Common use of Joint Interpretation Clause in Contracts

Joint Interpretation. New Vacancy Posting Process (17. 01) The parties have agreed to a new process for posting vacancies. Under this process, vacancies will be posted twice per week on Tuesdays and Thursdays for a period of seventy-two (72) hours. Where the Employer has the capability to do so, all vacancies shall be posted electronically and emailed to the xxxxxxx coordinator or designate at the worksite. Within seven (7) business days of the posting close date, the Employer is required to make its selection decision, unless the Employer and the Union agree there is a bona fide reason to amend this timeframe. As a result of this new seven (7) business day timeline, Employers will need to act quickly to schedule and conduct employee interviews during this period where an interview is part of the selection process. To ensure that this is possible, Employers should advise applicants of likely interview dates in the job posting to ensure availability. If there is a bona fide reason that an applicant cannot attend an in-person interview on an identified interview date due to unavoidable or emergent circumstances, the Employer should make reasonable efforts to facilitate an alternate interview process (e.g. a telephone interview) or alternate interview time where doing so will not unduly delay the selection process. Once a selection decision has been made, the Employer will offer the position to the successful applicant by email to her/his "preferred email address" or by an alternative method as per the Employer's operational policy. To ensure that the Employer is aware of what the applicant's "preferred email address" is, the Employer should request this information as part of the application process for the vacancy. The successful applicant will have forty-eight (48) hours from the time that receipt of the offer is confirmed to accept or decline the position. Employers should make all reasonable efforts to confirm that an offer has been received, including a follow-up telephone call or in-person conversation as appropriate. If the Employer does not receive a response within forty-eight (48) hours of receipt of the offer being confirmed, the vacancy will be offered to the next eligible applicant. BScN Requirements in Job Postings (17.01) Minor language changes have been made to make the provisions regarding when a BScN degree can and cannot be required in a job posting consistent with the changes to the collective agreement's classification system. The Nursing Policy Secretariat sought input from the NBA and the Employer to determine the definition of BScN equivalency and have included said definition in the language of 17.01. .01) The parties have agreed that, if an employee is promoted or transfers into a new position within ninety (90) days of commencing work in her/his current position, the Employer may award the resulting vacancy to the next eligible candidate for that position without re-posting the vacancy.

Joint Interpretation. New Vacancy Posting Process ‌ Employers now have the discretion to implement a Casual Availability Bonus (17. 01CAB) The parties have agreed as an incentive for casuals to a new process for posting vacancies. Under this processbe available to work identified shifts, vacancies will be posted twice per week on Tuesdays such as evenings and Thursdays for a period of seventy-two (72) hoursweekends. Where the Employer chooses to implement a CAB, it must establish a “CAB list” that includes a set number of casual employees, all of whom will be eligible to receive the CAB. Selection of which casual employees are included on the CAB list is to be determined through an expression of interest process. Where there are more employees interested in being added to the CAB list than the Employer requires, inclusion on the list will be by seniority. Each casual employee that is on the CAB list will be eligible to receive a retroactive CAB of $2.00 per hour for all hours worked over a six (6) month period where the following criteria are met: (1) the employee must have accepted 85 percent of the offered shifts that are consistent with his or her general, short-term, and long-term availability over the relevant six (6) month period; and (2) not more than half of the shifts that the employee does not accept and work can be evening/night/weekend shifts. An assessment of whether these criteria have been met shall occur every six (6) months on a retroactive basis. Where this assessment demonstrates that these criteria have been met, the employee will receive the CAB only for the identified shifts For clarity, implementation of a CAB lists at a particular unit, department or program shall not amend the usual procedure for calling in casuals by seniority as per Article 11.04(E). For example, where a CAB list has been implemented, the Employer must call in the next senior casual on the casual list for the unit, department or program, regardless of whether or not that casual is on the CAB list. Where an employee has applied for multiple shifts with the same Employer and was the successful applicant for a shift not on the CAB unit, the employee will not be penalized or have this shift recorded as a refusal for the purposes of the 85% acceptance rate. It is understood that the employee will prioritize CAB shifts where he or she has the capability ability to do so, all vacancies shall be posted electronically and emailed to the xxxxxxx coordinator or designate at the worksite. Within seven (7) business days of the posting close date, the Employer is required to make its selection decision, unless the Employer and the Union agree there is a bona fide reason to amend this timeframe. As a result of this new seven (7) business day timeline, Employers will need develop an administrative tool to act quickly to schedule and conduct employee interviews during this period where an interview is part of the selection process. To ensure that this is possible, Employers should advise applicants of likely interview dates capture data in the job posting to ensure availability. If there is bidding and call out system which will remove the negative acceptance rate impact for a bona fide reason that an applicant cancasual employee who has bid on a CAB shift and was not attend an in-person interview on an identified interview date due to unavoidable or emergent circumstances, the Employer should make reasonable efforts to facilitate an alternate interview process (e.g. a telephone interview) or alternate interview time where doing so will not unduly delay the selection process. Once a selection decision has been made, the Employer will offer the position to the successful applicant by email to her/his "preferred email address" or by an alternative method as per the Employer's operational policy. To ensure that the Employer is aware of what the applicant's "preferred email address" is, the Employer should request this information as part of the application process for the vacancy. The successful applicant will have forty-eight (48) hours from the time that receipt of the offer is confirmed to accept or decline the position. Employers should make all reasonable efforts to confirm that an offer has been received, including a follow-up telephone call or in-person conversation as appropriate. If the Employer does not receive a response within forty-eight (48) hours of receipt of the offer being confirmed, the vacancy will be offered to the next eligible applicant. BScN Requirements in Job Postings (17.01) Minor language changes have been made to make the provisions regarding when a BScN degree can and cannot be required in a job posting consistent with the changes to the collective agreement's classification system. The Nursing Policy Secretariat sought input from the NBA and the Employer to determine the definition of BScN equivalency and have included said definition in the language of 17.01. .01) The parties have agreed that, if an employee is promoted or transfers into a new position within ninety (90) days of commencing work in her/his current position, the Employer may award the resulting vacancy to the next eligible candidate for that position without re-posting the vacancy.