Position Postings. 9.1 Vacancies within the bargaining unit for full-time, part-time and temporary positions shall be posted not less than seven (7) calendar days in advance of making an appointment. 9.2 Where circumstances require DynaLIFE to fill a posted vacancy before the expiry of seven (7) calendar days, the appointment shall be made on a temporary or relief basis only. 9.3 The notice of posting shall contain the following information: (i) duties of the position; (ii) qualifications required; (iii) assigned FTE; (iv) status of position, and expected term if a temporary position; (v) wage range in the collective agreement; (vi) for information purposes only the site(s) where the vacancies exist. 9.4 When all else is bona fide adjudged by DynaLIFE to be relatively equal between an internal and an external candidate, the internal candidate will receive preference on a posting. 9.5 DynaLIFE shall forward copies of the postings for vacancies for all positions within the bargaining unit to the Union office within seven (7) calendar days of the posting. 9.6 Where a vacancy for a temporary position has been filled by the appointment of a regular full-time or part-time Employee, and where, at the completion of the expected term of the temporary position, DynaLIFE decides that the Employee is no longer required in that position, she shall be reinstated in her former position. If such reinstatement is not possible, the Employee shall be placed in another suitable position. Such reinstatement or placement shall be without loss of seniority and at not less than the same rate of pay to which the Employee would be entitled had she remained in her former position. The reinstatement or placement of an Employee shall not be construed as a violation of the posting provisions. 9.7 During the term of the temporary position, the incumbent Employee shall not be eligible to apply for other temporary positions that commence before the current temporary position ends unless otherwise mutually agreed. The Employer shall notify the Employee of this provision at the time of hire to a Temporary position. 9.8 Once a vacancy has been posted and selected and the successful internal candidate accepts the transfer, the employee will remain in the position for not less than nine hundred and seventy five (975) worked hours unless: (i) A regular part-time employee secures a regular position of increased FTE; (ii) A casual employee secures a regular or temporary position; (iii) A position results in a change in classification, either a promotion or a decrease in classification a. Employees in temporary positions will be subject to Article 9.7; (iv) Mutually agreed by the Employee and Employer. 9.9 When, because of inability to perform the functions of a position or because of ill health or by her request, an Employee is transferred to a classification to which is assigned a lower wage scale, her rate will be adjusted immediately to the step in the lower wage scale that will result in the recognition of service from the date the current period of continuous employment commenced. 9.10 The Union’s Edmonton office shall be advised of the name of the successful applicant of a posting for a position in the bargaining unit within seven (7) calendar days of the appointment. Unsuccessful internal candidates shall be notified when the successful candidate is chosen and shall be provided with the name of the successful candidate upon request. 9.11 Where a temporary position has been filled by the appointment of a casual Employee, and, where, at the completion of the expected term of the temporary position, DynaLIFE decides that the Employee is no longer required in that position, she shall be reinstated to casual status. 9.12 At the time of hire or transfer, the successful applicant shall be provided with a letter of hire or change of status form which shall include the following: status, classification, date of hire or transfer/promotion as applicable, increment level, and number of hours per pay period. 9.13 All transfers and promotions shall be on a trial basis. The transferred or promoted Employee will be given a trial period equivalent to nine hundred and seventy-five (975) worked hours (exclusive of sick leave, any paid or unpaid leave of absence, vacation and inclusive of overtime hours worked on an hour for hour basis), in which to demonstrate her ability to perform the new tasks to the satisfaction of DynaLIFE. The trial period may be extended by agreement between the Union and DynaLIFE. Should such Employee fail to succeed during the trial period or request to return to her former position/status, DynaLIFE will reinstate her in her former position, or, if such reinstatement is not feasible, place the Employee in another suitable position. Such reinstatement or placement shall be without loss of seniority and at not less than the same rate of pay to which the Employee would be entitled had she remained in her former position. 9.14 When an Employee is promoted to a classification to which is assigned a higher wage scale, the wage of such promoted Employee shall be advanced to that step in the new scale which provides at least a four per cent (4%) wage increase or to the top step of the scale if that is not possible. An Employee’s hours worked for the purpose of qualifying for an increment shall not be changed as a result of a promotion. 9.15 Applications for newly created positions, transfers, or promotions shall be made in writing to DynaLIFE. (a) In making promotions and transfers, experience, performance and qualifications applicable to the position shall be the primary consideration. When these factors are bona fide adjudged by the Employer to be relatively equal, seniority shall be the deciding factor. (b) If all applicants for a vacancy are Casual Employees, experience, performance and qualifications applicable to the position shall be the primary consideration. When these factors are bona fide adjudged by the Employer to be relatively equal, the position shall be awarded to the Employee who
Appears in 1 contract
Samples: Collective Agreement
Position Postings. 9.1 Vacancies within the bargaining unit for full-time, part-time and temporary positions shall be posted not less than seven (7) calendar days in advance of making an appointment.
9.2 Where circumstances require DynaLIFE to fill a posted vacancy before the expiry of seven (7) calendar days, the appointment shall be made on a temporary or relief basis only.
9.3 The notice of posting shall contain the following information:
(i) duties of the position;
(ii) qualifications required;
(iii) assigned FTE;
(iv) status of position, and expected term if a temporary position;
(v) wage range in the collective agreement;
(vi) for information purposes only the site(s) where the vacancies exist.
9.4 When all else is bona fide adjudged by DynaLIFE to be relatively equal between an internal and an external candidate, the internal candidate will receive preference on a posting.
9.5 DynaLIFE shall forward copies of the postings for vacancies for all positions within the bargaining unit to the Union office within seven (7) calendar days of the posting.
9.6 Where a vacancy for a temporary position has been filled by the appointment of a regular full-time or part-time Employee, and where, at the completion of the expected term of the temporary position, DynaLIFE decides that the Employee is no longer required in that position, she shall be reinstated in her former position. If such reinstatement is not possible, the Employee shall be placed in another suitable position. Such reinstatement or placement shall be without loss of seniority and at not less than the same rate of pay to which the Employee would be entitled had she remained in her former position. The reinstatement or placement of an Employee shall not be construed as a violation of the posting provisions.
9.7 During the term of the temporary position, the incumbent Employee shall not be eligible to apply for other temporary positions that commence before the current temporary position ends unless otherwise mutually agreed. The Employer shall notify the Employee of this provision at the time of hire to a Temporary position.
9.8 Once a vacancy has been posted and selected and the successful internal candidate accepts the transfer, the employee will remain in the position for not less than nine hundred and seventy five (975) worked hours unless:
(i) A regular part-time employee secures a regular position of increased FTE;
(ii) A casual employee secures a regular or temporary position;
(iii) A position results in a change in classification, either a promotion or a decrease in classification
a. Employees in temporary positions will be subject to Article 9.7;
(iv) Mutually agreed by the Employee and Employer.
9.9 When, because of inability to perform the functions of a position or because of ill health or by her request, an Employee is transferred to a classification to which is assigned a lower wage scale, her rate will be adjusted immediately to the step in the lower wage scale that will result in the recognition of service from the date the current period of continuous employment commenced.
9.10 The Union’s Edmonton office shall be advised of the name of the successful applicant of a posting for a position in the bargaining unit within seven (7) calendar days of the appointment. Unsuccessful internal candidates shall be notified when the successful candidate is chosen and shall be provided with the name of the successful candidate upon request.
9.11 Where a temporary position has been filled by the appointment of a casual Employee, and, where, at the completion of the expected term of the temporary position, DynaLIFE decides that the Employee is no longer required in that position, she shall be reinstated to casual status.
9.12 At the time of hire or transfer, the successful applicant shall be provided with a letter of hire or change of status form which shall include the following: status, classification, date of hire or transfer/promotion as applicable, increment level, and number of hours per pay period.
9.13 All transfers and promotions shall be on a trial basis. The transferred or promoted Employee will be given a trial period equivalent to nine hundred and seventy-five (975) worked hours (exclusive of sick leave, any paid or unpaid leave of absence, vacation and inclusive of overtime hours worked on an hour for hour basis), in which to demonstrate her ability to perform the new tasks to the satisfaction of DynaLIFE. The trial period may be extended by agreement between the Union and DynaLIFE. Should such Employee fail to succeed during the trial period or request to return to her former position/status, DynaLIFE will reinstate her in her former position, or, if such reinstatement is not feasible, place the Employee in another suitable position. Such reinstatement or placement shall be without loss of seniority and at not less than the same rate of pay to which the Employee would be entitled had she remained in her former position.
9.14 When an Employee is promoted to a classification to which is assigned a higher wage scale, the wage of such promoted Employee shall be advanced to that step in the new scale which provides at least a four per cent (4%) wage increase or to the top step of the scale if that is not possible. An Employee’s hours worked for the purpose of qualifying for an increment shall not be changed as a result of a promotion.
9.15 Applications for newly created positions, transfers, or promotions shall be made in writing to DynaLIFE.
(a) In making promotions and transfersThe Parties share the objective of maximizing opportunity of employment for University of Manitoba students. Accordingly, experience, performance and qualifications applicable to the position shall be the primary consideration. When these factors are bona fide adjudged by the Employer to be relatively equalshall post all Regular Positions, seniority shall be the deciding factorexcept as outlined below in 14.1 (c) and (d) in all classifications of work traditionally performed by Bargaining Unit employees (i.e. Lecturer/Instructor, Teaching Assistant, Demonstrator, Tutor, Seminar Leader, and Grader/Marker). In accordance with Clause 1.16, postings for “Other Appointments” are not required.
(b) If all applicants Where the Employer has determined that a Regular Position in the Bargaining Unit (as defined in Clause 1.17) is to be filled, the Employer shall post a Position Vacancy Notice on the Human Resources website for a vacancy are Casual Employees, experience, performance and qualifications applicable minimum of fourteen (14) calendar days prior to the position shall be the primary consideration. When these factors are bona fide adjudged by date of application closure, except as outlined below in 14.1 (c) and (d).
(c) Where the Employer requires a Regular Position to be relatively equalfilled on short notice as a result of sick or other leaves or by unanticipated circumstances such as unexpected enrollment increases, additional funding, resignation, etc., where the start date of the position does not allow for the normal fourteen (14) calendar day posting period, the Employer may do so without posting. However, this does not preclude the Employer from also proceeding with a shortened posting, that is, less than what is outlined in
14.1 (b).
(i) Other exceptions to posting are only by mutual written agreement between University Staff Relations and the Local Union Office. Such agreement will not be unreasonably withheld.
(ii) Departments will provide written notification of all employees who have been appointed to a position shall that was not posted in accordance with (c), and in turn, Human Resources will notify the Union of all employees who have been appointed to a position that was not posted in accordance with (c).
(iii) Employees who have been appointed to a position that was not posted, in accordance with 14.1 (c) will not be awarded eligible to earn Continuance.
(d) Where a Department’s PhD program requires that a student obtain teaching experience as a program requirement, the Employer may appoint the PhD student to a lecturer/instructor position without posting, providing the Employer first provides the Union with documentation about this requirement. This provision may be applied to a specific student only once during their PhD program. Any subsequent appointment under this provision is conditional on the Employer receiving a mutual agreement from the Union in writing and providing reasons prior to the Employee whoappointment of the PhD student. Continuance rights as stipulated in Clause 13 shall not apply to such appointments.
Appears in 1 contract
Samples: Collective Agreement
Position Postings. 9.1 Vacancies within the bargaining unit for full-time, part-time and temporary positions shall be posted not less than seven (7) calendar days in advance of making an appointment.
9.2 Where circumstances require DynaLIFE to fill a posted vacancy before the expiry of seven (7) calendar days, the appointment shall be made on a temporary or relief basis only.
9.3 The notice of posting shall contain the following information:
(i) duties of the position;
(ii) qualifications required;
(iii) assigned FTE;
(iv) status of position, and expected term if a temporary position;
(v) wage range in the collective agreement;
(vi) for information purposes only the site(s) where the vacancies exist.
9.4 When all else is bona fide adjudged by DynaLIFE to be relatively equal between an internal and an external candidate, the internal candidate will receive preference on a posting.
9.5 DynaLIFE shall forward copies of the postings for vacancies for all positions within the bargaining unit to the Union office within seven (7) calendar days of the posting.
9.6 Where a vacancy for a temporary position has been filled by the appointment of a regular full-time or part-time Employee, and where, at the completion of the expected term of the temporary position, DynaLIFE decides that the Employee is no longer required in that position, she shall be reinstated in her former position. If such reinstatement is not possible, the Employee shall be placed in another suitable position. Such reinstatement or placement shall be without loss of seniority and at not less than the same rate of pay to which the Employee would be entitled had she remained in her former position. The reinstatement or placement of an Employee shall not be construed as a violation of the posting provisions.
9.7 During the term of the temporary position, the incumbent Employee shall not be eligible to apply for other temporary positions that commence before the current temporary position ends unless otherwise mutually agreed. The Employer shall notify the Employee of this provision at the time of hire to a Temporary position.
9.8 Once a vacancy has been posted and selected and the successful internal candidate accepts the transfer, the employee will remain in the position for not less than nine hundred and seventy five (975) worked hours unless:
(i) A regular part-time employee secures a regular position of increased FTE;
(ii) A casual employee secures a regular or temporary position;
(iii) A position results in a change in classification, either a promotion or a decrease in classification
a. Employees in temporary positions will be subject to Article 9.7;
(iv) Mutually agreed by the Employee and Employer.
9.9 When, because of inability to perform the functions of a position or because of ill health or by her request, an Employee is transferred to a classification to which is assigned a lower wage scale, her rate will be adjusted immediately to the step in the lower wage scale that will result in the recognition of service from the date the current period of continuous employment commenced.
9.10 The Union’s Edmonton office shall be advised of the name of the successful applicant of a posting for a position in the bargaining unit within seven (7) calendar days of the appointment. Unsuccessful internal candidates shall be notified when the successful candidate is chosen and shall be provided with the name of the successful candidate upon request.
9.11 Where a temporary position has been filled by the appointment of a casual Employee, and, where, at the completion of the expected term of the temporary position, DynaLIFE decides that the Employee is no longer required in that position, she shall be reinstated to casual status.
9.12 At the time of hire or transfer, the successful applicant shall be provided with a letter of hire or change of status form which shall include the following: status, classification, date of hire or transfer/promotion as applicable, increment level, and number of hours per pay period.
9.13 All transfers and promotions shall be on a trial basis. The transferred or promoted Employee will be given a trial period equivalent to nine hundred and seventy-five (975) worked hours (exclusive of sick leave, any paid or unpaid leave of absence, vacation and inclusive of overtime hours worked on an hour for hour basis), in which to demonstrate her ability to perform the new tasks to the satisfaction of DynaLIFE. The trial period may be extended by agreement between the Union and DynaLIFE. Should such Employee fail to succeed during the trial period or request to return to her former position/status, DynaLIFE will reinstate her in her former position, or, if such reinstatement is not feasible, place the Employee in another suitable position. Such reinstatement or placement shall be without loss of seniority and at not less than the same rate of pay to which the Employee would be entitled had she remained in her former position.
9.14 When an Employee is promoted to a classification to which is assigned a higher wage scale, the wage of such promoted Employee shall be advanced to that step in the new scale which provides at least a four per cent (4%) wage increase or to the top step of the scale if that is not possible. An Employee’s hours worked for the purpose of qualifying for an increment shall not be changed as a result of a promotion.
9.15 Applications for newly created positions, transfers, or promotions shall be made in writing to DynaLIFE.
(a) In making promotions and transfers, experience, performance and qualifications applicable to the position shall be the primary consideration. When these factors are bona fide adjudged by the Employer to be relatively equal, seniority shall be the deciding factor.
(b) If all applicants for a vacancy are Casual Employees, experience, performance and qualifications applicable to the position shall be the primary consideration. When these factors are bona fide adjudged by the Employer to be relatively equal, the position shall be awarded to the Employee whowho has the greatest number of hours worked with the Employer.
Appears in 1 contract
Samples: Collective Agreement
Position Postings. 9.1 Vacancies within the bargaining unit for full-time, part-time and temporary positions shall be posted not less than seven (7) calendar days in advance of making an appointment.
9.2 Where circumstances require DynaLIFE to fill a posted vacancy before the expiry of seven (7) calendar days, the appointment shall be made on a temporary or relief basis only.
9.3 The notice of posting shall contain the following information:
(i) duties of the position;
(ii) qualifications required;
(iiiIii) assigned FTE;
(iv) status of position, and expected term if a temporary position;
(v) wage range in the collective agreement;
(vi) for information purposes only the site(s) where the vacancies exist.
9.4 When all else is bona fide adjudged by DynaLIFE to be relatively equal between an internal and an external candidate, the internal candidate will receive preference on a posting.
9.5 DynaLIFE shall forward copies of the postings for vacancies for all positions within the bargaining unit to the Union Association office within seven (7) calendar days of the posting.
9.6 Where a vacancy for a temporary position has been filled by the appointment of a regular full-time or part-time Employee, and where, at the completion of the 1he expected term of the temporary position, DynaLIFE XxxxXXXX decides that the Employee is no longer required in that position, she shall be reinstated in her former position. If such reinstatement is not possible, the Employee shall be placed in another suitable position. Such reinstatement or placement shall be without loss of seniority and at not less than the same rate of pay to which the Employee would be entitled had she remained in her former position. The reinstatement or placement of an Employee shall not be construed as a violation of the posting provisions.
9.7 During the term of the temporary position, the incumbent Employee shall not be eligible to apply for other temporary positions that commence before the current temporary position ends unless otherwise mutually agreed. The Employer shall notify the Employee of this provision at the time of hire to a Temporary position.
9.8 Once a vacancy has been posted and selected and the successful internal candidate accepts the transfer, the employee will remain in the position for not less than nine hundred and seventy five (975) worked hours unless:
(i) A regular part-time employee secures a regular position of increased FTE;
(ii) A casual employee secures a regular or temporary position;
(iii) A position results in a change in classification, either a promotion or a decrease in classification
a. Employees in temporary positions will be subject to Article 9.7;
(iv) Mutually agreed by the Employee and Employer.
9.9 When, because of inability to perform the functions of a position or because of ill health or by her request, an Employee is transferred to a classification to which is assigned a lower wage scale, her rate will be adjusted immediately to the step in the lower wage scale that will result in the recognition of service from the date the current period of continuous employment commenced.
9.10 The Union’s Edmonton office shall be advised of the name of the successful applicant of a posting for a position in the bargaining unit within seven (7) calendar days of the appointment. Unsuccessful internal candidates shall be notified when the successful candidate is chosen and shall be provided with the name of the successful candidate upon request.
9.11 Where a temporary position has been filled by the appointment of a casual Employee, and, where, at the completion of the expected term of the temporary position, DynaLIFE decides that the Employee is no longer required in that position, she shall be reinstated to casual status.
9.12 At the time of hire or transfer, the successful applicant shall be provided with a letter of hire or change of status form which shall include the following: status, classification, date of hire or transfer/promotion as applicable, increment level, and number of hours per pay period.
9.13 All transfers and promotions shall be on a trial basis. The transferred or promoted Employee will be given a trial period equivalent to nine hundred and seventy-five (975) worked hours (exclusive of sick leave, any paid or unpaid leave of absence, vacation and inclusive of overtime hours worked on an hour for hour basis), in which to demonstrate her ability to perform the new tasks to the satisfaction of DynaLIFE. The trial period may be extended by agreement between the Union and DynaLIFE. Should such Employee fail to succeed during the trial period or request to return to her former position/status, DynaLIFE will reinstate her in her former position, or, if such reinstatement is not feasible, place the Employee in another suitable position. Such reinstatement or placement shall be without loss of seniority and at not less than the same rate of pay to which the Employee would be entitled had she remained in her former position.
9.14 When an Employee is promoted to a classification to which is assigned a higher wage scale, the wage of such promoted Employee shall be advanced to that step in the new scale which provides at least a four per cent (4%) wage increase or to the top step of the scale if that is not possible. An Employee’s hours worked for the purpose of qualifying for an increment shall not be changed as a result of a promotion.
9.15 Applications for newly created positions, transfers, or promotions shall be made in writing to DynaLIFE.
(a) In making promotions and transfers, experience, performance and qualifications applicable to the position shall be the primary consideration. When these factors are bona fide adjudged by the Employer to be relatively equal, seniority shall be the deciding factor.
(b) If all applicants for a vacancy are Casual Employees, experience, performance and qualifications applicable to the position shall be the primary consideration. When these factors are bona fide adjudged by the Employer to be relatively equal, the position shall be awarded to the Employee who
Appears in 1 contract
Samples: Collective Agreement
