Common use of POST AND BID Clause in Contracts

POST AND BID. POST AND BID PLAN Section 14.1 Employees who have acceptable performance and attendance will have the opportunity to bid on any job within the bargaining unit after they have completed the following service requirements in their current position. The Company may waive these service requirements based on the needs of the business. The Company will give notice to the union if these service requirements are waived. A. All qualified candidates for the vacancy will be placed by seniority on a roster. B. Selection instruments, where appropriate, will be administered by qualified personnel designated by the Company. Positions may require interviews by the receiving department as a part of the selection process. C. Qualified employees may test two (2) times for positions requiring assessments. The second assessment will be allowed only after a minimum of twelve (12) months following the first assessment and with proof of developmental activities or training specific to areas identified as needing improvement. D. Unsuccessful candidates will be notified prior to the announcement that the job is filled. E. A former employee, who was separated from the company involuntarily due to a reduction in force who files an application for re-employment and meets the standards established by the company, will be given priority consideration for a period of two (2) years from the date of separation over other off the street applicants if all qualifications are equal. If an employee refuses a job offer that matches a bid that is on file, that bid shall be canceled and it, or any other bid that would include the same job title, work group, and location, may not be resubmitted for a period of one (1) year from the date of refusal. When an employee is selected for a position through the Post and Bid Process, the employee will be released from his/her current job within a reasonable period of time. An employee cannot be refused a job based on release date negotiations. An employee may elect to retreat to his/her former job within six

POST AND BID. POST AND BID PLAN Section 14.1 Employees who have acceptable performance and attendance will have the opportunity to bid on any job within the bargaining unit after they have completed the following service requirements in their current position. The Company may waive these service requirements based on the needs of the business. The Company will give notice to the union if these service requirements are waived. A. All qualified candidates for the vacancy will be placed by seniority on a roster. B. Selection instruments, where appropriate, will be administered by qualified personnel designated by the Company. Positions may require interviews by the receiving department as a part of the selection process. C. Qualified employees may test two (2) times for positions requiring assessments. The second assessment will be allowed only after a minimum of twelve (12) months following the first assessment and with proof of developmental activities or training specific to areas identified as needing improvement. D. Unsuccessful candidates will be notified prior to the announcement that the job is filled. E. A former employee, who was separated from the company involuntarily due to a reduction in force who files an application for re-employment and meets the standards established by the company, will be given priority consideration for a period of two (2) years from the date of separation over other off the street applicants if all qualifications are equal. If an employee refuses a job offer that matches a bid that is on file, that bid shall be canceled and it, or any other bid that would include the same job title, work group, and location, may not be resubmitted for a period of one (1) year from the date of refusal. When an employee is selected for a position through the Post and Bid Process, the employee will be released from his/her current job within a reasonable period of time. An employee cannot be refused a job based on release date negotiations. An employee may elect to retreat to his/her former job within sixsix (6) months following placement if an opening exists. Following any retreat, the employee must complete six (6) months' service before he/she is eligible to post another bid. The Company, in its sole discretion, may retreat an employee due to unsatisfactory performance within twenty-four (24) months. Following such retreat, the employee shall not be eligible to post a bid for six (6) months. Section 14.2 There will be no change in basic rate of pay for Operations employee movement between job titles within the same wage schedule. A. If the employee is promoted to a higher wage schedule, he/she will move to the wage step that would result in at least a five percent (5%) increase. B. If the employee moves to or is demoted to a lower wage schedule, he/she will move to the wage step which is nearest (rounding down) to the participant's current rate of pay. Section 14.3 The Company shall pay employees who are permanently moved to another location at the request of the Company, a relocation payment up to six thousand dollars ($6,000.00) when supported by receipts. Subject to Company policy and the terms of this section, employees may receive an advance payment for relocation expense.

POST AND BID. POST AND BID PLANPLAN‌ Section 14.1 Employees who have acceptable performance and attendance will have the opportunity to bid on any job within the bargaining unit after they have completed the following service requirements in their current position. The Company may waive these service requirements based on the needs of the business. The Company will give notice to the union if these service requirements are waived. A. All qualified candidates for the vacancy will be placed by seniority on a roster. B. Selection instruments, where appropriate, will be administered by qualified personnel designated by the Company. Positions may require interviews by the receiving department as a part of the selection process. C. Qualified employees may test two (2) times for positions requiring assessments. The second assessment will be allowed only after a minimum of twelve (12) months following the first assessment and with proof of developmental activities or training specific to areas identified as needing improvement. D. Unsuccessful candidates will be notified prior to the announcement that the job is filled. E. A former employee, who was separated from the company involuntarily due to a reduction in force who files an application for re-employment and meets the standards established by the company, will be given priority consideration for a period of two (2) years from the date of separation over other off the street applicants if all qualifications are equal. If an employee refuses a job offer that matches a bid that is on file, that bid shall be canceled and it, or any other bid that would include the same job title, work group, and location, may not be resubmitted for a period of one (1) year from the date of refusal. When an employee is selected for a position through the Post and Bid Process, the employee will be released from his/her current job within a reasonable period of time. An employee cannot be refused a job based on release date negotiations. An employee may elect to retreat to his/her former job within sixsix (6) months following placement if an opening exists. Following any retreat, the employee must complete six (6) months' service before he/she is eligible to post another bid. The Company, in its sole discretion, may retreat an employee due to unsatisfactory performance within twenty-four (24) months. Following such retreat, the employee shall not be eligible to post a bid for six (6) months. PAY TREATMENT ON MOVEMENT‌ Section 14.2 There will be no change in basic rate of pay for Operations employee movement between job titles within the same wage schedule. A. If the employee is promoted to a higher wage schedule, he/she will move to the wage step that would result in at least a five percent (5%) increase. B. If the employee moves to or is demoted to a lower wage schedule, he/she will move to the wage step which is nearest (rounding down) to the participant's current rate of pay.‌ Section 14.3 The Company shall pay employees who are permanently moved to another location at the request of the Company, a relocation payment up to six thousand dollars ($6,000.00) when supported by receipts. Subject to Company policy and the terms of this section, employees may receive an advance payment for relocation expense.