Order of Consideration. When the Com- pany determines that a vacancy, as defined in Section 3.a. above, shall be filled from valid job vacancy requests, those requests shall be considered in the following order of priority:
(1) within the Job Vacancy Scope,
(2) within the State (Texas only),
(3) within the Company.
Order of Consideration. The following order for consideration of applicants shall apply:
Order of Consideration. The following order of consideration shall apply, in accordance with Article 13.03, to applicants for posted vacancies:
(a) Employees of the bargaining unit who are Employees at the worksite;
(b) Employees of the bargaining unit who are Employees at another worksite; In the event that an applicant is chosen for a position, the applicant shall transfer their full length of service to the new worksite, and will have all rights set out in this Collective Agreement as if there was no break in his/her continuous employment.
Order of Consideration. Job offers made under IMF or CSE will follow the order of consideration below after regional contract processes for any bargaining unit job for which he/she qualifies.
Order of Consideration. The following order of consideration shall apply to applicants who possess the necessary qualifications needed to fill the position:
(a) Employees of the bargaining unit who are Employees of the Employer by seniority;
(b) next, other Employees of the Employer. In the event that an applicant is chosen for a position as an Employee pursuant to Clause 23.11 (b), the applicant shall transfer their full length of service (for entitlement purposes only) to the Employer, and will have all rights set out in this Collective Agreement as if there was no break in her their continuous employment.
Order of Consideration. During the recruitment process, the Selecting Official may be advised by the servicing XXXX/CPOC that there are individuals who are entitled to special or “priority” consideration for the vacancy. In some cases, the individual is entitled to be placed in the vacant position; in other cases the entitlement falls short of a mandated placement because the Selecting Official has other options available to fill the vacancy. The nature of the special consideration will depend upon the program involved which is determined by the servicing CPOC. Additional information is available at the Army Civilian Personnel On-Line website at <xxxx://xxx.xxxx.xxxx.xxx>.
1. Once the Mediator has been named in accordance with the procedures outlined in Article 27, Section 3.a. of the CBA, the Third Party Review process will begin. The role of the Mediator is explained on page C-4 of this Appendix. The opinions of the Mediator, hereinafter referred to as the “Decision,” will be accepted as final and binding by both Parties. If the Union is the Grievant, the terms Employee Representative and Employee do not apply.
2. The decision hearing will consist of the Union or Employee Representatives, Employer Representatives, Grievant, Management Official, witnesses, and the Mediator.
Order of Consideration. For the purposes of applying this Article, seniority for Regular Full- time and Regular Part-time Employees shall be considered separately. In determining the order of layoff, Employees in the same job classification will be laid off in reverse order of their seniority in the Hospital, provided the Employees retained by the Employer are capable and qualified to perform the work required. The Employer shall notify Employees, with more than one (1) calendar year's employment with the Hospital and who are to be laid off, ten (10) full scheduled shifts before the layoff is to be effective. If the Employee laid off has not had the opportunity to work ten (10) full scheduled shifts after the notice of layoff, the Employee shall be paid at the Employee's regular rate of pay in lieu of work for that part of ten (10) full scheduled shifts during which work was not made available.
Order of Consideration. (a) Notwithstanding Article 6.01(e) and subject to Article 6.08(c), the Employer will give full consideration and preference to bargaining unit members and will only consider applications from persons outside the bargaining unit after it has been determined no bargaining unit member is the successful applicant. Where the Employer has considered applicants from outside the bargaining unit but has not found a suitable candidate, it may repost the vacancy pursuant to this Article 6.
(b) Notwithstanding Article 6.03(a), the Employer may consider both internal and external applicants together for the position of Adult Literacy Program Coordinator.
(c) Where an Adult ELL Program Coordinator or Adult Literacy Program Coordinator is the successful applicant for a position, the Employer may require the Program Coordinator to remain in their Program Coordinator position until a new Program Coordinator is appointed. Notwithstanding the foregoing, if there are fewer than ninety (90) calendar days remaining prior to the beginning of the summer program break, the Employer may require the Program Coordinator to remain in their position until the beginning of the summer program break.
(d) Subject to Article 6.08(c), temporary employees may apply for job postings and be considered on the same basis as permanent employees, with the exception that for the purposes of Article 6.02(a), they will receive zero per cent (0%) for seniority. However, where there is less than six (6) months remaining in the term of the position of the temporary employee and the Employer determines that, due to operational requirements, it would be desirable for the temporary employee to remain in the term position, the Employer may require the temporary employee to postpone taking the new job until the present term has ended.
(e) If a job is vacated within ninety (90) calendar days of an appointment following a posting, the Employer shall fill the position by going to the next qualified applicant if there is one. Otherwise, the position shall be re-posted.
Order of Consideration a. When the Company determines that a vacancy, as defined in Section 3.a., shall be filled from valid job vacancy requests on file, those requests shall be considered in the following order or priority:
(1) within the State,
(2) within the Company.
Note 1: The Kansas City, Missouri/Kansas City, Kansas metropolitan area shall be considered as being within the states of Kansas and Missouri. Note 2: The Springfield, Missouri area shall be considered as being within the states of Missouri and Oklahoma.
