Common use of JOB VACANCIES Clause in Contracts

JOB VACANCIES. (a) When a new job or a job vacancy occurs, the Employer agrees to post notice for the same on the Official Bulletin Board for two (2) working days, exclusive of Saturdays, Sundays or holidays. Seniority employees who are interested may apply. The Employer will give applications careful consideration and shall assign on the basis of applicants’ relative qualification and ability to do the job and provided further, the employee is able to do the work required. Whenever the qualification and ability of applicants are relatively equal, seniority shall be the determining factor. An employee shall be granted a reasonable (eighty worked (80) hours, with the exception of Class 72 which is for a period of one hundred and sixty (160) worked hours including overtime hours) period of time to gain the necessary skills. The Company agrees to post the results of the job posting within five (5) work days of the completion of the required testing. The successful applicant will be placed in the new position as reasonably practical. However, if this period exceeds eighty (80) worked hours, the employee will be paid the rate of pay of the posted position or the rate of their current position whichever is higher until placed in the posted position. The period may be extended by mutual agreement between the parties. (b) No probationary employee shall apply for a posted job; however, such an employee may be assigned to a posted job if the job is not successfully bid on by seniority employees. (c) An employee may not receive more than four (4) posted job bids in a twelve (12) month period. Any employee accepting a job posting will be expected to honour that acceptance. If the employee does not honour that acceptance it will be charged against his/her job posting quota. (d) The above principles relative to job posting shall also apply to the job 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) The successful applicant on permanent postings shall have eighty worked (80) hours, with the 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 be unable to perform the job, or declines the job, they will revert to their former job classification. It is understood such period of time may be extended by mutual agreement between the Employer and the Union. (f) A temporary job posting is one used to fill a job or jobs for one hundred and sixty (160) regular worked hours or less or to replace employees on approved leave of absence. Extensions may be granted through mutual agreement between the parties. Temporary postings shall not be used to circumvent seniority rights. (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, 2012 to September 14, 2015) 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 removal of the disqualification. Should the Human Resources Department deny such request for whatever reason, those reasons will be documented in a denial letter with a copy to the employee and Unit Chairperson. Any employee who for whatever reason was disqualified from a job classification by the Employer may submit in writing to the Human Resources Department to have their disqualification removed from their record after one (1) year from the date of disqualification. Such a letter must indicate the reasons that the employee feels they are now able to perform the job they were disqualified from. Should the decision not support reinstatement the Human Resources Department must indicate the reason(s) for denial in writing to the Union. Disputes arising from this process will be reviewed and resolved at the next Union/Management Committee meeting. The Human Resources Department will advise the affected employee in writing the decision reached. For those disqualifications that have been removed, the employee will be entitled to post into job vacancies that occur following the official removal of this disqualification or bump into the job classification at the time of the next layoff in accordance with Article 10.05.

JOB VACANCIES. (a) When a new 1. Notices of job or a job vacancy occurs, openings in the Employer agrees to post notice for the same bargaining unit covered herein will be posted on the Official Bulletin Board for two (2) working days, exclusive of Saturdays, Sundays or holidays. Seniority employees who are interested may apply. The Employer will give applications careful consideration and shall assign on the basis of applicants’ relative qualification and ability to do the job and provided further, the employee is able to do the work required. Whenever the qualification and ability of applicants are relatively equal, seniority shall be the determining factor. An employee shall be granted a reasonable (eighty worked (80) hours, with the exception of Class 72 which is Union bulletin board for a period of one hundred and sixty (160) worked hours including overtime hours) period of time to gain the necessary skills. The Company agrees to post the results of the job posting within five (5) work working days during which time the job shall not be permanently filled. All employees covered by this agreement regardless of the completion of employer will be eligible to bid on openings. Employees on leave may bid by phone or by proxy for any openings posted during their leave time. 2. If an employee who possesses the required testing. The successful applicant will qualifications wishes to be placed in the new position as reasonably practical. However, if this period exceeds eighty (80) worked hoursconsidered for an available opening, the employee will be paid the rate of pay of the posted position or the rate of their current position whichever is higher until placed in the posted position. The period may be extended by mutual agreement between the parties. (b) No probationary employee shall apply for a posted job; however, such an employee may be assigned to a posted job if the job is not successfully bid on by seniority employees. (c) An employee may not receive more than four (4) posted job bids in a twelve (12) month period. Any employee accepting submit a job posting will application. Such request must be expected to honour that acceptance. If the employee does not honour that acceptance it will be charged against his/her job posting quota. (d) The above principles relative to job posting shall also apply to the job vacancy created received 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) The successful applicant on permanent postings shall have eighty worked (80) hours, with the 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 be unable to perform the job, or declines the job, they will revert to their former job classification. It is understood such period of time may be extended by mutual agreement between the Employer and the Union. (f) A temporary job posting is one used to fill a job or jobs for one hundred and sixty (160) regular worked hours or less or to replace employees on approved leave of absence. Extensions may be granted through mutual agreement between the parties. Temporary postings shall not be used to circumvent seniority rights. (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, 2012 to September 14, 2015) 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 removal of the disqualification. Should the Human Resources Department deny such request for whatever reason, those reasons will be documented in a denial letter with a copy to no later than the employee and Unit Chairperson. Any employee who for whatever reason was disqualified from a job classification by end of the Employer may submit in writing to employee’s regularly scheduled shift on the Human Resources Department to have their disqualification removed from their record after one fifth (15th) year from working day following the date original day of disqualification. Such a letter must indicate the reasons that the employee feels they are now able to perform the job they were disqualified from. Should the decision not support reinstatement the Human Resources Department must indicate the reason(s) for denial in writing to the Union. Disputes arising from this process will be reviewed and resolved at the next Union/Management Committee meetingposting. The Human Resources Department will advise provide a listing of represented employees who bid on the affected job openings. 3. Prior to being selected for promotion, an employee may withdraw a promotional request at any time. 4. New hire employees with less than 90 days seniority in writing the decision reachedjob classification for which they were originally hired shall not be eligible to participate in the Job Posting Program until they have completed the 90 days seniority requirement, unless there is no qualified bidder. 5. For those disqualifications Employees selected for promotion shall be released to the available higher-rated classification and transferred to the new department within twenty (20) working days following selection for promotion. a. Seniority shall be the determining factors in filling job vacancies. b. In the event of a posted job opening, the bidding employee with the most seniority in the applicable group (Exhibit B and C) who has the qualifications shall be awarded the position. c. Qualified shall be defined as any person holding the minimum requirements as defined by the job description for the position. 7. The Supervisor will perform progress reviews with the employee (with a union representative present) at 30, 60, and 85 day increments. This progress review will be documented and is intended to provide the employee with feedback as to his development into the position. If the Company determines within this period of ninety (90) calendar days that have been removedan employee selected to fill a job vacancy is not performing the job satisfactorily, the employee will be entitled returned to post into his previous job vacancies without loss of seniority. If the employee's previous job has been abolished and there is no other job available for which the employee is qualified and eligible, then the employee shall be put on layoff. If employee returns to their previously held job, the job will not have to be rebid. In this event, the second senior qualified bidding employee will be granted the job. a. If the employee determines to return to their previously held job position within 30 calendar days the Company shall grant the request. If the employee returns to their previously held job, the job will not have to be re-bid. In this event, the second senior qualified bidding employee will be granted the job. b. If the employee; 1) does not successfully complete the 90 day evaluation period, or 2) voluntarily returns to their previously held position within 30 calendar days as stated above, it is understood that occur following the official removal employee will not have established seniority in the new classification. 8. Employees who bid on a position vacated by an incumbent being placed on a Medical Leave of this disqualification or bump Absence (MLOA) will be placed into the job classification at position on a non-permanent basis until the time of incumbent employee returns from the next layoff MLOA. Should the incumbent not return the position will be posted in accordance with Article 10.05Section 2 of this article. Employees displaced by another employee returning from a MLOA may exercise their seniority to bump into another job in accordance with other provisions of this article. 9. When a lateral vacancy occurs within a job classification, senior employees within the classification shall be given the choice to transfer. Employees desiring to make a lateral transfer within their classification shall inform their supervisor and FOSC Human Resources. 10. Newly hired employees from sources external to the SSC/FOS contract will be considered as probationary employees for ninety (90) calendar days and shall be subject to discipline including discharge at the discretion of the Company. New employees shall be evaluated (with a union representative present) and shall only be discharged for just cause. During this period the Supervisor will perform progress reviews with the probationary employee at 30, 60, and 85 day increments. This progress review will be documented and is intended to provide the employee with feedback as to his development into the position. Any decision of the Company to terminate or otherwise discipline a probationary employee shall be final and not subject to the Grievance and Arbitration provisions of this Agreement. Upon satisfactory completion of the probationary period, the employee shall become an employee with seniority dating from the date of hire. 11. Temporary employees will not accrue seniority. If the temporary employee is required beyond the initial ninety (90) calendar days the job will be posted for bid. 12. The Company will notify the Union Recording Secretary of any new hires or any hired position. 13. A weekly union/insurance orientation session for newly hired employees will be held on Tuesday after the employees complete their paperwork in the Human Resources Department and prior to their reporting to work. The Human Resources Office will advise the Union on Friday of each week whether there will be any new employees hired on the following Monday. 14. If on any given date when there are multiple openings in a posted job classification, classification seniority for those awarded such positions will be established as follows: a. A Regular Full-time employee who bids into that classification on that date will be placed first in seniority order. If multiple employees are hired into a classification on the same day their union seniority shall be the determining factor in establishing classification seniority. b. A Regular Modified Full-time employee placed in that classification on that date will be placed second in seniority order. c. A Regular Part-time employee placed into that classification on that date will be placed third in seniority order. d. A Temporary employee placed into that classification on that date will be placed fourth in seniorityorder. e. A newly hired employee placed into that classification on that date will be placed fifth in seniorityorder. 15. When filling vacancies, Part-Time or On-call employees will be considered prior to considering sources external to the SSC/FOS contract.

JOB VACANCIES. 12.01 Temporary transfers of seven (a7) When weeks or less necessitated by sound business requirements (include but not limited to reduction in OT costs, avoidance of layoffs and work volume realignment) shall be managed by the supervisors. Such transfers shall not be exercised in a new job punitive or discriminatory manner. If a job vacancy occurs, is filled with a temporary transfer for 80% or more of the Employer agrees to post notice for the same on the Official Bulletin Board for two schedule work week (2) working days, exclusive of Saturdays, Sundays or holidays. Seniority employees who are interested may apply. The Employer will give applications careful consideration and shall assign on the basis of applicants’ relative qualification and ability to do the job and provided further, the employee is able to do the work required. Whenever the qualification and ability of applicants are relatively equal, seniority shall be the determining factor. An employee shall be granted a reasonable (eighty worked (80) hours, with the exception of Class 72 which is for a period of one hundred and sixty (160) worked hours including overtime 36-40 hours) period of time to gain for seven (7) continuous weeks, this job will be considered vacant and will be posted at the necessary skills. The Company agrees to post the results end of the job posting within five (5) work days of the completion of the required testing. The successful applicant will be placed in the new position as reasonably practical. However, if this period exceeds eighty (80) worked hours, the employee will be paid the rate of pay of the posted position or the rate of their current position whichever is higher until placed in the posted position. The period may be extended by mutual agreement between the parties. (b) No probationary employee shall apply for a posted job; however, such an employee may be assigned to a posted job if the job is not successfully bid on by seniority employees. (c) An employee may not receive more than four (4) posted job bids in a twelve (12) month period. Any employee accepting a job posting will be expected to honour that acceptance. If the employee does not honour that acceptance it will be charged against his/her job posting quota. (d) The above principles relative to job posting shall also apply to the job 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) The successful applicant on permanent postings shall have eighty worked (80) hours, with the 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 be unable to perform the job, or declines the job, they will revert to their former job classificationseventh week. It is understood such that transfers may extend through the job posting period as well as the period of time may be extended by mutual agreement between the Employer and the Union. (f) A temporary job posting until successful applicant is one used to fill a job or jobs for one hundred and sixty (160) regular worked hours or less or to replace employees on approved leave of absenceworking in his new positon. Extensions may be granted through mutual agreement between the parties. Temporary postings shall This clause will not be used to circumvent seniority rightsArticle 12.04 or Article 11. The company will provide an employee 1 week verbal notice of change to an off shift. E.g. days to afternoons, unless employee volunteers to move shifts immediately. (ga) Any A temporary recall occurs when, due to fluctuations in work requirements, there is a need for temporary work in a classification that will last for more than two (2) weeks and employees who hold a valid certification for that classification are on layoff within the plant. When business needs permit, the most senior person on layoff, who holds a valid certification for that classification, will be the first person asked to do temporary work in their previous classification and will receive a temporary recall notice. Receipt of a temporary recall notice resets the recall date(s) of: the employee doing the temporary recall and any individuals with more seniority than that employee who chooses are on layoff from that classification. If the position is filled by someone on temporary recall for 80% or more of the scheduled work week for four (4) continuous weeks, the temporary recall becomes a permanent recall for the most senior person on layoff. If the Company deems that the temporary recall will not become a permanent recall, the Company shall notify the Union. This clause will not be used to voluntarily disqualify themselves circumvent Article 12.04 or Article 11. 12.02 Interim transfers occur when there is a vacancy due to extended vacations, leave of absence or an illness or injury with an expected return date greater than fourteen (14) days. The procedure for filling an interim vacancy will be first to recall the most senior person on layoff within the plant holding recall rights to the vacant position. If no one in order to move to an alternative active the plant holds recall rights then the position will be given filled as follows: Employees with the required qualifications will be asked by seniority to fill the classification. If the classification is not filled, an employee with the qualifications and the least seniority will fill the classification. Each interim vacancy is valid for a period greater than fourteen (14) days but less than six (6) months. Consecutive interim vacancies will not exceed one time opportunity during (1) year. 12.03 An employee is considered qualified in a classification if he has been trained by the term Company in all aspects of the current contract classification and has suitable experience in that classification. 12.04 A notice of a permanent classification vacancy will be posted on the plant bulletin boards for seven (September 157) calendar days. During this period, 2012 employees who have completed their probationary period may make an application in writing. A verbal application or a pre bid system will be permitted for consideration only when an employee is on vacation or leave of absence. Applications that are submitted outside the seven (7) calendar day period will not be considered. The vacancy will be filled from among applicants on the basis of seniority, providing there is an applicant capable of meeting the normal requirements of the classification. If there is no eligible candidate, then the Company will move an eligible junior employee into the position, hire from outside the bargaining unit or cancel the vacancy. If the Company decides not to September 14fill a vacancy, 2015) to do so, they shall be allowed to submit it will notify the union in writing as to why the Human Resources Departmentvacancy is not being filled. A classification will not be considered for permanent vacancy where an employee is absent because of illness or injury not exceeding one (1) year, after vacation or leave of absence. Classifications will not be posted during shutdowns. 12.05 A successful applicant for a posted vacancy shall not be permitted to apply again for another posted vacancy until six (6) months have elapsed. When an employee successfully posts to a new job, the Company shall endeavor to move them within four (4) weeks. New hires will be eligible to apply for a posted vacancy 6 months after they have successfully completed their probationary period. 12.06 An employee moved to a posted classification will be given training to give him the required qualifications. If at any time during the training period he is unable to meet the normal requirements of the classification he will be removed from the date classification and will not be considered for this classification for a period of disqualification12 months, a request for removal he will return to his previous classification unless such classification had been made redundant, in such cases he may exercise his seniority in accordance with 11.02. For further clarification, all employees moved due to the posting will return to their previously held classification. 12.07 The Union President and Chief Xxxxxxx will be notified of the disqualification. Should names of the Human Resources Department deny such request employees applying for whatever reasona posted vacancy, those reasons and notified of the successful candidates. 12.08 Once a vacancy is posted, it will not be taken down for seven (7) calendar days, unless the Union has been notified in writing as to why the vacancy is not being filled. 12.09 An employee who is temporarily transferred from one job to another will be documented in a denial letter with a copy to paid his rate or the employee and Unit Chairperson. Any employee who for whatever reason was disqualified from a job classification by the Employer may submit in writing to the Human Resources Department to have their disqualification removed from their record after one (1) year from the date of disqualification. Such rate, whichever is higher. 12.10 Once a letter must indicate the reasons that the employee feels they are now able to perform the job they were disqualified from. Should the decision not support reinstatement the Human Resources Department must indicate the reason(s) for denial in writing to the Union. Disputes arising from this process will be reviewed and resolved at the next Union/Management Committee meeting. The Human Resources Department will advise the affected employee in writing the decision reached. For those disqualifications that have classification has been removedawarded, the employee is to be considered as having all rights to that new classification for layoff purposes. 12.11 The Company will provide cross-training opportunities for classifications as determined by the requirements of the business. First, employees will receive cross training by seniority within their combined classifications. Once all employees within a combined classification have been cross trained further opportunities by shift and position will be entitled to post into job vacancies that occur following the official removal of this disqualification or bump into posted on the job classification posting board for 7 calendar days. During this period, employees who have completed six (6) months of service may make an application in writing or through a pre-bid system or verbally through the employees Supervisor. A verbal application will be submitted only when an employee is on vacation or leave of absence. The cross training will be allocated by seniority for all eligible applicants. In order to be eligible the employee must not be currently certified on the position, must be on the shift specified in the posting and must not have taken advantage of a cross training opportunity in the past 12 months. If no eligible applicants exist the most junior person eligible will be given the cross training. If at any time during the time cross training the person is unable to meet the normal requirements of the next layoff classification, the Company will meet with the union to review the reasons for not continuing with the cross training. Following this meeting, the individual will be notified and the training will cease. As well, further cross training in accordance with Article 10.05this classification will not be offered to this individual for 36 months.

JOB VACANCIES. (a) When a new job or a job vacancy occursA. All vacancies, the Employer agrees to post notice for the same shall be posted on the Official Bulletin Board for two (2) working days, exclusive of Saturdays, Sundays or holidaysAPS Employment Opportunities website. Seniority employees who are interested may apply. The Employer will give applications careful consideration and shall assign on the basis of applicants’ relative qualification and ability to do the job and provided further, the employee is able to do the work required. Whenever the qualification and ability of applicants are relatively equal, seniority Vacancies shall be the determining factor. An employee shall be granted a reasonable (eighty worked (80) hours, with the exception of Class 72 which is posted for a period minimum of one hundred and sixty (160) worked hours including overtime hours) period of time to gain the necessary skills. The Company agrees to post the results of the job posting within five (5) work working days and shall be posted no later than ten (10) working days following the authorization of the completion Assistant Superintendent for Human Resources to post. An employee applying for such vacancy shall submit a letter of interest to the Human Resources Department within the advertised time. All APS vacancies advertised shall contain the major qualifications listed on the current job description, where applicable. The District reserves the right to list important specific job skills it needs in addition to those contained in the job description. Advertisements shall always reflect the District's anticipated employment needs. B. A short-term vacancy is defined as a temporary vacancy of not more than one year. Short-term vacancies may be advertised in accordance with Article 7.06A, or may be filled by a member of the required testingbargaining unit at the same worksite. The successful applicant Should an employee from the same worksite be selected for a short-term assignment, he/she will be placed in return to the new former position as reasonably practicalat the end of the term, subject to the assignment provisions of the Agreement. HoweverThis provision shall not apply to employees who come into a short-term assignment from another worksite. If the short-term vacancy becomes a permanent vacancy, if this period exceeds eighty (80) worked hoursthe District may either advertise the vacancy or permanently assign the employee who is on the short-term assignment to that position. C. An employee who occupies a permanent position within the bargaining unit may apply for a short-term position at another worksite. If the employee is assigned to the short-term position, the employee will shall be paid informed by the rate of pay District that the position is short-term. The District shall also notify the employee of the posted position or expected termination date of the rate of their current position whichever is higher until placed in short-term vacancy. This notification shall be provided as soon as possible after the posted positionDistrict receives this information. The period employee may be extended by mutual agreement between the parties. (b) No probationary employee shall apply for a posted job; however, such an employee may be assigned to a posted job if other bargaining unit positions while occupying the job is not successfully bid on by seniority employees. (c) An employee may not receive more than four (4) posted job bids in a twelve (12) month period. Any employee accepting a job posting will be expected to honour that acceptanceshort-term position. If the employee does not honour receive appointment to another position, the employee shall be administratively transferred to another position with a grade classification and work year which are no less than the grade classification and work year assigned to the permanent position occupied by the employee prior to the employee's assignment to the short-term position. D. The parties agree that acceptance it all “B” Schedule employees will have a current Skills Test on file when applying for positions within the “B” Schedule. Applicants to the “B” Schedule will have a current Skills Test on file before being interviewed. Skills Tests are out of date when the test is over five years old. The skills Test is to be determined and mutually agreed to by the parties. Schools and Departments have the option of creating their own job-specific test to be given at an interview. Applicants within the “B” Schedule whose Skills Test is out of date will be charged against his/her job posting quotanotified by HR. Notice of Skills Test requirements and any job-specific testing to be given by Schools or Departments will be visible on all “B” Schedule position advertisements. All applicants for Level Three positions must also have a Bookkeeping Test on file and in the applicant packet to be screened by the prospective supervisor. The parties shall meet on a periodic basis to check on the success of the testing or any changes that need to be made. The parties shall address disputes of Article 7.06 (D) on a case-by-case basis. (d) The above principles relative E. A keyboarding test shall only be required from employees as part of a battery of entry level skills tests for new employees if the supervisor determines that a keyboarding test is necessary and the vacancy's responsibilities include keyboarding. An employee's best keyboarding test score earned on District equipment shall be used by the District when an employee submits a letter of interest to job posting shall also apply to the job vacancy created by compete for 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) The successful applicant on permanent postings shall have eighty worked (80) hours, with the exception of Class 72 which is for F. An employee who receives a period of one hundred promotion or lateral transfer and sixty (160) worked hours including overtime hours to demonstrate the ability to does not perform the job and to determine whether they wish to accept satisfactorily at the job. Should the employee be unable to perform the job, or declines the job, they will revert to their former job classification. It is understood such period of time may be extended by mutual agreement between the Employer and the Union. (f) A temporary job posting is one used to fill a job or jobs for one hundred and sixty (160) regular worked hours or less or to replace employees on approved leave of absence. Extensions may be granted through mutual agreement between the parties. Temporary postings shall not be used to circumvent seniority rights. (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 conclusion of the current contract (September 15, 2012 to September 14, 2015) 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 removal of the disqualification. Should the Human Resources Department deny such request for whatever reason, those reasons will be documented in a denial letter with a copy to the employee and Unit Chairperson. Any employee who for whatever reason was disqualified from a job classification by the Employer may submit in writing to the Human Resources Department to have their disqualification removed from their record after one (1) year from the date of disqualification. Such a letter must indicate the reasons that the employee feels they are now able to perform the job they were disqualified from. Should the decision not support reinstatement the Human Resources Department must indicate the reason(s) for denial in writing to the Union. Disputes arising from this process will be reviewed and resolved at the next Union/Management Committee meeting. The Human Resources Department will advise the affected employee in writing the decision reached. For those disqualifications that have been removed, the employee will be entitled to post into job vacancies that occur following the official removal of this disqualification or bump into the job classification at the time of the next layoff in accordance with Article 10.05.first thirty

JOB VACANCIES. (a) When Where a permanent vacancy occurs in a classification within the bargaining unit or a new job or a job vacancy occurs, position within the bargaining unit is established by the Employer agrees (unless notified by the Employer of its intent not to post notice fill or postpone the filling of such vacancy in writing, such vacancy shall be posted for a period of seven (7) days. Employees in this bargaining unit may make written application for such vacancy within the same on time frame referred to herein. (i) Any temporary vacancy with an anticipated duration of sixty (60) days or more will be posted. Employees regularly scheduled to work less than sixty- five (65) hours biweekly, shall be given the Official Bulletin Board for two (2) working days, exclusive of Saturdays, Sundays or holidays. Seniority employees who are interested may applyfirst opportunity to fill temporary vacancies. The Employer will give applications careful consideration outline the employee selected to fill the vacancy the anticipated conditions and duration of such vacancy. (ii) An employee returning from leave of absence shall assign on have the basis right to return to her former position. In instances where an employee returns to work prior to the estimated date of applicants’ relative qualification and ability return the Employer shall not be liable for payments to do the job and provided furtherresulting displaced employee(s). In the event that a part-time employee is the successful applicant, the employee is able to do the work required. Whenever the qualification and ability of applicants are relatively equal, seniority shall be the determining factor. An part-time employee shall be granted a reasonable (eighty worked (80) hours, with retain his/her part-time status during the exception of Class 72 which is temporary full-time period. Nothing here in shall prevent the Employer from temporarily filling any position or vacancy for a period of one hundred and up to sixty (16060) worked hours including overtime hours) period of time to gain days duration as the necessary skills. The Company agrees to post the results of the job posting within five (5) work days of the completion of the required testing. The successful applicant will be placed in the new position as reasonably practical. However, if this period exceeds eighty (80) worked hours, the employee will be paid the rate of pay of the posted position or the rate of their current position whichever is higher until placed in the posted position. The period Employer may be extended by mutual agreement between the partiesdeem appropriate. (biii) No probationary An employee filling a temporary vacancy of sixty (60) days or longer duration shall apply for a posted job; however, such an employee may be assigned to a posted job if the job is not successfully bid on by seniority any other temporary position until the end of his/her temporary position, unless an opportunity arises which allows a part time employee to bid on a temporary full time posting. (iv) Part-time employees who fill temporary full-time positions shall continue to be treated for all purposes as part time employees. (c) An employee may not receive more than four (4) The first and second subsequent vacancies created by the filling of a posted job bids in a twelve (12) month period. Any employee accepting a job posting vacancy will be expected to honour that acceptanceposted for five (5) consecutive calendar days. If the employee does All other subsequent vacancies need not honour that acceptance it will be charged against his/her job posting quotaposted. (d) The above principles relative to job posting shall also apply to At the job vacancy created by a successful job bid. This is understood to mean that only two (2) subsequent job postings request of the employee, the Employer will be made as a result of filling the original job vacancydiscuss with unsuccessful applicants ways in which they can improve their qualifications for future postings. (e) The successful applicant Employees shall be selected for job postings on permanent postings the basis of their skill, ability, experience and qualifications. Where these factors are relatively equal amongst the employees considered, seniority shall have eighty worked (80) hours, with the 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 be unable to perform the job, or declines the job, they will revert to their former job classification. It is understood such period of time may be extended by mutual agreement between the Employer and the Uniongovern. (f) A temporary job posting When considering applications for vacancies, the Employer will first review those from within the classification where the vacancy occurs. If no applicant is one used to fill a job or jobs for one hundred and sixty (160) regular worked hours or less or to replace employees on approved leave of absence. Extensions may be granted through mutual agreement between chosen from within this group, then the parties. Temporary postings shall not be used to circumvent seniority rightsEmployer will next consider applicants from elsewhere in the bargaining unit. (g) Any 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 who chooses or the Employer may, during the first thirty (30) shifts worked from the date on which the employee was first assigned to voluntarily disqualify themselves the vacancy, return her to her former job, and the filling of the subsequent vacancies will likewise be reversed. (h) 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 order accordance with Article 13. (i) 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 move to an alternative active her former position, unless the position will has been discontinued, in which case she shall be given a one time opportunity during comparable job. (j) The Employer shall have the term of right to fill any permanent vacancy on a temporary basis until the current contract (September 15, 2012 posting procedure has been complied with and arrangements have been made to September 14, 2015) permit the employee selected to do so, they shall fill the vacancy to be allowed to submit in writing assigned to the Human Resources Departmentjob. (k) An employee’s status, after part-time/full-time shall continue until such time as a posting is permanent. (l) Where an employee posts into a temporary or permanent position and is the successful candidate, the employee shall not be considered for another position for a period of six (6) months from or in the date case of disqualificationa temporary position, a request for removal until the expiry of the disqualification. Should the Human Resources Department deny such request for whatever reasonposting, those reasons will be documented in a denial letter with a copy to unless the employee and Unit Chairperson. Any employee who for whatever reason was disqualified from is posting into a job classification by the Employer may submit in writing to the Human Resources Department to have their disqualification removed from their record after one (1) year from the date higher rate of disqualification. Such a letter must indicate the reasons that the employee feels they are now able to perform the job they were disqualified from. Should the decision not support reinstatement the Human Resources Department must indicate the reason(s) for denial in writing to the Union. Disputes arising from this process will be reviewed and resolved at the next Union/Management Committee meeting. The Human Resources Department will advise the affected employee in writing the decision reached. For those disqualifications that have been removed, the employee will be entitled to post into job vacancies that occur following the official removal of this disqualification pay or bump into the job classification at the time of the next layoff in accordance with Article 10.05more available hours.

JOB VACANCIES. (a) When a new job or 28.01 The Company shall not be required to post a job vacancy occurs, the Employer agrees to post notice for the same on the Official Bulletin Board for two (2) working days, exclusive of Saturdays, Sundays where an employee with return or holidays. Seniority employees who are interested may apply. The Employer will give applications careful consideration and shall assign on the basis of applicants’ relative qualification and ability to do the job and provided further, the employee is able to do the work required. Whenever the qualification and ability of applicants are relatively equal, seniority shall re-hiring rights under Article 13 would be the determining factoraffected. An employee shall on the recall list will be granted a reasonable (eighty worked (80) hours, with given preferential consideration for open jobs in the exception of Class 72 which is for a period of one hundred and sixty (160) worked hours including overtime hours) period of time to gain plant not filled thorough the necessary skills. The Company agrees to post below means before hiring new employees provided he/she can meet the results normal requirements of the job posting within five (5) work days of the completion of the in a time not significantly longer than that required testingby a new employee. The successful applicant Consideration will be placed given provided that such employee makes application for consideration at the time of going out on recall and who has not otherwise limited his/her performance for jobs in the new position as reasonably practicalplant. However, if this period exceeds eighty (80) worked hours, When occasion arises to fill such open jobs from the employee recall list the company will telephone the employees to be contacted at the last know location. Confirmation by registered mail will be paid the rate of pay of the posted position or the rate of their current position whichever is higher until placed in the posted position. The period may made to those employees where contact by telephone could not be extended by mutual agreement between the parties. (b) No probationary employee shall apply for a posted job; however, such an employee may be assigned to a posted job if the job is not successfully bid on by seniority employees. (c) An employee may not receive more than four (4) posted job bids in a twelve (12) month period. Any employee accepting a job posting will be expected to honour that acceptancemade. If the employee does not honour that acceptance it respond within 24 hours he/she will not be further considered for the job. The above will be charged against his/her subject to the employee being able to return to work in a time not significantly longer than a new employee. (Does not apply to Arnprior). The procedure for filling job posting quotavacancies (28.02 a,b,c) may be modified or superseded by agreement between local management and local union. 28.02 Job vacancies shall be posted internally and externally in a timely manner as soon as the vacancy is identified, and eligible employees may apply according to the following: (a) Notice of the vacancy shall be posted internally for five (5) working days. (b) Such notice shall describe the Job Classification and Occupation, the rate of pay, the estimated effective date (if other than as soon as reasonably practical), the hours of work (including shifts where applicable) and number of open jobs. (c) Employees with established seniority who are interested in applying for the vacancy must apply during this five (5) working day period on a form provided by the Company. (d) The above principles relative to job posting shall also apply to the job vacancy created by a successful job bid. This is understood to mean that only two (2) subsequent job postings In filling vacancies under this Article an Employees’ Seniority will be made considered as a result of filling the original job vacancyan important factor but will not outweigh significant difference in skill, ability and experience. (e) The successful applicant on permanent postings shall have eighty worked (80) hours, with the exception of Class 72 which It is permissible for an employee to submit an application for a period job opening on behalf 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 be unable to perform the job, or declines the job, they will revert to their former job classification. It is understood such period of time may be extended by mutual agreement between the Employer and the Union. (f) A temporary job posting is one used to fill a job or jobs for one hundred and sixty (160) regular worked hours or less or to replace employees on approved leave of absence. Extensions may be granted through mutual agreement between the parties. Temporary postings shall not be used to circumvent seniority rights. (g) Any another employee who chooses to voluntarily disqualify themselves in order to move to an alternative active position will be given a one time opportunity is absent during the term of the current contract (September 15, 2012 to September 14, 2015) 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 removal of the disqualification. Should the Human Resources Department deny such request for whatever reason, those reasons will be documented in a denial letter with a copy to the employee and Unit Chairperson. Any employee who for whatever reason was disqualified from a job classification by the Employer may submit in writing to the Human Resources Department to have their disqualification removed from their record after one (1) year from the date of disqualification. Such a letter must indicate the reasons that the employee feels they are now able to perform the job they were disqualified from. Should the decision not support reinstatement the Human Resources Department must indicate the reason(s) for denial in writing to the Union. Disputes arising from this process will be reviewed and resolved at the next Union/Management Committee meeting. The Human Resources Department will advise the affected employee in writing the decision reached. For those disqualifications that have been removed, the employee will be entitled to post into job vacancies that occur following the official removal of this disqualification or bump into the job classification at the time of the next layoff in accordance with Article 10.05.five

JOB VACANCIES. (a) When a new job or The Company will not be required to post a job vacancy occurs, where an employee with return or re-hiring rights under Article 27 (Recall) would be affected b) In selecting the Employer agrees employee to post notice fill the open job seniority will be an important factor but will not outweigh significant differences in skill and experience. c) Subject to above all job vacancies will be posted. d) Consideration will be given to employees who make application for the posted job. Such consideration will be given before hiring new employees and an employee will be given preference over a new hire if he/she can meet the normal job requirements in a time not significantly longer than that required by a new hire. e) Where the filling of an initial open job creates an open job to be filled this second open job will be treated under the same on procedure as the Official Bulletin Board for two (2initial opening. Open jobs created by the filling of the second and subsequent open job(s) working days, exclusive of Saturdays, Sundays or holidays. Seniority employees who are interested may apply. The Employer will give applications careful consideration and shall assign on the basis of applicants’ relative qualification and ability to do the not be posted. f) An open job and provided further, the employee which is able to do the work required. Whenever the qualification and ability of applicants are relatively equal, seniority shall be the determining factor. An employee shall be granted a reasonable (eighty worked (80) hours, posted in accordance with the exception of Class 72 which is above will be posted for a period of one hundred and sixty (160) worked hours including overtime hours) period of time to gain the necessary skillsfive working days. The Company agrees to post the results of In posting the job posting within the Company will stipulate the required qualifications for the job. Within five (5) work working days of the completion date of posting, employees with established seniority may apply for the vacancy. g) It is understood and agreed that the Company may staff such openings on an interim basis pending the determination and placing of the required testingperson selected to fill the job. The successful applicant name of the person selected to fill the job will be placed in the new position as reasonably practicalposted. HoweverWhen a job posting is cancelled, if this period exceeds eighty (80) worked hours, the employee a notice to that effect will be paid the rate of pay of the posted position or the rate of their current position whichever is higher until placed in the posted position. The period may be extended by mutual agreement between the partiesdistributed. (bh) No probationary employee shall apply When no applications are received for a posted job; however, such an employee may be assigned to a posted job if or when the job is only applications received are from employees who do not successfully bid on by seniority employees. (c) An employee may not receive more than four (4) posted job bids in a twelve (12) month period. Any employee accepting a job posting will be expected to honour that acceptance. If have the employee does not honour that acceptance requisite qualifications, it will not be charged against his/her job posting quota. (d) The above principles relative a requirement of the Company to job posting shall also apply to the job vacancy created by a successful job bid. This is understood to mean post any subsequent open jobs in that only two (2) subsequent job postings will be made as a result same class and kind of filling the original job vacancy. (e) The successful applicant on permanent postings shall have eighty worked (80) hours, with the exception of Class 72 which is work 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 be unable to perform the job, or declines the job, they will revert to their former job classification. It is understood such period of time may be extended by mutual agreement between the Employer and the Union30 days. (fi) A temporary job posting is one used to fill a job or jobs Notwithstanding the provisions of Article 29, this will confirm that in the application of accumulated Company service credits for one hundred and sixty (160) regular worked hours or less or to replace employees on approved leave of absence. Extensions may be granted through mutual agreement between the parties. Temporary postings shall not be used to circumvent seniority rights. (g) Any purposes, an 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 15Company who has not previously worked in the bargaining unit as set out in the statement of the parties in the Collective Agreement and who transfers into the bargaining unit covered by the Agreement, 2012 to September 14following ratification, 2015) to do so, they shall be allowed to submit have available for seniority purposes in writing to the Human Resources Department, after six (6) months bargaining unit only those service credits accumulated from the date of disqualification, a request for removal of the disqualification. Should the Human Resources Department deny such request for whatever reason, those reasons will be documented in a denial letter with a copy to the employee and Unit Chairperson. Any employee who for whatever reason was disqualified from a job classification by the Employer may submit in writing to the Human Resources Department to have their disqualification removed from their record after one (1) year from the date of disqualification. Such a letter must indicate the reasons that the employee feels they are now able to perform the job they were disqualified from. Should the decision not support reinstatement the Human Resources Department must indicate the reason(s) for denial in writing to the Union. Disputes arising from this process will be reviewed and resolved at the next Union/Management Committee meeting. The Human Resources Department will advise the affected employee in writing the decision reached. For those disqualifications that have been removed, the employee will be entitled to post into job vacancies that occur following the official removal of this disqualification or bump entry into the job classification at the time of the next layoff in accordance with Article 10.05bargaining unit.

JOB VACANCIES. (a) When a new job or 27.01 The Company shall not be required to post a job vacancy occurs, the Employer agrees to post notice for the same on the Official Bulletin Board for two (2) working days, exclusive of Saturdays, Sundays where an employee with return or holidays. Seniority employees who are interested may apply. The Employer will give applications careful consideration and shall assign on the basis of applicants’ relative qualification and ability to do the job and provided further, the employee is able to do the work required. Whenever the qualification and ability of applicants are relatively equal, seniority shall re-hiring rights under Article 13 would be the determining factoraffected. An employee shall on the recall list will be granted a reasonable (eighty worked (80) hours, with given preferential consideration for open jobs in the exception of Class 72 which is for a period of one hundred and sixty (160) worked hours including overtime hours) period of time to gain plant not filled thorough the necessary skills. The Company agrees to post below means before hiring new employees provided he/she can meet the results normal requirements of the job posting within five (5) work days of the completion of the in a time not significantly longer than that required testingby a new employee. The successful applicant Consideration will be placed given provided that such employee makes application for consideration at the time of going out on recall and who has not otherwise limited his/her performance for jobs in the new position as reasonably practicalplant. However, if this period exceeds eighty (80) worked hours, When occasion arises to fill such open jobs from the employee recall list the company will telephone the employees to be contacted at the last know location. Confirmation by registered mail will be paid the rate of pay of the posted position or the rate of their current position whichever is higher until placed in the posted position. The period may made to those employees where contact by telephone could not be extended by mutual agreement between the parties. (b) No probationary employee shall apply for a posted job; however, such an employee may be assigned to a posted job if the job is not successfully bid on by seniority employees. (c) An employee may not receive more than four (4) posted job bids in a twelve (12) month period. Any employee accepting a job posting will be expected to honour that acceptancemade. If the employee does not honour respond within 72 hours he/she will not be further considered for the job. The above will be subject to the employee being able to return to work in a time not significantly longer than a new employee. (Does not apply to Arnprior). The procedure for filling job vacancies (27.02 a, b, c) may be modified or superseded by agreement between local management and local union. 27.02 Job vacancies shall be posted internally and externally in a timely manner as soon as the vacancy is identified, and eligible employees may apply according to the following: a) Notice of the vacancy shall be posted internally for five (5) working days. b) Such notice shall describe the Job Classification and Occupation, the rate of pay, the estimated effective date (if other than as soon as reasonably practical), the hours of work (including shifts where applicable) and number of open jobs. c) Employees with established seniority who are interested in applying for the vacancy must apply during this five (5) working day period on a form provided by the Company. d) In filling vacancies under this Article an Employees’ Seniority will be considered as an important factor but will not outweigh significant difference in skill, ability and experience. e) It is permissible for an employee to submit an application for a job opening on behalf of another employee who is absent during the five (5) day posting period. f) In addition, prior to leaving on an absence, an employee may leave notice in writing with his/her supervisor that acceptance his/her name is to be included on the list of applications for any job posting that may take place in his/her absence for the positions he/she has specified. g) For employees in Peterborough please see Letter # 100. Notwithstanding Letter # 100 section 1(a), GEH-C will post the vacancy in GEH-C first. In the event that there are no qualified applicants within GEH-C, GEH-C will post the vacancy at General Electric Canada's other businesses in Peterborough ("GE Motors") prior to advertising to the general public. 27.03 In any situation involving the application of this Article, the Company may fill a job on an interim basis in order to provide continuity and maintain efficiency until the appropriate employee can transfer into/be hired for the position. 27.04 Where an Employee is selected to fill a vacancy, the Employee, unless there are extenuating circumstances, will be transferred to the position or paid the new job rate within fifteen (15) days of the selection. Where the transfer is to be delayed beyond thirty (30) days the Company will advise the affected Employee of the new transfer date and allow the Employee the option of declining the transfer. If the employee declines the position of this open position does not have to be posted again. The job will be awarded to the next qualified applicant from the initial posting. 27.05 Where no suitable internal applications are received for a vacancy, then any further vacancies within the same Job Classification within the next thirty (30) days will not require posting. 27.06 Where a regular day shift job becomes available it will be charged against his/her offered to the senior employee in the position required who is working on shift. However, it is recognized that in some cases because of production needs or training requirements it will be necessary to retain senior employees on shift and/or junior employees on days; although any such case will be for a temporary period of time. The Company agrees to make its best efforts to allow senior employees in a position to take advantage of opportunities for regular day shift jobs in their job posting quotaclassification. (d) The above principles relative to 27.07 An employee who is successful in attaining an open job posting shall also apply to through the Job Posting Process will not have claim on a further job vacancy created change 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) The successful applicant on permanent postings shall have eighty worked (80) hours, with the exception of Class 72 which is this means 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 be unable to perform the job, or declines the job, they will revert to their former job classification. It is understood such period of time may be extended by mutual agreement between the Employer and the Union. (f) A temporary job posting is one used to fill a job or jobs for one hundred and sixty (160) regular worked hours or less or to replace employees on approved leave of absence. Extensions may be granted through mutual agreement between the parties. Temporary postings shall not be used to circumvent seniority rights. (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, 2012 to September 14, 2015) to do so, they shall be allowed to submit in writing to the Human Resources Department, after six (6) 12 months from the date of disqualification, a request acceptance as per 27.04 unless the employee has been at job rate for removal 6 months or longer AND for whom the new job would be an upgrading except in cases where the job was or will be within the same Classification. (does not apply to the Arnprior plant). 27.08 The names of individuals represented by the Union who apply for such open jobs will be provided to the Plant Chair. The name of the disqualification. Should the Human Resources Department deny individual selected to fill such request for whatever reason, those reasons open job will be documented in a denial letter with a copy to posted on the employee and Unit Chairperson. Any employee who for whatever reason was disqualified from a job classification by the Employer may submit in writing to the Human Resources Department to have their disqualification removed from their record after one (1) year from the date bulletin boards within 5 days of disqualification. Such a letter must indicate the reasons that the employee feels they are now able to perform the job they were disqualified from. Should the decision not support reinstatement the Human Resources Department must indicate the reason(s) for denial in writing to the Union. Disputes arising from this process will be reviewed and resolved at the next Union/Management Committee meeting. The Human Resources Department will advise the affected employee in writing the decision reached. For those disqualifications that have been removed, the employee will be entitled to post into job vacancies that occur following the official removal of this disqualification or bump into the job classification at the time of the next layoff in accordance with Article 10.05acceptance.

JOB VACANCIES. All job vacancies and newly created positions, other than appointed positions, shall be posted for three (a) When a new job or a job vacancy occurs, the Employer agrees to post notice for the same on the Official Bulletin Board for two (23) working days, exclusive of Saturdays, Sundays or holidays. Seniority employees who are interested may applyAn employee desiring the opening must make application in writing to the Company. The Employer will give applications careful consideration and senior employee applying for the position shall assign on the basis of applicants’ relative qualification and ability to do be given the job and provided further, under provisions of In the event that there are no bids or no employees qualified to fill the vacancy or the newly created position the Company shall fill the vacancy in any other manner. An employee is able selected to do fill the work required. Whenever the qualification and ability of applicants are relatively equal, seniority vacancy or newly created position shall be the determining factorgiven a trial period of up to ten working days. An employee shall be granted a reasonable (eighty worked (80) hours, with the exception of Class 72 which is ruled ineligible for a period of one hundred bid if he has bid for and sixty filled another position in the previous six (1606) worked hours including overtime hours) period of time to gain the necessary skillsmonths except for Grade positions. The Company agrees shall temporarily fill the vacancy or newly created position as necessary pending the selection of an employee pursuant to post this provision. In the results event that a shift change by successful bidder would cause too many inexperienced employees to be on a shift, the employee entitled to a shift change may be required to delay such move for up to sixty (60) days from the date of approval of the bid by the Company, so as to permit the training of qualified replacements. Normally the job posting will be assigned to the successful applicant within five (5) work days a week of the completion of the required testingposting period except where the Company has a legitimate reason to cancel or delay the filling of the vacancy. An employee filling a permanent vacancy shall be returned to his former job if he proves unsatisfactory to the company or may apply to return to his former job. This shall be done within ten working days from the beginning of the transfer under Upon return to his previous job the employee shall receive the same pay and benefits received prior to the transfer. The successful applicant next senior qualified bidder will then be placed in considered under the new position as reasonably practical. However, if this period exceeds eighty (80) worked hours, the employee will be paid the rate provision of pay of the posted position or the rate of their current position whichever is higher until placed in the posted position. The period may be extended by mutual agreement between the parties. (b) No probationary employee shall apply for a posted job; however, such an employee may be assigned to a posted job if the job is not successfully bid on by seniority employees. (c) An employee may not receive more than four (4) posted job bids in a twelve (12) month period. Any employee accepting a job posting will be expected to honour that acceptance. If the employee does not honour that acceptance it will be charged against his/her job posting quota. (d) The above principles relative to job posting shall also apply to the job 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) The successful applicant on permanent postings shall have eighty worked (80) hours, with the 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 be unable to perform the job, or declines the job, they will revert to their former job classification. It is understood such period of time may be extended by mutual agreement between the Employer and the Union. (f) A temporary job posting is one used to fill a job or jobs for one hundred and sixty (160) regular worked hours or less or to replace employees on approved leave of absence. Extensions may be granted through mutual agreement between the parties. Temporary postings shall not be used to circumvent seniority rights. (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, 2012 to September 14, 2015) 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 removal of the disqualification. Should the Human Resources Department deny such request for whatever reason, those reasons will be documented in a denial letter with a copy to the employee and Unit Chairperson. Any employee who for whatever reason was disqualified from a job classification by the Employer may submit in writing to the Human Resources Department to have their disqualification removed from their record after one (1) year from seniority or more who successfully bids on a job vacancy shall receive the date top rate of disqualification. Such a letter must indicate pay for the reasons that job, provided the employee feels they are now able to perform had previously performed the job they were disqualified fromat an acceptable level. Should In the decision event the successful bidder has not support reinstatement the Human Resources Department must indicate the reason(s) for denial in writing to the Union. Disputes arising from this process will be reviewed and resolved at the next Union/Management Committee meeting. The Human Resources Department will advise the affected employee in writing the decision reached. For those disqualifications that have been removed, the employee will be entitled to post into job vacancies that occur following the official removal of this disqualification or bump into performed the job classification at previously, but is currently performing the time of job satisfactorily, then the next layoff in accordance with Article 10.05top rate shall be paid to such employee after three (3) months on the job.

JOB VACANCIES. (a) When a new job or 27.01 The Company shall not be required to post a job vacancy occurs, the Employer agrees to post notice for the same on the Official Bulletin Board for two (2) working days, exclusive of Saturdays, Sundays where an employee with return or holidays. Seniority employees who are interested may apply. The Employer will give applications careful consideration and shall assign on the basis of applicants’ relative qualification and ability to do the job and provided further, the employee is able to do the work required. Whenever the qualification and ability of applicants are relatively equal, seniority shall re-hiring rights under Article 13 would be the determining factoraffected. An employee shall on the recall list will be granted a reasonable (eighty worked (80) hours, with given preferential consideration for open jobs in the exception of Class 72 which is for a period of one hundred and sixty (160) worked hours including overtime hours) period of time to gain plant not filled thorough the necessary skills. The Company agrees to post below means before hiring new employees provided he/she can meet the results normal requirements of the job posting within five (5) work days of the completion of the in a time not significantly longer than that required testingby a new employee. The successful applicant Consideration will be placed given provided that such employee makes application for consideration at the time of going out on recall and who has not otherwise limited his/her performance for jobs in the new position as reasonably practicalplant. However, if this period exceeds eighty (80) worked hours, When occasion arises to fill such open jobs from the employee recall list the company will telephone the employees to be contacted at the last know location. Confirmation by registered mail will be paid the rate of pay of the posted position or the rate of their current position whichever is higher until placed in the posted position. The period may made to those employees where contact by telephone could not be extended by mutual agreement between the parties. (b) No probationary employee shall apply for a posted job; however, such an employee may be assigned to a posted job if the job is not successfully bid on by seniority employees. (c) An employee may not receive more than four (4) posted job bids in a twelve (12) month period. Any employee accepting a job posting will be expected to honour that acceptancemade. If the employee does not honour that acceptance it respond within 72 hours he/she will not be further considered for the job. The above will be charged against his/her subject to the employee being able to return to work in a time not significantly longer than a new employee. (Does not apply to Arnprior). The procedure for filling job posting quotavacancies (27.02 a, b, c) may be modified or superseded by agreement between local management and local union. 27.02 Job vacancies shall be posted internally and externally in a timely manner as soon as the vacancy is identified, and eligible employees may apply according to the following: (a) Notice of the vacancy shall be posted internally for five (5) working days. (b) Such notice shall describe the Job Classification and Occupation, the rate of pay, the estimated effective date (if other than as soon as reasonably practical), the hours of work (including shifts where applicable) and number of open jobs. (c) Employees with established seniority who are interested in applying for the vacancy must apply during this five (5) working day period on a form provided by the Company. (d) The above principles relative to job posting shall also apply to the job vacancy created by a successful job bid. This is understood to mean that only two (2) subsequent job postings In filling vacancies under this Article an Employees’ Seniority will be made considered as a result of filling the original job vacancyan important factor but will not outweigh significant difference in skill, ability and experience. (e) The successful applicant on permanent postings shall have eighty worked (80) hours, with the exception of Class 72 which It is permissible for an employee to submit an application for a period job opening on behalf of one hundred and sixty another employee who is absent during the five (1605) 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 be unable to perform the job, or declines the job, they will revert to their former job classification. It is understood such period of time may be extended by mutual agreement between the Employer and the Unionday posting period. (f) A temporary In addition, prior to leaving on an absence, an employee may leave notice in writing with his/her supervisor that his/her name is to be included on the list of applications for any job posting is one used to fill a job or jobs that may take place in his/her absence for one hundred and sixty (160) regular worked hours or less or to replace employees on approved leave of absence. Extensions may be granted through mutual agreement between the parties. Temporary postings shall not be used to circumvent seniority rightspositions he/she has specified. (g) Any employee who chooses For employees in Peterborough please see Letter # 10. Notwithstanding Letter # 10 section 1(a), GEH-C will post the vacancy in GEH-C first. In the event that there are no qualified applicants within GEH-C, GEH-C will post the vacancy at General Electric Canada's other businesses in Peterborough ("GE Motors") prior to voluntarily disqualify themselves advertising to the general public. 27.03 In any situation involving the application of this Article, the Company may fill a job on an interim basis in order to move provide continuity and maintain efficiency until the appropriate employee can transfer into/be hired for the position. 27.04 Where an Employee is selected to an alternative active position fill a vacancy, the Employee, unless there are extenuating circumstances, will be given a one time opportunity during transferred to the term position or paid the new job rate within fifteen (15) days of the current contract selection. Where the transfer is to be delayed beyond thirty (September 15, 2012 30) days the Company will advise the affected Employee of the new transfer date and allow the Employee the option of declining the transfer. If the employee declines the position of this open position does not have to September 14, 2015) to do so, they shall be allowed to submit in writing posted again. The job will be awarded to the Human Resources Departmentnext qualified applicant from the initial posting. 27.05 Where no suitable internal applications are received for a vacancy, after six then any further vacancies within the same Job Classification within the next thirty (630) days will not require posting. 27.06 Where a regular day shift job becomes available it will be offered to the senior employee in the position required who is working on shift. However, it is recognized that in some cases because of production needs or training requirements it will be necessary to retain senior employees on shift and/or junior employees on days; although any such case will be for a temporary period of time. The Company agrees to make its best efforts to allow senior employees in a position to take advantage of opportunities for regular day shift jobs in their job classification. 27.07 An employee who is successful in attaining an open job through the Job Posting Process will not have claim on a further job change by this means for a period of 12 months from the date of disqualification, a request for removal of the disqualification. Should the Human Resources Department deny such request for whatever reason, those reasons will be documented in a denial letter with a copy to the employee and Unit Chairperson. Any employee who for whatever reason was disqualified from a job classification by the Employer may submit in writing to the Human Resources Department to have their disqualification removed from their record after one (1) year from the date of disqualification. Such a letter must indicate the reasons that the employee feels they are now able to perform the job they were disqualified from. Should the decision not support reinstatement the Human Resources Department must indicate the reason(s) for denial in writing to the Union. Disputes arising from this process will be reviewed and resolved at the next Union/Management Committee meeting. The Human Resources Department will advise the affected employee in writing the decision reached. For those disqualifications that have been removed, the employee will be entitled to post into job vacancies that occur following the official removal of this disqualification or bump into the job classification at the time of the next layoff in accordance with Article 10.05.acceptance as per

JOB VACANCIES. (a) When 20.01 Where the Employer creates a new job new, permanent position or where the Employer identified a job vacancy occursin an existing position within the bargaining unit, the Employer agrees to shall post notice for the same such position or vacancy on the Official Bulletin Board for two (2) working days, exclusive of Saturdays, Sundays or holidays. Seniority online internal job posting system to allow employees who are interested may to apply. The Employer posting shall contain pertinent details of the position, including the duties, qualifications, pay range, hours of work and the closing date of the posting. 20.02 Employees having at least one (1) year of service in their current position and a satisfactory performance rating in their most recent performance appraisal are eligible to apply. Employees with less than one (1) year of service in their current role or less than a satisfactory performance rating shall require the agreement of their Manager and the HR Director to apply for a posting. Probationary employees may utilize the same process. The one (1) year service requirement set out above will give applications careful consideration and not apply when an employee posts into a new, permanent or temporary position within the same job classification. 20.03 The factors considered in filling a position or vacancy under Article 20.01 above shall assign on the basis of applicants’ relative qualification be performance and ability to do perform the job and provided further, as determined solely by the employee is able to do the work requiredEmployer. Whenever the qualification and ability of applicants If these factors are relatively equal, seniority shall be the determining governing factor. An employee . 20.04 Preference will be given to filling job vacancies with candidates from within the bargaining unit whenever possible. 20.05 Employees who are away due to vacation, illness or injury and who wish to be considered for new permanent positions or vacancies posted, may apply for the vacancy provided the terms of Articles 20.01 and 20.02 have been met. 20.06 The Employer shall not be required to advertise job vacancies other than posting in accordance with Article 20.01, above. 20.07 Vacancies that, at the commencement of the vacancy, are expected to be of less than twelve (12) months in duration shall be granted considered short term temporary vacancies, and may be filled without posting at the Employer’s discretion. 20.08 Where an employee is temporarily transferred to a reasonable (eighty worked (80) hours, with the exception of Class 72 which is higher level classification for a period of one hundred and sixty thirty (16030) worked hours including overtime hours) period of time to gain the necessary skills. The Company agrees to post the results of the job posting within five (5) work days of the completion of the required testing. The successful applicant will be placed in the new position as reasonably practical. However, if this period exceeds eighty (80) worked hoursor more, the employee will so transferred shall be paid at the starting rate of pay of the posted position temporary relief assignment or the rate of their current position hourly rate, whichever is higher until placed in the posted position. The period may be extended by mutual agreement between the partieshigher. (b) No probationary employee shall apply for a posted job; however, such an employee may be assigned to a posted job if the job is not successfully bid on by seniority employees. (c) An employee may not receive more than four (4) posted job bids in a twelve (12) month period. Any employee accepting a job posting will be expected to honour that acceptance. If the employee does not honour that acceptance it will be charged against his/her job posting quota. (d) The above principles relative to job posting shall also apply to the job 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) The successful applicant on permanent postings shall have eighty worked (80) hours, with the 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 be unable to perform the job, or declines the job, they will revert to their former job classification. It is understood such period of time may be extended by mutual agreement between the Employer and the Union. (f) A temporary job posting is one used to fill a job or jobs for one hundred and sixty (160) regular worked hours or less or to replace employees on approved leave of absence. Extensions may be granted through mutual agreement between the parties. Temporary postings shall not be used to circumvent seniority rights. (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, 2012 to September 14, 2015) 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 removal of the disqualification. Should the Human Resources Department deny such request for whatever reason, those reasons will be documented in a denial letter with a copy to the employee and Unit Chairperson. Any employee who for whatever reason was disqualified from a job classification by the Employer may submit in writing to the Human Resources Department to have their disqualification removed from their record after one (1) year from the date of disqualification. Such a letter must indicate the reasons that the employee feels they are now able to perform the job they were disqualified from. Should the decision not support reinstatement the Human Resources Department must indicate the reason(s) for denial in writing to the Union. Disputes arising from this process will be reviewed and resolved at the next Union/Management Committee meeting. The Human Resources Department will advise the affected employee in writing the decision reached. For those disqualifications that have been removed, the employee will be entitled to post into job vacancies that occur following the official removal of this disqualification or bump into the job classification at the time of the next layoff in accordance with Article 10.05.