Common use of Permanent Vacancies and Transfer Rights Clause in Contracts

Permanent Vacancies and Transfer Rights. a. An Employee who is assigned to a job for purposes of retention shall not be able to effectuate a permanent transfer to that unit by refusing a recall to his/her home unit. However, nothing contained herein shall preclude such an Employee from effectuating a permanent transfer by bidding for a permanent vacancy in such a unit or any other unit in accordance with established procedures. b. A permanent vacancy shall be filled from within the first step of competition (whether it be unit, line of progression, etc.). Each succeeding vacancy shall be filled in the same manner, and the resulting vacancy in the entry level job shall thereafter be filled on a departmental basis (the second step of competition) by Employees with at least six (6) months of Plant Service on the date the vacancy is posted. c. Resulting entry level departmental vacancies shall be filled on a plant-wide basis (the third step of competition) by Employees with at least twelve (12) months of Plant Service on the date the vacancy is posted. An Employee transferring under Article Eight, Section D (Interplant Job Opportunities) shall be eligible to bid on vacancies notwithstanding the twelve (12) months of Plant Service requirement set forth in Paragraph 10(b) above. d. As an exception to the procedures for filling vacancies provided for in Paragraphs 10(b) and (c) above, all permanent vacancies in craft trainee jobs shall be filled on a plant-wide basis from among qualified bidding Employees. Similarly, permanent vacancies in craft jobs which are not filled by the promotion or assignment of trainee graduates, or by the transfer of a craft Employee from one unit to another within the same trade or craft, shall be filled on a plant-wide basis from among qualified bidding Employees. An Employee shall not be disqualified from bidding on any such vacancy by reason of any minimum length of service requirement. e. Should the Company deem it necessary to retain an Employee on his/her former job in order to continue efficient operation, it may do so, for a maximum of sixty (60) days, on the basis of establishing such Employee on the new job and temporarily assigning him/her to his/her former job until a suitable replacement can be trained for the job or its performance is no longer required. In such event, after two (2) weeks of being delayed the Employee shall be entitled to earnings not less than what s/he would have made had s/he been working on the new job on which s/he has been established and, where applicable, shall be paid as though such hours were credited to any trainee program. In addition, should the Company not assign the Employee to the new job on the sixty-first (61st) day, all subsequent hours worked will be calculated at overtime rates until the Employee is assigned to the new job. f. If an Employee accepts transfer under this Paragraph, his/her Continuous Service in the unit from which s/he transfers will be canceled thirty (30) days after such transfer; provided, however, that during such thirty (30) day period the Employee may voluntarily return to the unit from which s/he transferred or the Company may return him/her to that unit because s/he cannot fulfill the requirements of the job or the need for the position is deemed not necessary within thirty (30) days of the date of transfer. g. In the event an Employee accepts transfer under Paragraph 10 and remains on the new job for more than thirty (30) days, s/he may not again apply for transfer for one (1) year after such transfer. h. In the event an Employee refuses a transfer under Paragraph 10 after applying therefore, or voluntarily returns to the unit from which s/he transferred, s/he may not again apply for transfer for six (6) months after such event.

Permanent Vacancies and Transfer Rights. a. An Employee who is assigned to a job for purposes of retention shall not be able to effectuate a permanent transfer to that unit by refusing a recall to his/her home unit. However, nothing contained herein shall preclude such an Employee from effectuating a permanent transfer by bidding for a permanent vacancy in such a unit or any other unit in accordance with established procedures. b. A permanent vacancy shall be filled from within the first step of competition (whether it be unit, line of progression, etc.). Each succeeding vacancy shall be filled in the same manner, and the resulting vacancy in the entry level job shall thereafter be filled on a departmental basis (the second step of competition) by Employees with at least six (6) months of Plant Service on the date the vacancy is posted. c. Resulting entry level departmental vacancies shall be filled on a plant-wide basis (the third step of competition) by Employees with at least twelve (12) months of Plant Service on the date the vacancy is posted. An Employee transferring under Article Eight, Section D (Interplant Job Opportunities) shall be eligible to bid on vacancies notwithstanding the twelve (12) months of Plant Service requirement set forth in Paragraph 10(b) above. d. As an exception to the procedures for filling vacancies provided for in Paragraphs 10(b) and (c) above, all permanent vacancies in craft trainee Maintenance Technician Learner jobs shall be filled on a plant-wide basis from among qualified bidding Employees. Similarly, permanent vacancies in craft Maintenance Technician jobs which are not filled by the promotion or assignment of trainee Learner graduates, or by the transfer of a craft Employee Maintenance Technician from one unit to another within the same trade or craftanother, shall be filled on a plant-wide basis from among qualified bidding Employees. An Employee shall not be disqualified from bidding on any such vacancy by reason of any minimum length of service requirement. e. Employees wishing to bid to a lower job within their Seniority Unit pursuant to a Step 2 bid may be considered to be eligible bidders, by mutual agreement of the local parties. f. Should the Company deem it necessary to retain an Employee on his/her former job in order to continue efficient operation, it may do so, for a maximum of sixty (60) days, on the basis of establishing such Employee on the new job and temporarily assigning him/her to his/her former job until a suitable replacement can be trained for the job or its performance is no longer required. In such event, after two (2) weeks of being delayed the Employee shall be entitled to earnings not less than what s/he would have made had s/he been working on the new job on which s/he has been established and, where applicable, shall be paid as though such hours were credited to any trainee program. In addition, should the Company not assign the Employee to the new job on the sixty-first (61st) day, all subsequent hours worked will be calculated at overtime rates until the Employee is assigned to the new job. f. g. If an Employee accepts transfer under this Paragraph, his/her Continuous Service rights in the unit from which s/he transfers will be canceled thirty fourteen (3014) days after such transfer; provided, however, that during such thirty (30within fourteen(14) day period days following transfer, the Employee may voluntarily return to the unit from which s/he transferred transferred, or the Company may return him/her to that unit because s/he cannot fulfill the requirements of the job or because the need for to fill the position is deemed to be not necessary within thirty fourteen (3014) days of the date of transfer. g. h. In the event an Employee accepts transfer under Paragraph 10 and remains on the new job for more than thirty fourteen (3014) days, s/he may not again apply for transfer for one (1) year after such transfer. h. i. In the event an Employee refuses a transfer under Paragraph 10 after applying therefore, or voluntarily returns to the unit from which s/he transferred, s/he may not again apply for transfer to such unit for six one (61) months year after such event.

Permanent Vacancies and Transfer Rights. a. An Employee who employee who, due to a decrease in forces, is assigned to a job seniority unit for purposes of retention shall not be able to effectuate a permanent transfer to that seniority unit by refusing a recall to his/her home established seniority unit. However, nothing contained herein shall preclude such an Employee employee from effectuating a permanent transfer by bidding for a permanent vacancy in such a seniority unit or any other unit in accordance with established procedures. b. A seniority unit. Moreover, nothing contained herein shall affect the rights of such employees under a permanent vacancy shall be filled from within the first step of competition (whether it be unit, line of progression, etc.). Each succeeding vacancy shall be filled in the same manner, and the resulting vacancy in the entry level job shall thereafter be filled on a departmental basis (the second step of competition) by Employees with at least six (6) months of Plant Service on the date the vacancy is posted. c. Resulting entry level departmental vacancies shall be filled on a plant-wide basis (the third step of competition) by Employees with at least twelve (12) months of Plant Service on the date the vacancy is posted. An Employee transferring under Article Eight, Section D (Interplant Job Opportunities) shall be eligible to bid on vacancies notwithstanding the twelve (12) months of Plant Service requirement set forth in Paragraph 10(b) above. d. As an exception to the procedures for filling vacancies provided for in Paragraphs 10(b) and (c) above, all permanent vacancies in craft trainee jobs shall be filled on a plant-wide basis from among qualified bidding Employees. Similarly, permanent vacancies in craft jobs which are not filled by the promotion or assignment of trainee graduates, or by the transfer of a craft Employee from one unit to another within the same trade or craft, shall be filled on a plant-wide basis from among qualified bidding Employees. An Employee shall not be disqualified from bidding on any such vacancy by reason of any minimum length of service requirement. e. Should the Company deem it necessary to retain an Employee on his/her former job in order to continue efficient operation, it may do so, for a maximum of sixty (60) days, on the basis of establishing such Employee on the new job and temporarily assigning him/her to his/her former job until a suitable replacement can be trained for the job or its performance is no longer required. In such event, after two (2) weeks of being delayed the Employee shall be entitled to earnings not less than what s/he would have made had s/he been working on the new job on which s/he has been established and, where applicable, shall be paid as though such hours were credited to any trainee programshutdown situation. In addition, should the Company not assign the Employee an employee so retained shall have no seniority rights for promotional purposes in that seniority unit, except in competition with an employee in such seniority unit who has been established in that seniority unit employed less than 31 days prior to the new job on retained employee’s assignment in that seniority unit. When a permanent vacancy develops, or is expected to develop (other than a temporary vacancy in the sixty-first (61st) daypromotional line in any seniority unit), all subsequent hours worked will be calculated at overtime rates until the Employee is assigned Management shall, to the new job. f. greatest degree practicable, post notice of such vacancy or expected vacancy, or job assignments where such is the present practice, for such period of time and in such manner as may be appropriate at the Research facility. The grievance committee person and the manager of the department involved may agree to provide for the filling of vacancies otherwise than as set forth in this Article. Any such agreement, to be valid and enforceable, must not unnecessarily restrict the transfer and promotional rights provided by this Article, be in writing and signed by the department manager and the Xxxxxxx involved and approved in writing by the Union Step 3 Representative and the Division Manager of Labor Relations. Any such local seniority agreement in effect on August 31, 2012 shall continue in force, provisions to the contrary therein notwithstanding, unless either the grievance committee person or the manager of the department, with the approval, respectively, of the Union Step 3 Representative or the Division Manager of Labor Relations, notifies the other in writing at the commencement of, or during local negotiations, for the succeeding Agreement of his/her desire to terminate such local seniority agreement. If an Employee employee accepts transfer under this Paragraphtransfer, his/her Continuous Service continuous service in the unit sequence from which she/he she transfers will be canceled thirty (30) 30 days after such transfer; provided, provided however, that during such thirty (30) -day period the Employee such employee may voluntarily return to the unit from which she/he she transferred or the Company Management may return him/her to that unit because she/he she cannot fulfill the requirements of the job or the need for the position is deemed not necessary within thirty (30) days of the date of transfer. g. job. In the event an Employee employee accepts transfer under Paragraph 10 and remains on the new job for more than thirty (30) daysthis Section 4, she/he she may not again apply for transfer for during the period of one (1) year after such transfer. h. . In the event an Employee employee refuses a transfer under Paragraph 10 after applying therefore, therefore or voluntarily returns to the unit from which she/he she transferred, she/he she may not again apply for transfer for during the period of six (6) months after such event. Notwithstanding the above, should an employee permanently transfer from his/her sequence following the elimination of his/her job or previous sequence, and work in such new sequence beyond 30 turns (excluding training turns), such employee may return, if still qualified, to his/her previous job or sequence should such job or sequence be reinstated as the result of a grievance settlement or arbitration decision. Such election to return to the reinstated job or sequence must be made within thirty (30) days of such grievance settlement or receipt of such arbitration decision. No further retroactive seniority adjustments in the new job and/or sequence will be required as a result of the employee’s return to his/her original sequence. Any openings created as a direct result of this provision shall be filled in accordance with the language of this section.

Permanent Vacancies and Transfer Rights. a. An Employee who is assigned to a job for purposes of retention shall not be able to effectuate a permanent transfer to that unit by refusing a recall to his/her home unit. However, nothing contained herein shall preclude such an Employee from effectuating a permanent transfer by bidding for a permanent vacancy in such a unit or any other unit in accordance with established procedures. b. A permanent vacancy shall be filled from within the first step of competition (whether it be unit, line of progression, etc.). Each succeeding vacancy shall be filled in the same manner, and the resulting vacancy in the entry level job shall thereafter be filled on a departmental basis (the second step of competition) by Employees with at least six (6) months of Plant Service on the date the vacancy is posted. c. Resulting entry level departmental vacancies shall be filled on a plant-plant- wide basis (the third step of competition) by Employees with at least twelve (12) months of Plant Service on the date the vacancy is posted. An Employee transferring under Article Eight, Section D (Interplant Job Opportunities) shall be eligible to bid on vacancies notwithstanding the twelve (12) months of Plant Service requirement set forth in Paragraph 10(b) above. d. As an exception to the procedures for filling vacancies provided for in Paragraphs 10(b) and (c) above, all permanent vacancies in craft trainee jobs shall be filled on a plant-wide basis from among qualified bidding Employees. Similarly, permanent vacancies in craft jobs which are not filled by the promotion or assignment of trainee graduates, or by the transfer of a craft Employee from one unit to another within the same trade or craft, shall be filled on a plant-wide basis from among qualified bidding Employees. An Employee shall not be disqualified from bidding on any such vacancy by reason of any minimum length of service requirement. e. Should the Company deem it necessary to retain an Employee on his/her former job in order to continue efficient operation, it may do so, for a maximum of sixty (60) days, on the basis of establishing such Employee on the new job and temporarily assigning him/her to his/her former job until a suitable replacement can be trained for the job or its performance is no longer required. In such event, after two (2) weeks of being delayed the Employee shall be entitled to earnings not less than what s/he would have made had s/he been working on the new job on which s/he has been established and, where applicable, shall be paid as though such hours were credited to any trainee program. In addition, should the Company not assign the Employee to the new job on the sixty-first (61st) day, all subsequent hours worked will be calculated at overtime rates until the Employee is assigned to the new job. f. If an Employee accepts transfer under this Paragraph, his/her Continuous Service in the unit from which s/he transfers will be canceled thirty (30) days after such transfer; provided, however, that during such thirty (30) day period the Employee may voluntarily return to the unit from which s/he transferred or the Company may return him/her to that unit because s/he cannot fulfill the requirements of the job or the need for the position is deemed not necessary within thirty (30) days of the date of transfer. g. In the event an Employee accepts transfer under Paragraph 10 and remains on the new job for more than thirty (30) days, s/he may not again apply for transfer for one (1) year after such transfer. h. In the event an Employee refuses a transfer under Paragraph 10 after applying therefore, or voluntarily returns to the unit from which s/he transferred, s/he may not again apply for transfer to such unit for six one (61) months year after such event.

Permanent Vacancies and Transfer Rights. a. An Employee who is assigned to a job for purposes of retention shall not be able to effectuate a permanent transfer to that unit by refusing a recall to his/her home unit. However, nothing contained herein shall preclude such an Employee from effectuating a permanent transfer by bidding for a permanent vacancy in such a unit or any other unit in accordance with established procedures. b. A permanent vacancy shall be filled from within the first step of competition (whether it be unit, line of progression, etc.). Each succeeding vacancy shall be filled in the same manner, and the resulting vacancy in the entry level job shall thereafter be filled on a departmental basis (the second step of competition) by Employees with at least six (6) months of Plant Service on the date the vacancy is posted. c. Resulting entry level departmental vacancies shall be filled on a plant-plant- wide basis (the third step of competition) by Employees with at least twelve (12) months of Plant Service on the date the vacancy is posted. An Employee transferring under Article Eight, Section D (Interplant Job Opportunities) shall be eligible to bid on vacancies notwithstanding the twelve (12) months of Plant Service requirement set forth in Paragraph 10(b) above. d. As an exception to the procedures for filling vacancies provided for in Paragraphs 10(b) and (c) above, all permanent vacancies in craft trainee jobs shall be filled on a plant-wide basis from among qualified bidding Employees. Similarly, permanent vacancies in craft jobs which are not filled by the promotion or assignment of trainee graduates, or by the transfer of a craft Employee from one unit to another within the same trade or craft, shall be filled on a plant-wide basis from among qualified bidding Employees. An Employee shall not be disqualified from bidding on any such vacancy by reason of any minimum length of service requirement. e. Should the Company deem it necessary to retain an Employee on his/her former job in order to continue efficient operation, it may do so, for a maximum of sixty (60) days, on the basis of establishing such Employee on the new job and temporarily assigning him/her to his/her former job until a suitable replacement can be trained for the job or its performance is no longer required. In such event, after two (2) weeks of being delayed the Employee shall be entitled to earnings not less than what s/he would have made had s/he been working on the new job on which s/he has been established and, where applicable, shall be paid as though such hours were credited to any trainee program. In addition, should the Company not assign the Employee to the new job on the sixty-first (61st) day, all subsequent hours worked will be calculated at overtime rates until the Employee is assigned to the new job. f. If an Employee accepts transfer under this Paragraph, his/her Continuous Service in the unit from which s/he transfers will be canceled thirty (30) days after such transfer; provided, however, that during such thirty (30) day period the Employee may voluntarily return to the unit from which s/he transferred or the Company may return him/her to that unit because s/he cannot fulfill the requirements of the job or the need for the position is deemed not necessary within thirty (30) days of the date of transfer. g. In the event an Employee accepts transfer under Paragraph 10 and remains on the new job for more than thirty (30) days, s/he may not again apply for transfer for one (1) year after such transfer. h. In the event an Employee refuses a transfer under Paragraph 10 after applying therefore, or voluntarily returns to the unit from which s/he transferred, s/he may not again apply for transfer for six (6) months after such event.

Permanent Vacancies and Transfer Rights. a. An Employee who is assigned to a job for purposes of retention shall not be able to effectuate a permanent transfer to that unit by refusing a recall to his/his/ her home unit. However, nothing contained conta ined herein shall preclude such an Employee from effectuating a permanent transfer by bidding for a permanent vacancy in such a unit or any other unit in accordance with established procedures. b. A permanent vacancy shall be filled from within the first step of competition (whether it be unit, line of progression, etc.). Each succeeding vacancy shall be filled in the same manner, and the resulting vacancy in the entry level job shall thereafter be filled on a departmental basis (the second step of competitioncompe tition) by Employees with at least six (6) months of Plant Service on the date the vacancy is posted. c. Resulting entry level departmental vacancies shall be filled on a plant-wide plant -wide basis (the third step of competition) by Employees with at least twelve (( 12) months of Plant Service on the date the vacancy is posted. An Employee transferring under Article Eight, Section D (Interplant Job Opportunities) shall be eligible to bid on vacancies notwithstanding the twelve (12) months of Plant Service requirement set forth in Paragraph 10(b) above. d. As an exception to the procedures for filling vacancies provided for in Paragraphs 10(b) and (c) above, all permanent vacancies in craft trainee jobs shall be filled on a plant-wide plant -wide basis from among qualified bidding Employees. Similarly, permanent vacancies in craft jobs which are not filled by the promotion or assignment of trainee graduates, or by the transfer of a craft Employee from one unit to another within the same trade or craft, shall be filled on a plant-wide plant -wide basis from among qualified bidding Employees. An Employee shall not be disqualified from bidding on any such vacancy by reason of any minimum length of service requirement. e. Should the Company deem it necessary to retain an Employee on his/his/ her former job in order to continue efficient operation, it may do so, for a maximum of sixty (60) days, on the basis of establishing such Employee on the new job and temporarily assigning him/him/ her to his/his/ her former job until a suitable replacement can be trained for the job or its performance is no longer required. In such event, after two (2) weeks of being delayed the Employee shall be entitled to earnings not less than what s/s/ he would have made had s/s/ he been working on the new job on which s/s/ he has been established establishe d and, where applicable, shall be paid as though such hours were credited to any trainee program. In addition, should the Company not assign the Employee to the new job on the sixty-first (61st) day, all subsequent hours worked will be calculated at overtime rates until the Employee is assigned to the new job. f. If an Employee accepts transfer under this Paragraph, his/his/ her Continuous Service in the unit from which s/s/ he transfers will be canceled thirty (30) days after a fter such transfer; provided, however, that during such thirty (30) day period the Employee may voluntarily return to the unit from which s/s/ he transferred or the Company may return him/him/ her to that unit because s/s/ he cannot fulfill the requirements of the job jo b or the need for the position is deemed not necessary within thirty (30) days of the date of transfer. g. In the event an Employee accepts transfer under Paragraph 10 and remains on the new job for more than thirty (30) days, s/s/ he may not again apply for transfer for one (1) year after such transfer. h. In the event an Employee refuses a transfer under Paragraph 10 after applying thereforetherefor, or voluntarily returns to the unit from which s/s/ he transferred, s/s/ he may not again apply for transfer to such unit for six one (61) months year after such event.

Permanent Vacancies and Transfer Rights. a. An Employee who is assigned to a job for purposes of retention shall not be able to effectuate a permanent transfer to that unit by refusing a recall to his/her home unit. However, nothing contained herein shall preclude such an Employee from effectuating a permanent transfer by bidding for a permanent vacancy in such a unit or any other unit in accordance with established procedures. b. A permanent vacancy shall be filled from within the first step of competition (whether it be unit, line of progression, etc.). Each succeeding vacancy shall be filled in the same manner, and the resulting vacancy in the entry level job shall thereafter be filled on a departmental basis (the second step of competition) by Employees with at least six (6) months of Plant Service on the date the vacancy is posted. c. Resulting entry level departmental vacancies shall be filled on a plant-wide basis (the third step of competition) by Employees with at least twelve (12) months of Plant Service on the date the vacancy is posted. An Employee transferring under Article Eight, Section D (Interplant Job Opportunities) shall be eligible to bid on vacancies notwithstanding the twelve (12) months of Plant Service requirement set forth in Paragraph 10(b) above. d. As an exception to the procedures for filling vacancies provided for in Paragraphs 10(b) and (c) above, all permanent vacancies in craft trainee Maintenance Technician Learner jobs shall be filled on a plant-wide basis from among qualified bidding Employees. Similarly, permanent vacancies in craft Maintenance Technician jobs which are not filled by the promotion or assignment of trainee Learner graduates, or by the transfer of a craft Employee Maintenance Technician from one unit to another within the same trade or craftanother, shall be filled on a plant-wide basis from among qualified bidding Employees. An Employee shall not be disqualified from bidding on any such vacancy by reason of any minimum length of service requirement. e. Employees wishing to bid to a lower job within their Seniority Unit pursuant to a Step 2 bid may be considered to be eligible bidders, by mutual agreement of the local parties. f. Should the Company deem it necessary to retain an Employee on his/her former job in order to continue efficient operation, it may do so, for a maximum of sixty (60) days, on the basis of establishing such Employee on the new job and temporarily assigning him/her to his/her former job until a suitable replacement can be trained for the job or its performance is no longer required. In such event, after two (2) weeks of being delayed the Employee shall be entitled to earnings not less than what s/he would have made had s/he been working on the new job on which s/he has been established and, where applicable, shall be paid as though such hours were credited to any trainee program. In addition, should the Company not assign the Employee to the new job on the sixty-first (61st) day, all subsequent hours worked will be calculated at overtime rates until the Employee is assigned to the new job. f. g. If an Employee accepts transfer under this Paragraph, his/her Continuous Service rights in the unit from which s/he transfers will be canceled thirty (30) days after such transfer; provided, however, that during such within thirty (30) day period days following transfer, the Employee may voluntarily return to the unit from which s/he transferred transferred, or the Company may return him/her to that unit because s/he cannot fulfill the requirements of the job or because the need for to fill the position is deemed to be not necessary within thirty (30) days of the date of transfer. g. h. In the event an Employee accepts transfer under Paragraph 10 and remains on the new job for more than thirty (30) days, s/he may not again apply for transfer for one (1) year after such transfer. h. i. In the event an Employee refuses a transfer under Paragraph 10 after applying therefore, or voluntarily returns to the unit from which s/he transferred, s/he may not again apply for transfer to such unit for six one (61) months year after such event.

Permanent Vacancies and Transfer Rights. a. An Employee who employee who, due to a decrease in forces, is assigned to a job seniority unit for purposes of retention shall not be able to effectuate a permanent transfer to that seniority unit by refusing a recall to his/her home established seniority unit. However, nothing contained herein shall preclude such an Employee employee from effectuating a permanent transfer by bidding for a permanent vacancy in such a seniority unit or any other unit in accordance with established procedures. b. A seniority unit. Moreover, nothing contained herein shall affect the rights of such employees under a permanent vacancy shall be filled from within the first step of competition (whether it be unit, line of progression, etc.). Each succeeding vacancy shall be filled in the same manner, and the resulting vacancy in the entry level job shall thereafter be filled on a departmental basis (the second step of competition) by Employees with at least six (6) months of Plant Service on the date the vacancy is posted. c. Resulting entry level departmental vacancies shall be filled on a plant-wide basis (the third step of competition) by Employees with at least twelve (12) months of Plant Service on the date the vacancy is posted. An Employee transferring under Article Eight, Section D (Interplant Job Opportunities) shall be eligible to bid on vacancies notwithstanding the twelve (12) months of Plant Service requirement set forth in Paragraph 10(b) above. d. As an exception to the procedures for filling vacancies provided for in Paragraphs 10(b) and (c) above, all permanent vacancies in craft trainee jobs shall be filled on a plant-wide basis from among qualified bidding Employees. Similarly, permanent vacancies in craft jobs which are not filled by the promotion or assignment of trainee graduates, or by the transfer of a craft Employee from one unit to another within the same trade or craft, shall be filled on a plant-wide basis from among qualified bidding Employees. An Employee shall not be disqualified from bidding on any such vacancy by reason of any minimum length of service requirement. e. Should the Company deem it necessary to retain an Employee on his/her former job in order to continue efficient operation, it may do so, for a maximum of sixty (60) days, on the basis of establishing such Employee on the new job and temporarily assigning him/her to his/her former job until a suitable replacement can be trained for the job or its performance is no longer required. In such event, after two (2) weeks of being delayed the Employee shall be entitled to earnings not less than what s/he would have made had s/he been working on the new job on which s/he has been established and, where applicable, shall be paid as though such hours were credited to any trainee programshutdown situation. In addition, should the Company not assign the Employee an employee so retained shall have no seniority rights for promotional purposes in that seniority unit, except in competition with an employee in such seniority unit who has been established in that seniority unit employed less than 31 days prior to the new job on retained employee’s assignment in that seniority unit. When a permanent vacancy develops, or is expected to develop (other than a temporary vacancy in the sixty-first (61st) daypromotional line in any seniority unit), all subsequent hours worked will be calculated at overtime rates until the Employee is assigned Management shall, to the new job. f. greatest degree practicable, post notice of such vacancy or expected vacancy, or job assignments where such is the present practice, for such period of time and in such manner as may be appropriate at the Research facility. The Xxxxxxx and the manager of the department involved may agree to provide for the filling of vacancies otherwise than as set forth in this Article. Any such agreement, to be valid and enforceable, must not unnecessarily restrict the transfer and promotional rights provided by this Article, be in writing and signed by the department manager and the Xxxxxxx involved and approved in writing by the Union Step 4 Representative and the Division Manager -- Labor Relations. Any such local seniority agreement in effect on August 31, 2012 shall continue in force, provisions to the contrary therein notwithstanding, unless either the grievance committee person or the manager of the department, with the approval, respectively, of the Union Step 4 Representative or the Division Manager -- Labor Relations, notifies the other in writing at the commencement of, or during local negotiations, for the succeeding Agreement of his/her desire to terminate such local seniority agreement. If an Employee employee accepts transfer under this Paragraphtransfer, his/her Continuous Service continuous service in the unit sequence from which she/he she transfers will be canceled thirty (30) 30 days after such transfer; provided, provided however, that during such thirty (30) -day period the Employee such employee may voluntarily return to the unit from which she/he she transferred or the Company Management may return him/her to that unit because she/he she cannot fulfill the requirements of the job or the need for the position is deemed not necessary within thirty (30) days of the date of transfer. g. job. In the event an Employee employee accepts transfer under Paragraph 10 and remains on the new job for more than thirty (30) daysthis Section 4, she/he she may not again apply for transfer for during the period of one (1) year after such transfer. h. . In the event an Employee employee refuses a transfer under Paragraph 10 after applying therefore, therefore or voluntarily returns to the unit from which she/he she transferred, she/he she may not again apply for transfer for during the period of six (6) months after such event. Notwithstanding the above, should an employee permanently transfer from his/her sequence following the elimination of his/her job or previous sequence, and work in such new sequence beyond 30 turns (excluding training turns), such employee may return, if still qualified, to his/her previous job or sequence should such job or sequence be reinstated as the result of a grievance settlement or arbitration decision. Such election to return to the reinstated job or sequence must be made within thirty (30) days of such grievance settlement or receipt of such arbitration decision. No further retroactive seniority adjustments in the new job and/or sequence will be required as a result of the employee’s return to his/her original sequence. Any openings created as a direct result of this provision shall be filled in accordance with the language of this section.

Permanent Vacancies and Transfer Rights. a. An Employee who is assigned to a job for purposes of retention shall not be able to effectuate a permanent transfer to that unit by refusing a recall to his/her home unit. However, nothing contained herein shall preclude such an Employee from effectuating a permanent transfer by bidding for a permanent vacancy in such a unit or any other unit in accordance with established procedures. b. A permanent vacancy shall be filled from within the first step of competition (whether it be unit, line of progression, etc.). Each succeeding vacancy shall be filled in the same manner, and the resulting vacancy in the entry level job shall thereafter be filled on a departmental basis (the second step of competition) by Employees with at least six (6) months of Plant Service on the date the vacancy is posted. c. Resulting entry level departmental vacancies shall be filled on a plant-wide basis (the third step of competition) by Employees with at least twelve (12) months of Plant Service on the date the vacancy is posted. An Employee transferring under Article Eight, Section D (Interplant Job Opportunities) shall be eligible to bid on vacancies notwithstanding the twelve (12) months of Plant Service requirement set forth in Paragraph 10(b) above. d. As an exception to the procedures for filling vacancies provided for in Paragraphs 10(b) and (c) above, all permanent vacancies in craft trainee jobs shall be filled on a plant-wide basis from among qualified bidding Employees. Similarly, permanent vacancies in craft jobs which are not filled by the promotion or assignment of trainee graduates, or by the transfer of a craft Employee from one unit to another within the same trade or craft, shall be filled on a plant-wide basis from among qualified bidding Employees. An Employee shall not be disqualified from bidding on any such vacancy by reason of any minimum length of service requirement. e. Should the Company deem it necessary to retain an Employee on his/her former job in order to continue efficient operation, it may do so, for a maximum of sixty (60) days, on the basis of establishing such Employee on the new job and temporarily assigning him/her to his/her former job until a suitable replacement can be trained for the job or its performance is no longer required. In such event, after two (2) weeks of being delayed the Employee shall be entitled to earnings not less than what s/he would have made had s/he been working on the new job on which s/he has been established and, where applicable, shall be paid as though such hours were credited to any trainee program. In addition, should the Company not assign the Employee to the new job on the sixty-first (61st) day, all subsequent hours worked will be calculated at overtime rates until the Employee is assigned to the new job. f. If an Employee accepts transfer under this Paragraph, his/her Continuous Service in the unit from which s/he transfers will be canceled thirty (30) days after such transfer; provided, however, that during such thirty (30) day period the Employee may voluntarily return to the unit from which s/he transferred or the Company may return him/her to that unit because s/he cannot fulfill the requirements of the job or the need for the position is deemed not necessary within thirty (30) days of the date of transfer. g. In the event an Employee accepts transfer under Paragraph 10 and remains on the new job for more than thirty (30) days, s/he may not again apply for transfer for one (1) year after such transfer. h. . In the event an Employee refuses a transfer under Paragraph 10 after applying therefore, or voluntarily returns to the unit from which s/he transferred, s/he may not again apply for transfer for six (6) months after such event.

Permanent Vacancies and Transfer Rights. a. An Employee who is assigned to a job for purposes of retention shall not be able to effectuate a permanent transfer to that unit by refusing a recall to his/her home unit. However, nothing contained herein shall preclude such an Employee from effectuating a permanent transfer by bidding for a permanent vacancy in such a unit or any other unit in accordance with established procedures. b. A permanent vacancy shall be filled from within the first step of competition (whether it be unit, line of progression, etc.). Each succeeding vacancy shall be filled in the same manner, and the resulting vacancy in the entry level job shall thereafter be filled on a departmental basis (the second step of competition) by Employees with at least six (6) months of Plant Service on the date the vacancy is posted. c. Resulting entry level departmental vacancies shall be filled on a plant-wide basis (the third step of competition) by Employees with at least twelve (12) months of Plant Service on the date the vacancy is posted. An Employee transferring under Article Eight, Section D (Interplant Job Opportunities) shall be eligible to bid on vacancies notwithstanding the twelve (12) months of Plant Service requirement set forth in Paragraph 10(b) above. d. As an exception to the procedures for filling vacancies provided for in Paragraphs 10(b) and (c) above, all permanent vacancies in craft trainee jobs shall be filled on a plant-wide basis from among qualified bidding Employees. Similarly, permanent vacancies in craft jobs which are not filled by the promotion or assignment of trainee graduates, or by the transfer of a craft Employee from one unit to another within the same trade or craft, shall be filled on a plant-wide basis from among qualified bidding Employees. An Employee shall not be disqualified from bidding on any such vacancy by reason of any minimum length of service requirement. e. Should the Company deem it necessary to retain an Employee on his/her former job in order to continue efficient operation, it may do so, for a maximum of sixty (60) days, on the basis of establishing such Employee on the new job and temporarily assigning him/her to his/her former job until a suitable replacement can be trained for the job or its performance is no longer required. In such event, after two (2) weeks of being delayed the Employee shall be entitled to earnings not less than what s/he would have made had s/he been working on the new job on which s/he has been established and, where applicable, shall be paid as though such hours were credited to any trainee program. In addition, should the Company not assign the Employee to the new job on the sixty-first (61st) day, all subsequent hours worked will be calculated at overtime rates until the Employee is assigned to the new job. f. If an Employee accepts transfer under this Paragraph, his/her Continuous Service in the unit from which s/he transfers will be canceled thirty (30) days after such transfer; provided, however, that during such thirty (30) day period the Employee may voluntarily return to the unit from which s/he transferred or the Company may return him/her to that unit because s/he cannot fulfill the requirements of the job or the need for the position is deemed not necessary within thirty (30) days of the date of transfer. g. In the event an Employee accepts transfer under Paragraph 10 and remains on the new job for more than thirty (30) days10, s/he may not again apply for transfer for one (1) year after accepting such transfer. h. In the event an Employee refuses a transfer under Paragraph 10 after applying therefore, or voluntarily returns to the unit from which s/he transferred, s/he may not again apply for transfer for six (6) months after such event.

Permanent Vacancies and Transfer Rights. a. An Employee who is assigned to a job for purposes of retention shall not be able to effectuate a permanent transfer to that unit by refusing a recall to his/her home unit. However, nothing contained herein shall preclude such an Employee from effectuating a permanent transfer by bidding for a permanent vacancy in such a unit or any other unit in accordance with established procedures. b. A permanent vacancy shall be filled from within the first step of competition (whether it be unit, line of progression, etc.). Each succeeding vacancy shall be filled in the same manner, and the resulting vacancy in the entry level job shall thereafter be filled on a departmental basis (the second step of competition) by Employees with at least six (6) months of Plant Service on the date the vacancy is posted. c. Resulting entry level departmental vacancies shall be filled on a plant-wide basis (the third step of competition) by Employees with at least twelve (12) months of Plant Service on the date the vacancy is posted. An Employee transferring under Article Eight, Section D (Interplant Job Opportunities) shall be eligible to bid on vacancies notwithstanding the twelve (12) months of Plant Service requirement set forth in Paragraph 10(b) above. d. As an exception to the procedures for filling vacancies provided for in Paragraphs 10(b) and (c) above, all permanent vacancies in craft trainee jobs shall be filled on a plant-wide basis from among qualified bidding Employees. Similarly, permanent vacancies in craft jobs which are not filled by the promotion or assignment of trainee graduates, or by the transfer of a craft Employee from one unit to another within the same trade or craft, shall be filled on a plant-wide basis from among qualified bidding Employees. An Employee shall not be disqualified from bidding on any such vacancy by reason of any minimum length of service requirement. e. Should the Company deem it necessary to retain an Employee on his/her former job in order to continue efficient operation, it may do so, for a maximum of sixty (60) days, on the basis of establishing such Employee on the new job and temporarily assigning him/her to his/her former job until a suitable replacement can be trained for the job or its performance is no longer required. In such event, after two (2) weeks of being delayed the Employee shall be entitled to earnings not less than what s/he would have made had s/he been working on the new job on which s/he has been established and, where applicable, shall be paid as though such hours were credited to any trainee program. In addition, should the Company not assign the Employee to the new job on the sixty-first (61st) day, all subsequent hours worked will be calculated at overtime rates until the Employee is assigned to the new job. f. If an Employee accepts transfer under this Paragraph, his/her Continuous Service in the unit from which s/he transfers will be canceled thirty (30) days after such transfer; provided, however, that during such thirty (30) day period the Employee may voluntarily return to the unit from which s/he transferred or the Company may return him/her to that unit because s/he cannot fulfill the requirements of the job or the need for the position is deemed not necessary within thirty (30) days of the date of transfer. g. In the event an Employee accepts transfer under Paragraph 10 and remains on the new job for more than thirty (30) days, s/he may not again apply for transfer for one (1) year after such transfer. h. In the event an Employee refuses a transfer under Paragraph 10 after applying therefore, or voluntarily returns to the unit from which s/he transferred, s/he may not again apply for transfer to such unit for six one (61) months year after such event.

Permanent Vacancies and Transfer Rights. a. An Employee who is assigned to a job for purposes of retention shall not be able to effectuate a permanent transfer to that unit by refusing a recall to his/her home unit. However, nothing contained herein shall preclude such an Employee from effectuating a permanent transfer by bidding for a permanent vacancy in such a unit or any other unit in accordance with established procedures. b. A permanent vacancy shall be filled from within the first step of competition (whether it be unit, line of progression, etc.). Each succeeding vacancy shall be filled in the same manner, and the resulting vacancy in the entry level job shall thereafter be filled on a departmental basis (the second step of competition) by Employees with at least six (6) months of Plant Service on the date the vacancy is posted. c. Resulting entry level departmental vacancies shall be filled on a plant-wide basis (the third step of competition) by Employees with at least twelve (12) months of Plant Service on the date the vacancy is posted. An Employee transferring under Article Eight, Section D (Interplant Job Opportunities) shall be eligible to bid on vacancies notwithstanding the twelve (12) months of Plant Service requirement set forth in Paragraph 10(b) above. d. As an exception to the procedures for filling vacancies provided for in Paragraphs 10(b) and (c) above, all permanent vacancies in craft Maintenance Technician trainee jobs shall be filled on a plant-wide basis from among qualified bidding Employees. Similarly, permanent vacancies in craft Maintenance Technician jobs which are not filled by the promotion or assignment of trainee graduates, or by the transfer of a craft Employee Maintenance Technician from one unit to another within the same trade or craftanother, shall be filled on a plant-wide basis from among qualified bidding Employees. An Employee shall not be disqualified from bidding on any such vacancy by reason of any minimum length of service requirement. e. Should the Company deem it necessary to retain an Employee on his/her former job in order to continue efficient operation, it may do so, for a maximum of sixty (60) days, on the basis of establishing such Employee on the new job and temporarily assigning him/her to his/her former job until a suitable replacement can be trained for the job or its performance is no longer required. In such event, after two (2) weeks of being delayed the Employee shall be entitled to earnings not less than what s/he would have made had s/he been working on the new job on which s/he has been established and, where applicable, shall be paid as though such hours were credited to any trainee program. In addition, should the Company not assign the Employee to the new job on the sixty-first (61st) day, all subsequent hours worked will be calculated at overtime rates until the Employee is assigned to the new job. f. If an Employee accepts transfer under this Paragraph, his/her Continuous Service rights in the unit from which s/he transfers will be canceled thirty (30) days after such transfer; provided, however, that during such within thirty (30) day period days following transfer, the Employee may voluntarily return to the unit from which s/he transferred transferred, or the Company may return him/her to that unit because s/he cannot fulfill the requirements of the job or because the need for to fill the position is deemed to be not necessary within thirty (30) days of the date of transfer. g. In the event an Employee accepts transfer under Paragraph 10 and remains on the new job for more than thirty (30) days, s/he may not again apply for transfer for one (1) year after such transfer. h. In the event an Employee refuses a transfer under Paragraph 10 after applying therefore, or voluntarily returns to the unit from which s/he transferred, s/he may not again apply for transfer to such unit for six one (61) months year after such event.

Permanent Vacancies and Transfer Rights. a. An Employee who is assigned to a job for purposes of retention shall not be able to effectuate a permanent transfer to that unit by refusing a recall to his/her home unit. However, nothing contained herein shall preclude such an Employee from effectuating a permanent transfer by bidding for a permanent vacancy in such a unit or any other unit in accordance with established procedures. b. A permanent vacancy shall be filled from within the first step of competition (whether it be unit, line of progression, etc.). Each succeeding vacancy shall be filled in the same manner, and the resulting vacancy in the entry level job shall thereafter be filled on a departmental basis (the second step of competition) by Employees with at least six (6) months of Plant Service on the date the vacancy is posted. c. Resulting entry level departmental vacancies shall be filled on a plant-wide basis (the third step of competition) by Employees with at least twelve (12) months of Plant Service on the date the vacancy is posted. An Employee transferring under Article Eight, Section D (Interplant Job Opportunities) shall be eligible to bid on vacancies notwithstanding the twelve (12) months of Plant Service requirement set forth in Paragraph 10(b) above. d. As an exception to the procedures for filling vacancies provided for in Paragraphs 10(b) and (c) above, all permanent vacancies in craft trainee Maintenance Technician Learner jobs shall be filled on a plant-wide basis from among qualified bidding Employees. Similarly, permanent vacancies in craft Maintenance Technician jobs which are not filled by the promotion or assignment of trainee Learner graduates, or by the transfer of a craft Employee Maintenance Technician from one unit to another within the same trade or craftanother, shall be filled on a plant-wide basis from among qualified bidding Employees. An Employee shall not be disqualified from bidding on any such vacancy by reason of any minimum length of service requirement. e. Employees wishing to bid to a lower job within their Seniority Unit pursuant to a Step 2 bid may be considered to be eligible bidders, by mutual agreement of the local parties. In addition, the Company will consider an Employee’s request to waive incumbency to his/her current job and fill a vacancy on a lower job in his/her current line of progression. f. Should the Company deem it necessary to retain an Employee on his/her former job in order to continue efficient operation, it may do so, for a maximum of sixty (60) days, on the basis of establishing such Employee on the new job and temporarily assigning him/her to his/her former job until a suitable replacement can be trained for the job or its performance is no longer required. In such event, after two (2) weeks of being delayed the Employee shall be entitled to earnings not less than what s/he would have made had s/he been working on the new job on which s/he has been established and, where applicable, shall be paid as though such hours were credited to any trainee program. In additionAdditionally, should the Company not assign where an Employee has been awarded a Step 3 bid but has been retained on their former job for greater than sixty (60) days, the Employee may submit a request to the new job on Area Manager of the sixty-first (61st) dayDepartment retaining the Employee for review. Upon such request, all subsequent hours worked will be calculated at overtime rates until the Area Manager and a Human Resources representative shall meet with the Union to discuss the reason the Employee is assigned being retained; the plan to address the new jobissue(s) preventing their release, and to agree upon a release date. If the Parties are unable to agree upon a release date, one shall be set by the Plant Manager. If the Employee is held on their former job beyond the release date set by the Plant Manager, the Employee shall be paid the equivalent of the overtime rate for non-premium, straight time hours worked on the former job after the release date and until the time of transfer as a special allowance. f. g. If an Employee accepts transfer under this Paragraph, his/her Continuous Service rights in the unit from which s/he transfers will be canceled thirty (30) days after such transfer; provided, however, that during such within thirty (30) day period days following transfer, the Employee may voluntarily return to the unit from which s/he transferred transferred, or the Company may return him/her to that unit because s/he cannot fulfill the requirements of the job or because the need for to fill the position is deemed to be not necessary within thirty (30) days of the date of transfer. g. h. In the event an Employee accepts transfer under Paragraph 10 and remains on the new job for more than thirty (30) days, s/he may not again apply for transfer for one (1) year after such transfer. h. i. In the event an Employee refuses a transfer under Paragraph 10 after applying therefore, or voluntarily returns to the unit from which s/he transferred, s/he may not again apply for transfer to such unit for six one (61) months year after such event.

Permanent Vacancies and Transfer Rights. a. An Employee who is assigned to a job for purposes of retention shall not be able to effectuate a permanent transfer to that unit by refusing a recall to his/her home unit. However, nothing contained herein shall preclude such an Employee from effectuating a permanent transfer by bidding for a permanent vacancy in such a unit or any other unit in accordance with established procedures. b. A permanent vacancy shall be filled from within the first step of competition (whether it be unit, line of progression, etc.). Each succeeding vacancy shall be filled in the same manner, and the resulting vacancy in the entry level job shall thereafter be filled on a departmental basis (the second step of competition) by Employees with at least six (6) months of Plant Service on the date the vacancy is posted. c. Resulting entry level departmental vacancies shall be filled on a plant-wide basis (the third step of competition) by Employees with at least twelve (12) months of Plant Service on the date the vacancy is posted. An Employee transferring under Article Eight, Section D (Interplant Job Opportunities) shall be eligible to bid on vacancies notwithstanding the twelve (12) months of Plant Service requirement set forth in Paragraph 10(b) above. d. As an exception Employees wishing to bid to a lower job within their Seniority Unit pursuant to a Step 2 bid may be considered to be eligible bidders, by mutual agreement of the procedures for filling vacancies provided for in Paragraphs 10(b) and (c) above, all permanent vacancies in craft trainee jobs shall be filled on a plant-wide basis from among qualified bidding Employees. Similarly, permanent vacancies in craft jobs which are not filled by the promotion or assignment of trainee graduates, or by the transfer of a craft Employee from one unit to another within the same trade or craft, shall be filled on a plant-wide basis from among qualified bidding Employees. An Employee shall not be disqualified from bidding on any such vacancy by reason of any minimum length of service requirementlocal Parties. e. Should the Company deem it necessary to retain an Employee on his/her former job in order to continue efficient operation, it may do so, for a maximum of sixty (60) days, on the basis of establishing such Employee on the new job and temporarily assigning him/her to his/her former job until a suitable replacement can be trained for the job or its performance is no longer required. In such event, after two (2) weeks of being delayed the Employee shall be entitled to earnings not less than what s/he would have made had s/he been working on the new job on which s/he has been established and, where applicable, shall be paid as though such hours were credited to any trainee program. In addition, should the Company not assign the Employee to the new job on the sixty-first (61st) day, all subsequent hours worked will be calculated at overtime rates until the Employee is assigned to the new job. f. If an Employee accepts transfer under this Paragraph, his/her Continuous Service rights in the unit from which s/he transfers will be canceled thirty fourteen (3014) days after such transfer; provided, however, that during such thirty within fourteen (3014) day period days following transfer, the Employee may voluntarily return to the unit from which s/he transferred transferred, or the Company may return him/her to that unit because s/he cannot fulfill the requirements of the job or because the need for to fill the position is deemed to be not necessary within thirty fourteen (3014) days of the date of transfer. g. In the event an Employee accepts transfer under Paragraph 10 and remains on the new job for more than thirty fourteen (3014) days, s/he may not again apply for transfer for one (1) year after such transfer. h. In the event an Employee refuses a transfer under Paragraph 10 after applying therefore, or voluntarily returns to the unit from which s/he transferred, s/he may not again apply for transfer to such unit for six one (61) months year after such event.

Permanent Vacancies and Transfer Rights. a. An Employee who is assigned to a job for purposes of retention shall not be able to effectuate a permanent transfer to that unit by refusing a recall to his/her home unit. However, nothing contained herein shall preclude such an Employee from effectuating a permanent transfer by bidding for When a permanent vacancy in such exists, the following procedures shall apply: Step 1. Permanent vacancies within a unit or any other unit in accordance with established procedures. b. A permanent vacancy line of progression shall be filled from within the first step of competition (whether it be unit, in the line of progression, etc.)progression below or above the job being filled. Each succeeding vacancy in the line of progression shall be filled in the same manner. Any Employee who transfers under this step shall have the right to return to the job from which he transferred within five (5) working days or less or the Company may return him to his former job because he cannot meet the requirements of the new job after a minimum of five (5) working days, and but before thirty 30 calendar days from the resulting vacancy date of transfer. An Employee may only exercise his 5-day return rights twice within an eighteen (18) month period commencing with the date he first exercised such rights. a. Permanent vacancies will be posted in the entry level job shall thereafter department for five (5) working days. Qualified Employees established in the box above and below the box where the vacancies exists will be allowed to exercise their seniority before those who have not qualified for the opening. If there are no qualified Employees in either box or none desire it, the vacancy will be awarded to the senior Employee who desires it. Resultant vacancies will be filled on a departmental basis (in the second step of competition) by Employees with at least six (6) months of Plant Service on same manner. b. If no Employee in the date box above or below the box where the vacancy is postedexists desires to fill the vacancy, previous qualified Employees in the box in the same branch of the line of progression where the vacancy exists will be allowed to exercise their seniority before others. If there are no previously qualified Employees in the box or none desire it, the vacancy will be awarded to the senior Employee in that box who desires it. This procedure will be followed for the remaining boxes in the branch of the line of progression. c. Resulting entry If no Employee in the branch of the line of progression desires to fill the vacancy, previously qualified Employees in the rest of the department who are permanently established above the horizontal line (if one exists) in the line of progression will be allowed to exercise their seniority before others. If there are no previously qualified Employees or none desire it in the department, the vacancy will be awarded to the senior Employee in the department permanently established above the horizontal line in the line of progression who desires it. d. If no Employee established permanently established above the horizontal line in the line of progression desires to fill the vacancy, previously qualified Employees in the box below the horizontal line in the line of progression will be allowed to exercise their seniority. If there are no previously qualified Employees or no one desires the vacancy, it will be awarded to the senior Employee in the box who desires it. This procedure will be followed for the remaining boxes below the horizontal line in the line of progression. e. Any resultant vacancy will be filled by recalling the senior previously qualified Employee who is laid off from the department. If there is no previously qualified Employee laid off from the department, the vacancy will be filled by recalling the senior laid off Employee from the department. Step 2. The resulting entry-level departmental vacancies shall be filled on a plant-wide basis in the following sequences, with the seniority factor being plant continuous service. a. Those Employees including laid off Employees, other than probationary Employees, in the Production and Maintenance Bargaining Unit who bid on a vacancy which has been posted at the Plant. The locations of such postings within all departments at the Plant shall be designated by the Company after consultation with the Union and the bids shall be posted for five (5) calendar days. Employees desiring to bid must do so in writing and submit their bid to the third step Human Resources office by the first mail of competition) by Employees with at least twelve (12) months of Plant Service on the date the vacancy is postedsixth calendar day. An Employee transferring who transfers under Article Eight, Section D (Interplant Job Opportunities) shall this Paragraph may be eligible to bid on vacancies notwithstanding the twelve (12) months of Plant Service requirement set forth in Paragraph 10(b) above. d. As an exception to the procedures for filling vacancies provided for in Paragraphs 10(b) and (c) above, all permanent vacancies in craft trainee jobs shall be filled on a plant-wide basis from among qualified bidding Employees. Similarly, permanent vacancies in craft jobs which are not filled returned by the promotion or assignment of trainee graduates, or by the transfer of a craft Employee from one unit Company to another within the same trade or craft, shall be filled on a plant-wide basis from among qualified bidding Employees. An Employee shall not be disqualified from bidding on any such vacancy by reason of any minimum length of service requirement. e. Should the Company deem it necessary to retain an Employee on his/her his former job in order to continue efficient operation, it may do so, for a maximum of sixty (60) days, on the basis of establishing such Employee on the new job and temporarily assigning him/her to his/her former job until a suitable replacement can be trained for the job or its performance is no longer required. In such event, after two (2) weeks of being delayed the Employee shall be entitled to earnings not less than what s/he would have made had s/he been working on the new job on which s/he has been established and, where applicable, shall be paid as though such hours were credited to any trainee program. In addition, should the Company not assign the Employee to the new job on the sixty-first (61st) day, all subsequent hours worked will be calculated at overtime rates until the Employee is assigned to the new job. f. If an Employee accepts transfer under this Paragraph, his/her Continuous Service position in the unit from which s/he transfers will be canceled thirty (30) days after such transfer; provided, however, that during such thirty (30) day period the Employee may voluntarily return to the unit from which s/he transferred or the Company may return him/her to that unit department because s/he cannot fulfill meet the requirements of the job or the need for the position is deemed not necessary within thirty job, after a minimum of five (305) working days, but before 30 calendar days of from the date of transfer. g. In the event an Employee accepts transfer under Paragraph 10 and remains on the new job for more than thirty (30) days, s/he may not again apply for transfer for one (1) year after such transferb. Those Employees identified in Section 7 of this Article. h. In c. Management may consider requests of probationary Employees wishing to bid or transfer at Management’s sole discretion. d. Newly hired Employees. Following completion of their probationary period, the event department seniority of newly hired Employees shall be the date they were hired. The Company will prepare an Employee refuses a transfer under Paragraph 10 after applying therefore, or voluntarily returns up-to-date recording of current job postings which will be available to the unit from which s/he transferred, s/he may not again apply for transfer for six (6) months after Employees 24-hours a day. Any Employee off sick or on vacation shall submit his intent to bid on any such eventopenings to the Human Resources Department within the 5-day posting period.