer favors promotion from within, business conditions could cause a position to be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director.employee is (d) Employees who wish No temporary job posting will result in more than two subsequent postings of temporary positions. The third vacancy created as a result of the original and subsequent temporary vacancy will be considered to apply be a temporary vacancy of less than sixty (60) days and will not be posted in accordance with Article 11.09. 11.02 Job vacancies will not be posted for posted positions must apply online through temporary vacancies pursuant to Article 11.09. 11.03 Posted vacancies will be filled according to seniority subject to the employee having in the opinion of the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) the required qualifications skill and ability to perform the job. In the event that determining if an employee promotes or transfers into a new or different position has the required qualifications, skills and their performance is unsatisfactory and/or they are unable ability to meet perform the essential tasks duties of the position, the Employer will not act in an arbitrary or discriminatory manner. 11.04 All successful applicants on job postings will be notified within five (5) working days after the job posting and selection process is completed. 11.05 He/she shall be given a trial period of up to two (2) months during which time he/she shall receive the necessary training for the position and the applicable hourly rate of pay. Conditional on satisfactorily completing the trail period, the employee shall return be declared permanent. 11.06 In the event the successful applicant is not satisfactory to their previous the Employer he/she shall be returned to his/her former position and hourly rate of pay without loss of seniority if it is still vacant but, has no right to bump back to their old position or to exists and any other employee transferred because of such return shall also be returned to his/her former position, if it still exists, and hourly rate of pay without loss of seniority. An employee who is returned to his/her former position as a result of being unsatisfactory in the new position shall not be eligible 11.07 The Employer may engage in outside advertising, however, no new employee’s will be hired until the applications of the bargaining unit employees have been processed. 11.08 During the time taken to fill a vacancy which has been posted pursuant to Article 11.01(a) the Employer may fill the vacancy on a temporary basis but only until the job posting process has been completed. 11.09 Temporary vacancies of less than seventy –five (f75) New hires days will not be posted. Only temporary vacancies in excess of seventy-five (75) days which result from Workplace Safety and personnel in Insurance, pregnancy/parental leave or medical leave shall be posted. 11.10 If the Employer establishes a new positions may not apply for promotionsjob classification or changes a current job classification which is covered by this Collective Agreement, transfers, etcthe Employer will notify the Local Union of such creation and/or change and will permit the Local Union to make suggestions as to the rate that should be assigned to the classification. or The final determination as to the rate to be assigned to the new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances may and/or changed classification shall be open for discussionat the sole discretion of the Employer.

JOB VACANCIES. (a) The Executive Director has Where a permanent vacancy occurs in a classification within the primary authority for bargaining unit or a new position within the recruitment and screening bargaining unit is established by the Employer (unless notified by the employer of applicants for vacant positions as well as for transfers its intent not to fill or promotional opportunities. The Executive Directorpostpone the filling of such vacancy in writing), or designee, such vacancy shall decide the relative qualifications, skills, abilities, attendance record and discipline record of an applicant be posted for a positionperiod of seven (7) consecutive calendar days. First consideration for vacant Employees in this bargaining unit positions shall be given may make written application for such vacancy within the time frame referred to bargaining unit employees, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the position in question. When these factors for two or more applicants for a given position are substantially equal, as determined by the Employer, seniority shall be the determining factorherein. (b) The goal Subsequent vacancies created by the filling of a posted vacancy are to be posted for three (3) consecutive calendar days. Job vacancies shall be posted on the job posting policy is to ensure that all employees are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent with the Employer’s consideration of external candidates for employmentdesignated bulletin board. (c) While At the request of the employee, the Employer favors promotion from within, business conditions could cause a position to be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director.will discuss with unsuccessful (d) Employees who wish shall be selected for job postings on the basis of their skill, 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 apply for posted positions must apply online through perform the Employer website at xxx.xxxxxxxxxxxxx.xxxavailable work within an appropriate familiarization period. (e) In the event that an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable to meet the essential tasks of the positionWhere seniority governs, the employee most senior applicant in the facility shall return to their previous position if it is still vacant butapply, has no right to bump back to their old position or to any other positionprovided the candidate meets the criteria identified in d) above. (f) New hires Where the applicant has been selected in accordance with this Article and personnel in new positions may it is subsequently determined that she cannot apply satisfactorily perform the job to which she was awarded, the Employer will attempt, during the first thirty (30) shifts (225 hours for promotionsemployees whose regular hours of work are other than the standards work day) worked from the date on which the employee was first assigned to the vacancy, transfersto return her to her former job, etc. or new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances the filling of the subsequent vacancies will likewise be reversed. (g) Vacancies which are not expected to exceed sixty (60) calendar days and vacancies caused due to illness, accident, leaves of absence may be open filled at the discretion of the Employer, in accordance with Article 13. In filling such vacancies preference shall be given to employees that have not exceeded 75 hours or more in the bargaining unit on the basis of seniority as per the above. It is understood, however, that where such vacancies occur on short notice, failure to offer employees such work shall not result in any claim for discussionpay for time not worked while proper arrangements are made to fill the vacancy. -Where all employees are called in by seniority and all possibilities are exhausted, then we will propose transfer language for all facilities within Elm Management in the County of Essex. (h) Where part time employees fill temporary full time vacancies, such employees shall be considered regular part time and shall be covered by the terms of this agreement. Upon completion of the temporary vacancy, such employee shall be reinstated to her former position, unless the position has been discontinued, in which case she shall be given a comparable job. (i) The employer shall have the right to fill any permanent vacancy on a temporary basis until the posting procedure has been complied with and arrangements have been made to permit the employee selected to fill the vacancy to be assigned to the job. (j) An employee selected as a result of a posted permanent vacancy need not be considered for a further permanent vacancy for a period of six (6) months from the date of her selection.

JOB VACANCIES. (a) 15.01 The Executive Director Hospital has the primary authority sole discretion to decide when or if it will fill a job vacancy. If the Hospital decides to fill a vacancy in a position in the bargaining unit, the vacancy will be posted for seven calendar days in the vending area on the second floor of the Hospital to allow all qualified Nurses an equal opportunity to apply for the recruitment and screening vacant position. Vacancies will be awarded to the senior most qualified Nurse who bids for the position. Where the qualifications of applicants for vacant positions as well as for transfers or promotional opportunitiesthe Nurses who have bid on the position are relatively equal, the Nurse with more seniority will be awarded the position. The Executive DirectorHospital will attempt to complete the interviews expeditiously. The Hospital will provide notice to applicants, and the Union President or his/her designee, shall decide of the relative qualificationsawarding of the position within four weeks of the conclusion of the interviews. The Hospital will thereafter place the successful applicant in the new position as soon as is feasible under the circumstances, skillsbut, abilitiesin any event, attendance record and discipline record of an applicant for a no later than three months after awarding the position. First consideration for vacant bargaining unit Nurses occupying casual positions shall may bid on positions but preference will be given to regular full-time and part-time employees. If there are no qualified bidders in the bargaining unit employeesunit, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the position shall then be open for bid to any qualified employee in questionthe Hospital. When these factors for two or more applicants for If there are no bidders after the process, the Hospital may fill the vacant position by hiring a given position are substantially equalnew employee. 15.02 Any Nurse promoted in accordance with the foregoing section will serve a probationary period of 90 calendar days during which the Nurse's performance will be evaluated by the Hospital. If the Nurse's work performance is unsatisfactory, as determined by the EmployerHospital, or if during the probationary period the Nurse decides that he/she does not want to remain in the bidded position, then the Nurse shall return to his/her former position, if available. If the former position is not available, and the Nurse initiates the return to his/her former position, then he/she will have the right to the next available opening on his/her former position. If the return to the former position is initiated by the Hospital and the former position, or a posted open position for which the Nurse is the most qualified candidate, is not available, then the Nurse will be laid off work until such time as a position become available which he/she is capable of performing, without recourse to Paragraph 15.03. The Hospital is not required to hold the Nurse's former position open. In the event the Hospital determines a long-term reduction in force is necessary (not a work load adjustment), layoffs or reduction in force will be made in accordance with this Section recognizing the basis of RN seniority shall (except for CRNAs which will utilize CRNA seniority). Prior to initiating a layoff, the Hospital will first meet with the Association to discuss the layoff and possible alternatives. If the Hospital determines it still must proceed, it will first offer a voluntary layoff (VLO) by seniority within the unit, so long as unit needs can be met with the determining factorremaining Nurses. A Nurse may elect to take a VLO only one time during a specific layoff occurrence. If there are more volunteers than required, the volunteer(s) will be given preference on the basis of their seniority with their unit, most senior first. In the event of layoff, the Hospital will allow those Nurses who are cross-trained or otherwise qualified to perform the job without additional training other than a unit refresher not to exceed two weeks, to displace less senior Nurses in the same or lower rated job classification; provided, however, that the more senior Nurse possesses the necessary ability and qualifications to perform the work without training. Ability and qualifications to perform the work will be determined by the Hospital, subject to the grievance/arbitration procedure. In the event a voluntary layoff is not sufficient and the Hospital must continue with a reduction in force, layoffs will accrue in accordance with the following procedures: a. The Hospital may reduce the excess scheduled hours of work of one or more Nurses on that unit, unless a skill, qualification, or ability possessed by a Nurse is required for continued efficient operation of the unit. (b) The goal b. If there is to be further reduction of Nurses, Graduate Nurses on that unit will be laid off prior to other Nurses on that unit, unless a skill, qualification, or ability possessed by a Graduate Nurse is required for continued efficient operation of the job posting policy unit. c. If there is to ensure be further reduction, Nurses on the unit on the affected shift still serving the newly hired Probationary Period will be laid off prior to other Nurses on that all employees are made aware unit, unless a skill, qualification, or ability possessed by a Probationary Nurse is required for continued efficient operation of and have the unit. d. If there is to be a further reduction, Nurses on that unit will be laid off in reverse order of their seniority (the least senior first), unless a less senior Nurse possesses a skill, qualification, or ability deemed necessary for continued efficient operation of the unit. e. Nurses will be laid off on a unit-by-unit basis. A Nurse who will be affected by a layoff will be given the opportunity to apply displace the least senior Nurse within his/her service line (see the service line description below) or displace the least senior Nurse within the Nursing Department for which they are qualified, or bid on an open OPEIU positions either before position within the bargaining-unit for which they are qualified. Qualified Nurses are those who are cross trained or concurrent with otherwise qualified to perform the Employer’s consideration job without additional training other than a unit refresher that is mutually agreed upon by the parties. Ability and qualifications to perform the work will be determined by the Hospital, subject to the grievance/arbitration procedure. Such Nurse must also be willing to accept the displaced Nurse's schedule. When more than one Nurse has a right to displace another Nurse, the number of external candidates for employmentleast senior Nurses to be displaced will be equal to the number of Nurses having the right to displace and preference to displace will be given among the affected Nurses on the basis of seniority. (c) While f. The Hospital will make every effort to notify a Nurse who will be laid off at least seven days in advance, or offer seven-days pay in lieu of notification. This notice requirement may be waived due to circumstances beyond the Employer favors promotion control of the Hospital. When the Hospital notifies a Nurse that she will be laid off, the Nurse will be advised of the above provisions. g. The Union shall be furnished with a list of all Nurses affected by the operation of the Section. 15.03 Prior to posting a vacancy for or hiring of a new Nurse, Nurses on layoff shall be entitled to be recalled in the inverse order of layoff, to the position from within, business conditions could cause which they were laid off or to a position to vacancy for which they are qualified without additional training. Nurses shall have these recall rights for a period of 12 consecutive months following their last day worked. A Nurse shall be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision includerecalled by certified letter, but are may also be notified by telephone, to the number which the Nurse provides to the Hospital. If personally notified by a telephone call, the Nurse is required to report to work within two days of telephone notification. If the Nurse does not limited to: organizational restructuring; urgency of filling contact the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) In the event that an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable to meet the essential tasks Hospital within five business days of the positionmailing of the certified letter to the Nurse, the employee shall return Nurse will be determined to their previous position if it is still vacant but, has no right have terminated employment and lost all seniority rights pursuant to bump back to their old position or to any other positionArticle 13. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances may be open for discussion.

JOB VACANCIES. (a) The Executive Director A. Job vacancies the Board or its designee has the primary authority for the recruitment and screening of applicants for vacant positions as well as for transfers or promotional opportunities. The Executive Director, or designee, shall decide the relative qualifications, skills, abilities, attendance record and discipline record of an applicant for a position. First consideration for vacant bargaining unit positions determined to fill shall be given to bargaining unit employees, provided that such employees have posted within ten (IO) work days of the qualifications, skills, abilities, attendance record, vacancy and discipline record, for filled on the position in question. When these factors for two or more applicants for a given position are substantially equal, basis of the most qualified applicant as determined by the Employer, seniority . Current employees shall be given first consideration before outside applicants. Job vacancies shall be posted for a period of five (5) work days on the determining factorUnion bulletin board in each building and/or on the Owosso Public Schools web site. B. Job vacancy postings shall include the building where the vacancy exists and the job qualifications. The job description for the position will be available from the Human Resources Owosso Public Schools Support Personnel Tentative Agreement 2024-2025 Page 13 Department. Job awards shall be made and posted not more than ten (b10) workdays after the posting period. The goal most senior qualified applicant who meets all of the job posting policy requirements, including the essential duties and responsibilities, shall be granted a thirty (30) workday trial period to demonstrate his/her ability to perform the duties. However, the trial period for secretarial and aides will be granted to the conclusion of the existing school year or until it has been determined that the applicant is not qualified or is unsatisfactory in the new position, he/she shall be returned to ensure his/her former position. When the trial period for secretarial and aides will exceed thirty (30) workdays to the conclusion of the existing school year, he/she shall receive periodic evaluations of his/her job performance to assess his/her ability to perform the essential duties and responsibilities of the position. The first evaluation may be conducted after the conclusion of 30 workdays and periodic evaluations may take place until the conclusion of his/her trial period. During the trial period, the employee's previous position may be filled by a substitute employee. The employer may assign twenty (20) additional workdays to the trial period for written reasons to the employee with a copy to the Unit President. If during the trial period it is determined that all employees are made aware the applicant is not qualified or is unsatisfactory in the new position, he/she shall be returned to his former position. Written notice and reasons for the return of the employee to his former position shall be submitted to the Union and the Employee by the Employer. The matter shall not be subject to the grievance procedure. C. During the trial period, the employee shall receive the rate of pay for the job he/she is performing at the greater of their current hourly rate or the first step of the pay scale for such job and shall have the opportunity to apply return to his former position if he/she so desires. In no event shall the employee receive an hourly wage greater than the top step for open OPEIU positions either before the job he/she is performing. During the trial period, the employer may fill the vacated position at its discretion with a substitute or concurrent with temporary transfer. At the Employer’s consideration of external candidates for employment. (c) While the Employer favors promotion from within, business conditions could cause a position to be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval conclusion of a Human Resources representative and the Department Director. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) In the event that an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable to meet the essential tasks of the positionsuccessful trial period, the employee shall return be placed on the step of the pay scale commensurate with the years ofexperience for such job he/she is performing as an employee of the District. Previous years of experience outside of the employment of the District shall not be considered. D. A vacancy created through a transfer ofan employee, in compliance with the above provisions, shall be deemed temporary in nature and shall be filled at the discretion of the Employer. E. An employee shall remain in position at least three (3) months before becoming eligible to their previous position if it is still apply for a transfer except by mutual consent of the Employer and Union. However, this shall not preclude eligibility to apply for a promotion. F. Any qualified employee may apply for vacant butpositions. However, has no employees will not have a contractual right to bump back the vacant position and any such denial to their old a position or to any other positionshall not be proper subject of the grievance procedure. The starting and ending times listed in the posted position may be altered in consultation with the union and administration after the position has been awarded. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances may be open for discussionG. The employer shall transmit a copy ofall persons bidding on bargaining unit vacancies to the Unit President.

JOB VACANCIES. 16.01 Where a vacancy occurs in a classification in the Bargaining Unit, the Employer shall post such vacancy for a period of seven (7) consecutive calendar days. Interested employees must apply for the vacant position to the General Manager during the posting period. Such applications shall be considered by the Employer before considering applicants from outside the Bargaining Unit. 16.02 The following factors shall be considered by the Employer in filling the vacant position. (a) The Executive Director has Seniority, (b) Skill and ability, to perform the primary authority for work. Where the recruitment skill and screening ability to perform the work of applicants for vacant positions as well as for transfers or promotional opportunities. The Executive Director, or designee, shall decide the relative qualifications, skills, abilities, attendance record and discipline record of an applicant for a position. First consideration for vacant bargaining unit positions shall be given to bargaining unit employees, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the position in question. When these factors for two or more applicants for a given position are substantially is relatively equal, as determined by the Employer, seniority shall be the determining factorgovern. (b) 16.03 The goal name of the successful applicant for the vacant position shall be posted on the Union’s bulletin boards no later than fourteen (14) calendar days following the close of the posting period. When the job is filled pursuant to this procedure, the successful applicant will commence working in the position no later than twenty-one (21) days after the posting policy is to ensure that all employees are made aware awarded unless the posting indicates otherwise. The time periods may be extended by mutual agreement of and have the opportunity to apply for open OPEIU positions either before or concurrent with the Employer’s consideration of external candidates for employmentparties. (c) While 16.04 No job shall be assigned to an employee on a permanent basis unless it has been filled through the Employer favors promotion from within, business conditions could cause a position to be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Directorprocedure outlined above. 16.05 The successful applicant shall be placed on trial for a period of thirty (d30) Employees who wish to apply for posted positions must apply online through calendar days. Conditional on performing the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) In the event that an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable to meet the essential tasks normal requirements of the positionjob, the employee shall return to their previous position if be declared permanent after a period of thirty (30) calendar days. Where it is still vacant butdetermined that the successful applicant cannot perform the normal requirements of the job during the trial period, has no right she shall be returned to bump back her former position and wage level without loss of seniority. The employee can also elect to their old be returned to her former position and wage level without loss of seniority during the trial period. Any other employee promoted or transferred because of rearrangement of positions shall also be returned to any other positionher former position and wage level without loss of seniority. (f) New hires and personnel in new positions may not apply for promotions16.06 Where there are no successful applicants, transfers, etc. or new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances the posting may be open for discussionfilled at the discretion of the Employer.

JOB VACANCIES. (a) The Executive Director has the primary authority for the recruitment and screening of applicants for vacant positions as well as for transfers or promotional opportunities. The Executive Director, or designee, shall decide the relative qualifications, skills, abilities, attendance record and discipline record of an applicant for a position. First consideration for vacant bargaining unit positions shall be given to bargaining unit employees, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the position in question. When these factors for two or more applicants for a given position are substantially equal, as determined by the Employer, seniority shall be the determining factor. (b) The goal of the job posting policy is to ensure that all employees are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent with the Employer’s consideration of external candidates for employment. (c) While the Employer favors promotion from within, business conditions could cause a position to be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) 11.01 In the event that an employee promotes a permanent vacancy or transfers into a new permanent newly created position comes open within the bargaining unit, notice of such vacancy or different newly created position shall be posted for five (5) working days on bulletin board or boards provided on the premises for such purposes. All such notices shall include the department and their performance is unsatisfactory and/or they are unable to meet the essential tasks job classification, rate of the positionpay, job content overview, qualifications (where reasonably required), the employee shall return to their previous position if it is still vacant butshift, has no right to bump back to their old position or to any other position. (f) New hires and personnel in new positions may not apply for promotions, transfers, etcthe date such notice was posted. or new positions until they Only employees who have successfully completed their probationary period may apply for such job within the time limit specified above. Those employees wishing to apply for such vacancy or newly created position shall do so by completing a job vacancy application form. A copy of the completed form will be kept by the employee. The Employer will, upon request, supply the Union Chairperson with a copy of the posting and inform him of the result of the hiring decision, if any. 11.02 In selecting the successful applicant from amongst the applicants the Employer shall consider the skill and ability of the individual to perform the normal required work and where these are relatively equal, seniority shall govern. If the vacancy or permanent newly created position is not filled as a result of the posting, or if no suitable applicants are received, the Employer reserves the right to hire. An employee who is selected shall have familiarization period of a reasonable length of time for the job classification posted into, as determined by the Employer acting reasonably, which in any extensions thereofcase shall not be less than ten (10) days for a posting to another job classification within the employee's current department and not less than twenty (20) days for a posting to another department. Unusual circumstances may The selected employee will be open given normal instruction at the commencement of his familiarization period. If the employee does not successfully complete the familiarization period, or elects to decline to continue in the job classification during his familiarization period, he will be allowed to return to the job classification from which he posted out of. Once an applicant has been confirmed as the successful applicant, he shall not be entitled to post on any other vacancy for discussiona six (6) month period effective as of his first day in the posted- into job classification 11.03 Once an application has been confirmed as the successful applicant pursuant to Article 11.02, the successful applicant shall not be entitled to bid on any other vacancy until the successful applicant has worked at least three (3) full months in the position. 11.04 Any permanent vacancy resulting from the placing of the successful applicant in the position so posted will also be posted. 11.05 The Employer shall have the right to fill any position on a temporary basis, which is vacant due to illness, accident, vacation, leave of absence, temporary transfer or temporary promotion, as well as any vacancy created during the period while the vacancy is being filled under this Article 11. 01. If the temporary vacancy is known to be 30 days or more, the Employer will post the temporary vacancy in accordance with this Article. 11.06 The Employer agrees to acquaint new employees with the fact that a collective agreement is in effect and with the Conditions of Employment set out in the Article dealing with Union Security and Dues Check-Off. The new employee shall be advised of the name of his/her Union Committee Person and shall be provided with a copy of the Collective Agreement. The Union Chairperson will be allowed up fifteen (15) minutes to orient and introduce new hires to the Union.

JOB VACANCIES. A. Whenever a vacancy occurs in any of the job classifications in Group 1, 2 or 3, or any other job classification carrying a higher rate of pay than Group 1, 2, or 3, all as shown in Schedule E to this Agreement, and the Company proposes to fill such vacancy, or in the event of a newly established job classification covered by this Agreement, any such vacancy shall be posted for three (a3) The Executive Director has working days on the primary authority for the recruitment and screening of applicants for vacant positions as well as for transfers or promotional opportunitiesnotice board hereinafter mentioned. The Executive Directornotice will contain the nature of the job, or designee, the qualifications required and the rate of pay. Any employee who wishes to apply for any such position shall decide make application in his own handwriting on the relative qualifications, skills, abilities, attendance record and discipline record form provided within such three (3) day period. In filling such vacant position the Company shall comply with the provisions of an applicant Article 8(C) herein. All employees within a job group who are not on layoff must be employed at their normal classification before other employees may be transferred to that job group. B. The Company shall be required to post all vacancies. C. Any employee who has successfully bid under this article shall not be entitled to bid on a posted job of higher classification for a positionperiod of four (4) months with a lateral or lower classification for a period of twelve (12) months, with the exception of employees who successfully bid for a mill operator's job who shall not be entitled to bid on a posted job for a period of twelve (12) months. First consideration for vacant bargaining unit positions The Company agrees that the attention of employees shall be given drawn to bargaining unit employeesthis provision in any job posting. D. Successful applicants will be required to complete a probationary period of thirty (30) working days. In the event that they prove unsatisfactory at any time after the tenth (10th) day on the job bid for, they will be returned to their previous classification and the Union executive advised of the Company's decision. Secondary vacancies created when an employee has successfully bid for a vacancy shall be conditional on the initial employee successfully completing the probationary period. E. The Company shall be required to take action on the applicant selection within seven (7) working days following the removal of the notice from the notice board. F. Successful applicants will receive the new hourly rate if they are not assigned to their new duties within ten (10) working days. G. There will be one (1) backup Mill Operator for each mill in operation. Backup training jobs will be posted as provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the position in questionArticle 15 (A). Successful backup applicants will receive 10 cents per hour above their normal rate. When these factors doing a backup job, they will receive the rate for that job or their lower rate, plus 10 cents, whichever is higher. In the event of a vacancy in a job for which an employee is the backup operator, if the backup employee desires the position, he will be awarded the job. If the backup employee is not interested in filling the vacancy, the job will be posted and the selection will be made according to Article 15 (A). It is understood that no employee shall hold more than two or (2) backup jobs and, further, that in no event shall an employee be paid for more applicants than one (1) backup job as provided for a given position are substantially equal, as determined by the Employer, seniority shall be the determining factorherein. (b) H. The goal Company may temporarily transfer employees to cover any vacancies which occur by reason of the job posting policy is to ensure that all employees are made aware of and have the opportunity to apply procedures provided for open OPEIU positions either before or concurrent with the Employer’s consideration of external candidates for employmentherein. (c) While I. Prior to the Employer favors promotion from within, business conditions could cause a position to be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval establishment of a Human Resources representative new job classification the Company and the Department DirectorUnion will mutually agree on the rate for such job. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) In the event that an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable to meet the essential tasks of the position, the employee shall return to their previous position if it is still vacant but, has no right to bump back to their old position or to any other position. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances may be open for discussion.

JOB VACANCIES. (a) The Executive Director has Where a permanent vacancy occurs in a classification within the primary authority bargaining unit or a new position in the bargaining unit is established by the Home, such vacancy shall be posted for a period of seven (7) consecutive calendar days. Employees within the same classification and department will have first opportunity for selection. Selection between employees in the same classification and department will be based on seniority, provided the employee possess the necessary qualifications to perform the required duties. Where there are no employees within the classification who apply or are able to meet the minimum requirements, the remaining candidates will be considered in accordance with Article 11.06(c). Applicants will put their signature on the postings. All subsequent postings created by filling a posted vacancy will be posted for four (4) consecutive calendar days. Vacancies which are not expected to exceed sixty (60) days may be filled at the discretion of the Employer. Where part‐time employees fill temporary full‐time vacancies, such employees will continue to be considered as part‐time employees for the recruitment purpose of the collective agreement. Upon completion of the temporary vacancy, all affected employees will be reinstated to their former position, unless the position has been disconnected, in which case they shall be placed in a comparable position. b) Upon request, a list of vacancies filled in the preceding month under Article 11.06(a), and screening the names of the successful applicants, will be provided to the Union. Unsuccessful applicants will be notified prior to successful applicants, where possible. At the request of the Employee, the Employer will discuss with unsuccessful applicants ways in which they can improve their qualifications for vacant future postings. c) Employees shall be selected for positions as well as for transfers or promotional opportunities. The Executive Directorunder 11.06(a) on the basis of Seniority, or designee, shall decide the relative qualifications, skillsskill, abilities, attendance record ability and discipline record of an applicant for a positionwork record. First consideration for vacant bargaining unit positions shall be given to bargaining unit employees, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the position in question. When Where these factors for two or more applicants for a given position are substantially relatively equal, as determined by the Employer, seniority shall be the determining factor. (bd) The goal All vacancies shall be posted on the employee bulletin board. A photocopy of the job posting policy is with signatures in tact will be given to ensure that all employees are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent with the Employer’s consideration of external candidates for employmentchief xxxxxxx. (c) While the Employer favors promotion from within, business conditions could cause a position to be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) In Where the event applicant has been selected in accordance with this article and it has been subsequently determined that an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable to meet she cannot satisfactorily perform the essential tasks of the positionjob which she was awarded, the employee shall return or employer may during the first thirty (30) shifts (225 hours for employees whose regular hours of work are other than the standard work day) worked from the date from which the employees was first assigned to the vacancy, returned to her former job, and the filling of the subsequent vacancies will be reversed. f) An employee selected for a vacancy need not to be considered for a further vacancy for a period of up to six (6) months from the date of selection, unless such position is a permanent position or is a substantial betterment to their previous position if it current vacancy or their current posting is still vacant but, has no right to bump back to their old position or to any other positionexhausted. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances may be open for discussion.

JOB VACANCIES. 14.01 When any permanent vacancy occurs that the Employer intends to fill, the Employer will post a notice of the vacancy for a period of seven (a7) The Executive Director has calendar days on the primary authority for the recruitment and screening of applicants for vacant positions as well as for transfers or promotional opportunitiesUnion Bulletin Board. The Executive Directornotice will specify the classification, or designee, shall decide the relative qualifications, skills, abilities, attendance record and discipline record of an applicant for a position. First consideration for vacant bargaining unit positions shall be given to bargaining unit employees, provided that such employees have the qualifications, skills, abilities, attendance recordability, and discipline recordexperience with the Employer, that are required as well as the expected hours of work, the rate of pay and the start date. An employee who wishes to be considered for the position so posted shall signify her desire by making written application in questionaccordance with the provisions of the posting. When The name of the successful candidate will be posted immediately after they are advised and shall remain posted for a period of three (3) calendar days. 14.02 Employees shall have the right to bid during such seven (7) calendar day period on any such vacancy. Any employee who is about to go on an authorized leave of absence may make a request in writing to the Employer that they wish to be (a) that a fresh notice or request must be provided to the Employer by the employee in advance of each leave of absence being granted. Such vacancy shall be filled from the applications received on the basis of: (a) The skills, qualifications, experience with the Employer and ability of the applicants; and (b) Where these factors for two or more applicants for a given position are substantially relatively equal, the applicant with the greatest seniority shall fill the vacancy. 14.03 In the event the successful applicant within twenty (20) working days of commencing work in the posted position or such longer period as may be mutually agreed upon in writing by the parties, proves to be unsatisfactory as determined by the EmployerCompany, seniority or requests a return to her former position, she shall be returned to her former position without loss of seniority. Any other employee temporarily assigned or posted to the determining factorposition shall also be returned to her former position. 14.04 If the Company determines that there are no applicants who are qualified to perform the work or if no application to fill such vacancy are received from employees, then the Employer will fill the vacancy with external applicants and in any manner it deems appropriate. 14.05 A temporary vacancy will include a vacancy that is created by a full-time employee's absence due to maternity leave, compensable or non-compensable illness or injury or any other leave of absence that is expected to exceed six (6) consecutive calendar weeks. The Employer will outline to the employee selected to fill the temporary vacancy the anticipated conditions and duration of such vacancy. Upon the return of the employee who has been on a leave of absence, such employee shall have the right to return to work prior to her estimated date of return, and the Employer shall not be liable for payments to the resulting displaced employee(s) who has been temporarily filling the position. In the event that a part- time employee is the successful applicant to a temporary job posting to temporarily fill a full-time vacancy, the part-time employee shall retain her part-time status during the temporary period of employment. The part-time hours of the successful temporary applicant will be divided among the remaining available part-time employees in the affected classification for the duration of the temporary full-time position vacancy as the Employer deems appropriate. Any employee filling a temporary vacancy shall not bid on any other temporary vacancy posting until the end of their temporary posting unless an opportunity arises which may allow a part time employee to bid on a temporary posting that provides a greater number of hours. 14.06 Temporary vacancies that are expected to be for 6 weeks or less (which include temporary vacancies that are created as a result of employees going on vacation, or being on authorized leaves of absence), need not be posted. If the Employer wishes to fill such temporary vacancy, it shall be filled by assigning the available hours to an employee within the classification who is qualified, ready, willing and able to work the scheduled hours that are offered by the Employer and provided that the acceptance of such hours does not result in a conflict with any other term of this agreement or in the payment of overtime premiums (unless the Employer decides to assign overtime). It is understood that temporary vacancies are different from call in assignments and that the Employer will not be required to fill temporary vacancies with a call in assignment or by using the Call-in procedure to fill temporary vacancies unless it becomes necessary to do so in order to fill a shift that cannot be filled as contemplated by this Article. 14.07 In the course of assigning available hours under this Article 14.07, the Employer will distribute the hours that it wishes to fill by seniority within the classification and in the following manner: (a) Part-time employees so as to allow them an opportunity to work up to a maximum of 67.5 hours bi-weekly. (b) The goal of the job posting policy is Full-time employees so as to ensure that all employees are made aware of and have the allow them an opportunity to apply for open OPEIU positions either before work up to a maximum of 75 hours bi-weekly. 14.08 Any full-time or concurrent with part-time employee who applies to fill a permanent vacancy posted by the Employer’s consideration of external candidates for employment. (c) While the Employer favors promotion from within, business conditions could cause a position or who asks to be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside transferred into another classification at the same time as posting requires approval of appointed to fill the vacancy, or the new classification, or she is granted the request for a Human Resources representative and the Department Directortransfer. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) In the event that an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable to meet the essential tasks of the position, the employee shall return to their previous position if it is still vacant but, has no right to bump back to their old position or to any other position. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances may be open for discussion.

JOB VACANCIES. (a) The Executive Director has Where a permanent vacancy occurs in a classification within the primary authority bargaining unit or a new position within the bargaining unit is established by the Home, such vacancy shall be posted for a period of ten (10) consecutive calendar days. Employees within the same classification will have first opportunity for selection. Selection between employees in the same classification will be based on seniority, provided the employee possesses the necessary qualifications to perform the required duties. Where there are no employees within the classification who apply or are able to meet the minimum requirements, the remaining candidates will be considered in accordance with Article 11.06(c). All subsequent vacancies created by the filling of a posted vacancy will be posted for three (3) days. All other subsequent vacancies need not be posted. Vacancies which are not expected to exceed ninety (90) days, may be filled at the discretion of the Employer. Where part-time employees fill temporary full-time vacancies, such employees will continue to be considered as part-time employees for the recruitment purpose of the collective agreement. Upon completion of the temporary vacancy, all affected employees will be reinstated to their former position, unless the position has been discontinued, in which case they shall be placed in a comparable position. b) A list of vacancies filled in the preceding month under Article 11.06(a), and screening the names of the successful applicants, will be posted, with a copy provided to the Union. Where possible unsuccessful applicants will be notified prior to posting successful applicants. At the request of the Employee, the Employer will discuss with unsuccessful applicants ways in which they can improve their qualifications for vacant positions as well as for transfers or promotional opportunities. The Executive Directorfuture postings. c) Employees shall be selected based on seniority, or designee, shall decide the relative qualifications, skills, abilities, attendance record skill and discipline record of an applicant for a positionability. First consideration for vacant bargaining unit positions shall be given to bargaining unit employees, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the position in question. When Where these factors for two or more applicants for a given position are substantially relatively equal, as determined by the Employer, seniority shall be the determining factor. d) All vacancies shall be posted on the employee bulletin board. e) An employee selected as a result of a posted permanent vacancy need not be considered for a further permanent vacancy for a further six (b6) The goal months from the date of her selection, unless it is an improvement of guaranteed hours, or change in shift. f) Where the applicant has been selected in accordance with this article and it is subsequently determined that she cannot satisfactorily perform the job posting policy is to ensure that all employees are made aware of and have which she was awarded by either the opportunity to apply for open OPEIU positions either before employer or concurrent with the Employer’s consideration of external candidates for employment. (c) While employee, the Employer favors promotion from withinwill attempt, business conditions could cause a position to be posted internally while simultaneously recruiting during the first thirty (30) shifts (225 hours for employees whose regular hours of work are other than the standard work day) worked from the outside. The business conditions that could cause this decision includedate on which the employee was first assigned to the vacancy, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skillsto return her to her former job, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Directorfilling of subsequent vacancies will likewise be reversed. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) In the event that an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable to meet the essential tasks of the position, the employee shall return to their previous position if it is still vacant but, has no right to bump back to their old position or to any other position. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances may be open for discussion.

JOB VACANCIES. 13.01 Where a permanent vacancy occurs in a classification within the bargaining unit or a new position within the bargaining unit is established by the Employer (unless notified by the Employer of its intent not to fill or postpone the filling of such vacancy in writing), such vacancy shall be posted for a period of seven (7) consecutive calendar days. Employees in this bargaining unit may make written application for such vacancy within the time frame referred to herein. All applications will be duplicated signed and dated by both the applicant and the Employer. All job postings will be given to the Chief Xxxxxxx. Such postings shall stipulate the classification, rate and department concerned and where possible, regularly scheduled hours, shift(s) to be worked and shall indicate whether the vacancy is full-time or part-time and whether it is permanent or temporary. 13.02 Subsequent vacancies created by the filling of a posted vacancy are to be posted for three (3) consecutive calendar days. Job vacancies shall be posted on the designated bulletin board. 13.03 At the request of the employee, the Employer will discuss with unsuccessful applicants ways in which they can improve their qualifications for future postings. 13.04 Employees shall be selected for job postings on the basis of their skill, 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 within an appropriate familiarization period. 13.05 Where seniority governs, the most senior applicant within the department shall be selected. In the event, that there are no candidates from the department apply, then seniority from within the classification shall apply. 13.06 The successful applicant shall be placed on a trial in the new position for a period of fifteen (15) shifts. Such trial promotion or transfer shall become permanent after the trial period unless during the trial period: a. The employee feels that she is unable to satisfactorily perform the job (including any need to arrange her personal life to accommodate the work), or; b. The Employer finds the employee to be unable to satisfactorily perform the work. In the event of either (a) The Executive Director has or (b) above, the primary authority for employee will return to her former position and salary without loss of seniority, any other employee promoted or transferred as a result of the recruitment arrangement of positions shall also be returned to her former position and screening salary without loss of applicants for vacant positions as well as for transfers or promotional opportunitiesseniority. 13.07 Vacancies which are not expected to exceed sixty (60) calendar days and vacancies caused due to illness, accident, leaves of absence may be filled at the discretion of the Employer, in accordance with Article 13. The Executive Director, or designee, shall decide the relative qualifications, skills, abilities, attendance record and discipline record of an applicant for a position. First consideration for vacant bargaining unit positions In filling such vacancies preference shall be given to regular part-time employees in the bargaining unit employeeson the basis of seniority as per the above. Where such vacancies occur on short notice, provided that however, a failure to offer part-time employees such work shall not result in any claim for pay for time not worked while proper arrangements are made to fill the vacancy. 13.08 Where part time employees fill temporary full time vacancies, such employees shall be considered regular part time and shall be covered by the terms of this Agreement. Upon completion of the temporary vacancy, such employee shall be reinstated to her former position, unless the position has been discontinued, in which case she shall be given a comparable job. 13.09 The Employer shall have the qualifications, skills, abilities, attendance record, right to fill any permanent vacancy on a temporary basis until the posting procedure has been complied with and discipline record, for arrangements have been made to permit the position in question. When these factors for two or more applicants employee selected to fill the vacancy to be assigned to the job. 13.10 An employee selected as a result of a posted vacancy need not be considered for a given position are substantially equal, as determined by the Employer, seniority shall be the determining factor. further temporary vacancy for a period of six (b6) The goal of the job posting policy is to ensure that all employees are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent with the Employer’s consideration of external candidates for employment. (c) While the Employer favors promotion from within, business conditions could cause a position to be posted internally while simultaneously recruiting months from the outside. The business conditions that could cause this decision includedate of her selection, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) In the event that an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable to meet the essential tasks of the position, the employee shall return to their previous position except if it is still vacant but, has no right to bump back to their old position or to any other positionduring the last thirty (30) days of the posting. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances may be open for discussion.

JOB VACANCIES. (a) A vacancy shall be defined as a newly created bargaining unit position, or a present bargaining unit position that is not filled. Vacant positions may be filled, eliminated or restructured to accommodate the Employer's staffing needs at the sole discretion of the Employer. It is the Employer's policy to fill vacancies with the most qualified person available, either presently employed or a new hire. The Executive Director has Employer shall fill vacancies based on qualifications, including but not limited to, skill, ability, education, experience, licensure, credentials, and seniority. Vacant job positions will be posted on the primary authority Employer’s employment website. The Association President may request an update at any time regarding progress in hiring and/or promotions or to discuss the elimination of a bargaining unit position. An employee in the bargaining unit interested in a posted position shall apply for the recruitment and screening of applicants for vacant positions as well as for transfers or promotional opportunitiesposted position by completing the application requirements by the posting deadline. The Executive Director, or designee, shall decide the relative qualifications, skills, abilities, attendance record and discipline record of an applicant Bargaining unit members will be considered for a position. First consideration for vacant bargaining unit positions shall be given to bargaining unit employees, provided that such employees have position or vacancy if they meet the qualifications, skills, abilities, attendance record, and discipline record, for the position in question. When these factors for two or more applicants for a given position are substantially equal, minimal qualifications as determined by the Employer. Eligible employees will be allowed, seniority with their supervisor's permission, time to interview for a position during scheduled work hours, which shall not be unreasonably denied. An application for a position shall not adversely affect an employee's status in their present position. If not selected for the determining vacant position, the hiring manager or a designated committee member will provide the internal applicant with feedback to aid the employee in future interviews, to develop professionally or gain knowledge of needed qualifications. An applicant's interest in a position and their application materials will be held in confidence by those performing the hiring and shared only with others involved in the hiring and selection. In the event of an opening in their current job classification, where shift change is the only factor. (b) The goal of the job posting policy is to ensure that , all employees are made aware of and in that classification shall have the opportunity right to apply for a transfer to the open OPEIU positions either before or concurrent with shift. If all qualifications are equal, the Employer’s consideration of external candidates employee having the most seniority in that classification will be granted the transfer. If the transfer is not granted, reasons for employment. (c) While the Employer favors promotion from withindenial shall be provided to the Association member. Changes in employee status, business conditions could cause a position to be posted internally while simultaneously recruiting from the outside. The business conditions that could cause this decision include, including but are not limited to: organizational restructuring; urgency of filling , hiring, promotions, and transfers, must be approved by the Employer and shall be in writing and signed by the hiring supervisor using a Status Change Form. A bargaining unit member who is on layoff for 24 months or less, or who is returning from an unpaid leave, and who applies, shall be given consideration for vacated or newly created positions within the bargaining unit, providing the member meets the minimum qualifications for the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) In the event that an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable to meet the essential tasks of the position, the employee shall return to their previous position if it is still vacant but, has no right to bump back to their old position or to any other position. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances may be open for discussion.

JOB VACANCIES. a. When job vacancies occur in the bargaining unit, and the Employer desires to fill such a job vacancy, the Employer will post such fact on the bulletin board for a period of seven (a7) The Executive Director has the primary authority calendar days for the recruitment permanent postings and screening of applicants three (3) calendar days for vacant positions as well as for transfers or promotional opportunitiestemporary positions. The Executive DirectorEmployer will attempt to post vacancies on the payroll system. Prior to employees going on vacation or a leave of absence, or designee, shall decide the relative qualifications, skills, abilities, attendance record and discipline record of an applicant for employee may issue a positionstanding position informing the employer what job they are interested in. First consideration for vacant bargaining unit positions shall These applicants will be given to bargaining unit employees, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the position included in question. When these factors for two or more applicants for a given position are substantially equal, as determined by the Employer, seniority shall be the determining factor. (b) The goal of the job posting policy is to ensure that all employees are made aware of and have the opportunity to apply for open OPEIU positions either before or concurrent with the Employer’s consideration of external candidates for employmentany vacancy. Such a posting shall contain: i. the classification concerned; ii. the qualifications and skill required; iii. the anticipated date the position will commence; iv. whether the position is temporary (and if so, the expected duration, if known); and v. the range of shift(s) proposed and whether the position is full-time, part-time or casual. (c) While b. When considering applicants for job vacancies, the Employer favors promotion from withinshall give preference to the most senior candidate provided; i. The employee has the ability and qualifications to perform the work; and ii. The employee has no officially documented performance or attendance issues on file. Where the factors in (i) are relatively equal, business conditions could cause a position seniority shall govern. c. An employee selected on this basis will not be eligible to be posted internally while simultaneously recruiting promoted to another job for a period of two (2) months from the outsidestart date of his promotion, unless the employee moves from part-time to full-time, or from a temporary to a permanent position, or no other successful applicant from the bargaining unit is found. Employees accepting a temporary position must give up any temporary position they may currently be in. d. The business conditions successful applicant shall be placed on trial in the new position for a period of two hundred and twenty-five (225) working hours. Such trial promotion or transfer shall become permanent after the trial period unless: i. the employee feels that could cause this decision include, but are she is not limited to: organizational restructuring; urgency of filling suitable for the position, and wishes to return to her former position; or ii. the Employer feels that the employee is not suitable for the position, and requires that she return to her former position. It is understood and agreed that once the trial period has expired, the Employer no longer has the right to return an employee to her former position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director. (d) Employees who wish employee no longer has the right to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) return to her former position. In the event that an employee promotes of either (i) or transfers into a new or different position and their performance is unsatisfactory and/or they are unable to meet the essential tasks of the position(ii) above, the employee shall will return to their previous her former position if it is still vacant butand salary without loss of seniority, has no right to bump back to their old position or to any other positionemployee promoted or transferred as a result of the rearrangement of positions shall also be returned to her former position and salary without loss of seniority. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances may be open for discussion.

JOB VACANCIES. (a) 15.1 The Executive Director Hospital has the primary authority for sole discretion to decide when or if it will fill a job vacancy.If the recruitment and screening of applicants for vacant positions as well as for transfers or promotional opportunities. The Executive Director, or designee, shall decide the relative qualifications, skills, abilities, attendance record and discipline record of an applicant for Hospital decides to fill a position. First consideration for vacant bargaining unit positions shall be given to bargaining unit employees, provided that such employees have the qualifications, skills, abilities, attendance record, and discipline record, for the vacancy in a position in question. When these factors the bargaining unit, the vacancy will be posted for two or more applicants for a given position are substantially equal, as determined by seven (7) calendar days in the Employer, seniority shall be vending area on the determining factor. (b) The goal second floor of the job posting policy is Hospital to ensure that allow all employees are made aware of and have the qualified Bargaining Unit Members an equal opportunity to apply for open OPEIU the vacant position. Positions will be awarded to the most senior qualified Bargaining Unit Member who bids for the position. Where the seniority dates of the Bargaining Unit Members who have bid on the position are equal, the Bargaining Unit Member who is the most qualified will be awarded the position. The most qualified bargaining unit employee is the employee would require the least amount of training to perform the job. The Hospital will attempt to complete the interviews expeditiously. The Hospital will provide notice to applicants, and the Association President or his/her designee, of the awarding of the position within four (4) weeks of the conclusion of the interviews. The Hospital will thereafter place the successful applicant in the new position as soon as is feasible under the circumstances, but, in any event, no later than thirty days after awarding the position. Bargaining Unit Members occupying casual positions either before or concurrent with the Employer’s consideration of external candidates for employment. (c) While the Employer favors promotion from within, business conditions could cause a position may bid on vacancies but preference will be given to be posted internally while simultaneously recruiting regular full-time and part-time employees. If there are no qualified bidders from the outside. The business conditions that could cause this decision include, but are not limited to: organizational restructuring; urgency of filling the position; position requirements that include skills, education, and/or experience that are not known to match any existing employee; critical operational needs; etc. The decision to recruit from the outside at the same time as posting requires approval of a Human Resources representative and the Department Director. (d) Employees who wish to apply for posted positions must apply online through the Employer website at xxx.xxxxxxxxxxxxx.xxx. (e) In the event that an employee promotes or transfers into a new or different position and their performance is unsatisfactory and/or they are unable to meet the essential tasks of the positionbargaining unit, the employee vacancy shall return to their previous position if it is still vacant but, has no right to bump back to their old position or to any other position. (f) New hires and personnel in new positions may not apply for promotions, transfers, etc. or new positions until they have successfully completed their probationary period and any extensions thereof. Unusual circumstances may then be open for discussionbid to any qualified employee in the Hospital. If there are no bidders after the process, the Hospital may fill the vacant positionby hiring a new employee. 15.2 Any Bargaining Unit Member promoted in accordance with the foregoing section will serve a probationary period of ninety (90) calendar days during which the Bargaining Unit Member’s performance will be evaluated by the Hospital. If the Bargaining Unit Member’s