Common use of Limited Positions Clause in Contracts

Limited Positions. (a) A Full Time or Regular Part Time Limited position shall mean a position which is for a limited duration not exceeding seven (7) months or such (b) It is understood that if the cause of the Limited posting is a Pregnancy or Parental Leave, that the above Limited posting shall not exceed the number of months of the current statutory entitlement under the Employment Standards Act or applicable legislation. The same would apply to any position(s) posted to backfill the successful candidate(s). Notwithstanding the above, it is understood that the Limited posting may also be extended to cover both the time period of accommodation and/or sick leave as well as the Pregnancy/Parental Leave. The Employee will provide the Employer medical documentation specifying the date on which the Employee will no longer be able to perform the essential duties of her position due to pregnancy. The Employee will also provide written documentation stating the approximate date the Employee will begin her Pregnancy Leave. The Employee will have to comply with Article 15:02 for purposes of confirming the official date of her Pregnancy Leave. (c) If the Limited position is caused by occupational/non-occupational illness/injury, the Employer may designate on the posting that it may extend beyond seven (7) months. If the vacancy is subsequently filled by a Permanent Full Time or Part Time Employee, the Employee may remain in the position, without reposting, until the earlier of the injured/ill Employee's return to work, or thirty (30) months. The same would apply to those position(s) posted to backfill the successful candidate(s). However, if the vacancy is filled by a Temporary Employee and the injured/ill Employee has not returned to work within seven (7) months, the vacancy must be reposted under the terms of Article 13:01(1). (d) The Employer is not required to release the Temporary Employee in (c) above (if unsuccessful in their second application) until the posting is awarded. (e) If the Limited position is caused by an Employee’s election or appointment as a salary representative of the Union, the Limited position will be for the same duration as the Employee’s term with the Union. Should the Limited position end prior to the original end date, the Employee will revert to their Permanent position held within the Bargaining Unit. Should the Limited posting be filled be a Permanent Employee, the Employee shall revert to their Permanent position in accordance with Article 13:02(8).

Limited Positions. ‌ (a) A Full Time or Regular Part Time Limited position shall mean a position which is for a limited duration not exceeding seven (7) months or suchsuch longer period as may be mutually agreed upon between the Employer and the Union. Unless posted under the terms of Article 13:02(6)(b) or Article 13:02(6)(c), if an Employee occupies a Full Time Limited position and his/her employment is longer than seven (7) continuous months in that Limited position without mutual consent, then the Employee shall automatically rank as a Full Time Permanent Employee, subject to passing the necessary standard medical examination. Unless posted under the terms of Article 13:02(6)(b) or Article 13:02(6)(c), if an Employee occupies a Regular Part Time Limited position and his/her employment is longer than seven (7) continuous months in that Limited position without mutual consent, then the Employee shall automatically rank as a Regular Part Time Employee, subject to passing the necessary standard medical examination. (b) It is understood that if the cause of the Limited posting is a Pregnancy or Parental Leave, that the above Limited posting shall not exceed the number of months of the current statutory entitlement under the Employment Standards Act or applicable legislationtwelve (12) months. The same would apply to any position(s) posted to backfill the successful candidate(s). Notwithstanding the above, it is understood that the Limited posting may also be extended to cover both the time period of accommodation and/or sick leave as well as the Pregnancy/Parental Leave. The Employee will provide the Employer medical documentation specifying the date on which the Employee will no longer be able to perform the essential duties of her position due to pregnancy. The Employee will also provide written documentation stating the approximate date the Employee will begin her Pregnancy Leave. The Employee will have to comply with Article 15:02 for purposes of confirming the official date of her Pregnancy Leave. (c) If the Limited position is caused by occupational/non-occupational illness/injury, the Employer may designate on the posting that it may extend beyond seven (7) months. If the vacancy is subsequently filled by a Permanent Full Time or Part Time Employee, the Employee may remain in the position, without reposting, until the earlier of the injured/ill Employee's return to work, or thirty (30) months. The same would apply to those position(s) posted to backfill the successful candidate(s). However, if the vacancy is filled by a Temporary or Part Time Employee and the injured/ill Employee has not returned to work within seven (7) months, the vacancy must be reposted under the terms of Article 13:01(1). (d) The Employer is not required to release the Temporary Employee in (c) above (if unsuccessful in their second application) until the posting is awarded. (e) If the Limited position is caused by an Employee’s election or appointment as a salary representative of the Union, the Limited position will be for the same duration as the Employee’s term with the Union. Should the Limited position end prior to the original end date, the Employee will revert to their Permanent position held within the Bargaining Unit. Should the Limited posting be filled be a Permanent Employee, the Employee shall revert to their Permanent position in accordance with Article 13:02(8).

Limited Positions. (a) A Full Time or Regular Part Time Limited position shall mean a position which is for a limited duration not exceeding seven (7) months or suchsuch longer period as may be mutually agreed upon between the Employer and the Union. Unless posted under the terms of Article 13:02(6)(b) or Article 13:02(6)(c), if an Employee occupies a Full Time Limited position and his/her employment is longer than seven (7) continuous months in that Limited position without mutual consent, then the Employee shall automatically rank as a Full Time Permanent Employee, subject to passing the necessary standard medical examination. Unless posted under the terms of Article 13:02(6)(b) or Article 13:02(6)(c), if an Employee occupies a Regular Part Time Limited position and his/her employment is longer than seven (7) continuous months in that Limited position without mutual consent, then the Employee shall automatically rank as a Regular Part Time Employee, subject to passing the necessary standard medical examination. (b) It is understood that if the cause of the Limited posting is a Pregnancy or Parental Leave, that the above Limited posting shall not exceed the number of months of the current statutory entitlement under the Employment Standards Act or applicable legislationtwelve (12) months. The same would apply to any position(s) posted to backfill the successful candidate(s). Notwithstanding the above, it is understood that the Limited posting may also be extended to cover both the time period of accommodation and/or sick leave as well as the Pregnancy/Parental Leave. The Employee will provide the Employer medical documentation specifying the date on which the Employee will no longer be able to perform the essential duties of her position due to pregnancy. The Employee will also provide written documentation stating the approximate date the Employee will begin her Pregnancy Leave. The Employee will have to comply with Article 15:02 for purposes of confirming the official date of her Pregnancy Leave. (c) If the Limited position is caused by occupational/non-occupational illness/injury, the Employer may designate on the posting that it may extend beyond seven (7) months. If the vacancy is subsequently filled by a Permanent Full Time or Part Time Employee, the Employee may remain in the position, without reposting, until the earlier of the injured/ill Employee's return to work, or thirty (30) months. The same would apply to those position(s) posted to backfill the successful candidate(s). However, if the vacancy is filled by a Temporary Employee and the injured/ill Employee has not returned to work within seven (7) months, the vacancy must be reposted under the terms of Article 13:01(1). (d) The Employer is not required to release the Temporary Employee in (c) above (if unsuccessful in their second application) until the posting is awarded. (e) If the Limited position is caused by an Employee’s election or appointment as a salary representative of the Union, the Limited position will be for the same duration as the Employee’s term with the Union. Should the Limited position end prior to the original end date, the Employee will revert to their Permanent position held within the Bargaining Unit. Should the Limited posting be filled be a Permanent Employee, the Employee shall revert to their Permanent position in accordance with Article 13:02(8Article13:02(8).

Limited Positions. (a) A Full Time or Regular Part Time Limited position shall mean a position which is for a limited duration not exceeding seven (7) months or suchsuch longer period as may be mutually agreed upon between the Employer and the Union. Unless posted under the terms of Article 13:02(6)(b) or Article 13:02(6)(c), if an Employee occupies a Full Time Limited position and his/her employment is longer than seven (7) continuous months in that Limited position without mutual consent, then the Employee shall automatically rank as a Full Time Permanent Employee. Unless posted under the terms of Article 13:02(6)(b) or Article 13:02(6)(c), if an Employee occupies a Regular Part Time Limited position and his/her employment is longer than seven (7) continuous months in that Limited position without mutual consent, then the Employee shall automatically rank as a Regular Part Time Employee. (b) It is understood that if the cause of the Limited posting is a Pregnancy or Parental Leave, that the above Limited posting shall not exceed the number of months of the current statutory entitlement under the Employment Standards Act or applicable legislation. The same would apply to any position(s) posted to backfill the successful candidate(s). Notwithstanding the above, it is understood that the Limited posting may also be extended to cover both the time period of accommodation and/or sick leave as well as the Pregnancy/Parental Leave. The Employee will provide the Employer medical documentation specifying the date on which the Employee will no longer be able to perform the essential duties of her position due to pregnancy. The Employee will also provide written documentation stating the approximate date the Employee will begin her Pregnancy Leave. The Employee will have to comply with Article 15:02 for purposes of confirming the official date of her Pregnancy Leave. (c) If the Limited position is caused by occupational/non-–occupational illness/injury, the Employer may designate on the posting that it may extend beyond seven (7) months. If the vacancy is subsequently filled by a Permanent Full Time or Part Time Employee, the Employee may remain in the position, without reposting, until the earlier of the injured/ill Employee's return to work, or thirty (30) months. The same would apply to those position(s) posted to backfill the successful candidate(s). However, if the vacancy is filled by a Temporary Employee and the injured/ill Employee has not returned to work within seven (7) months, the vacancy must be reposted under the terms of Article 13:01(1). (d) The Employer is not required to release the Temporary Employee in (c) above (if unsuccessful in their second application) until the posting is awarded. (e) If the Limited position is caused by an Employee’s election or appointment as a salary representative of the Union, the Limited position will be for the same duration as the Employee’s term with the Union. Should the Limited position end prior to the original end date, the Employee will revert to their Permanent position held within the Bargaining Unit. Should the Limited posting be filled be a Permanent Employee, the Employee shall revert to their Permanent position in accordance with Article 13:02(8). (f) Notwithstanding any other article, a Temporary Employee who has accepted a Limited posting will not be considered for any other Limited posting unless the other Limited posting is posted within thirty (30) calendar days of the expiration of the current Limited positing they occupy or by mutual consent of the Parties hereto. This provision does not preclude an Employee being considered for Permanent vacancies.