Common use of Posted Vacancies Clause in Contracts

Posted Vacancies. 1. The district shall notify Association members of vacancies in the bargaining unit. Such posting of job vacancies shall be for a period of at least five (5) business days within the district, and shall include an anticipated start date. If the district does not, in its sole opinion, find the internal candidates to be sufficiently qualified for the position, the district may post to the outside prior to the closing of applications for the position. The district practice of posting job vacancy notices in district buildings in designated locations will suffice for meeting the notification requirement. If a posting exceeds 90 calendar days, the district will communicate the status of that posting to all applicants. 2. The district will not post a job vacancy if that posting is for a classification for which there is currently an employee on a recall list under Article 10 Seniority/RIF and Recall of this agreement, for which there are existing bumping rights. 3. When a job opening occurs, the district will give first consideration to applications from present employees if a position has not been filled by a current transfer request as referenced in 9.B. The first consideration process shall mean: a. The unit member will be given the right to interview for the position in keeping with the procedures outlined in this article; b. The district may consider outside candidates determined by the district to have met the qualifications specified on the posting; c. The district may consider the qualifications or abilities of both internal and outside applicants for new or additional responsibilities which are attached or included in the job posting; d. The most senior unit member will be selected for the position if two or more internal candidates are determined to be equally qualified by the administration. The inside candidate shall be selected if they are determined to be equally qualified with the outside candidate(s). The decision as to which applicant is the most qualified for the position will rest solely with the administration and is not subject to grievance. The process used for hiring can be grieved (see grievance procedures). 4. When an opening occurs for which no voluntary transfer takes place, or when a new position is created within the bargaining unit, an employee may apply for the vacant position. Upon regular application, all qualified present employees shall be given consideration for the vacancy. If an employee is qualified for the position sought, they will be entitled to an interview for the district posted position. If more than five (5) employees seek the same position, the district may use the criteria below to screen internal candidates so it is not obligated to interview more than five (5) employees. The criteria are: a. Demonstrated experience and performance evaluations in the same or similar position, b. Instructional and licensing requirements, c. Service to the District, d. Basic qualifications as included on the posting and other special training and skills as may be applicable. 5. An employee who has applied for a vacant position or has requested a transfer and who is not selected to fill that position may request a verbal response from the district indicating the reason(s) for non-selection. 6. The district shall furnish the president of the Association with copies of all job postings. All unit member applicants for a position shall be notified of the final decision. Within fourteen (14) days after the selection decision is announced,the district, upon request, shall supply the Association with a list of all bargaining unit members who applied for the vacancy. 7. A regular employee who applies for and accepts a new position with the district shall normally be placed into the new position within two (2) weeks of the posted start date, unless notified at the time of hire of the district’s need to extend that time line. In the event the district should need to delay placement of the employee into the new position, the employee may continue in the previous position, but will be compensated for all hours worked at the new rate of pay with all of the benefits and seniority appropriate to the new position.

Posted Vacancies. 1. The district shall notify Association members of vacancies in the bargaining unit. Such posting of job vacancies shall be for a period of at least five (5) business days within the district, and shall include an anticipated start date. If the district does not, in its sole opinion, find the internal candidates to be sufficiently qualified for the position, the district may post to the outside prior to the closing of applications for the position. The district practice of posting job vacancy notices in district buildings in designated locations will suffice for meeting the notification requirement. If a posting exceeds 90 calendar days, the district will communicate the status of that posting to all applicants. 2. The district will not post a job vacancy if that posting is for a classification for which there is currently an employee on a recall list under Article 10 Seniority/RIF and Recall of this agreement, for which there are existing bumping rights. 3. When a job opening occurs, the district will give first consideration to applications from present employees if a position has not been filled by a current transfer request as referenced in 9.B. employees. The first consideration process shall mean: a. The unit member will be given the right to interview for the position in keeping with the procedures outlined in this article; b. The district may consider outside candidates determined by the district to have met the qualifications specified on the posting; c. The district may consider the qualifications or abilities of both internal and outside applicants for new or additional responsibilities which are attached or included in the job posting; d. The most senior unit member will be selected for the position if two or more internal candidates are determined to be equally qualified by the administration. The inside candidate shall be selected if they are he/she is determined to be equally qualified with the outside candidate(s). The decision as to which applicant is the most qualified for the position will rest solely with the administration and is not subject to grievance. The process used for hiring can be grieved (see grievance procedures). 4. When an opening occurs for which no voluntary transfer takes place, or when a new position is created within the bargaining unit, an employee may apply for the vacant position. Upon regular application, all qualified present employees shall be given consideration for the vacancy. If an employee is qualified for the position sought, they he/she will be entitled to an interview for the district posted position. If more than five (5) employees seek the same position, the district may use the criteria below to screen internal candidates so it is not obligated to interview more than five (5) employees. The criteria are: a. Demonstrated experience and performance evaluations in the same or similar position, b. Instructional and licensing requirements, c. Service to the District, d. Basic qualifications as included on the posting and other special training and skills as may be applicable. 5. An employee who has applied for a vacant position or has requested a transfer and who is not selected to fill that position may request a verbal response from the district indicating the reason(s) for non-selection. 6. The district shall furnish the president of the Association with copies of all job postings. All unit member applicants for a position shall be notified of the final decision. Within fourteen (14) days after the selection decision is announced,, the district, upon request, shall supply the Association with a list of all bargaining unit members who applied for the vacancy. 7. A regular employee who applies for and accepts a new position with the district shall normally be placed into the new position within two (2) weeks of the posted start date, unless notified at the time of hire of the district’s need to extend that time line. In the event the district should need to delay placement of the employee into the new position, the employee may continue in the previous position, but will be compensated for all hours worked at the new rate of pay with all of the benefits and seniority appropriate to the new position.

Posted Vacancies. 1. The district shall notify Association members Employer will post a notice of all vacancies in occurring within the bargaining unitBargaining Unit which it intends to fill. Such posting of job vacancies shall notice will be posted on the bulletin boards and intranet for a period of at least five seven (57) business days within the districtcalendar days. Such notice will include job status (e.g. full time, part time, temporary**, casual), classification, qualifications, and shall include an anticipated start datethe assignment. At the same time, a posting with its assignment, if known, may be advertised externally. If the district does notemployer chooses not to fill a vacancy then the Employer will meet with the Union’s Representative to inform the Union of the reasons for not filling the vacancy as well as coverage and expected duration of the vacated position. (Note: The Employer will post a notice when “casuals” are required to increase the number of nurses on the casual list.) ** Note: Wherever practical, current qualified staff will be given the opportunity to fill temporary vacancies which become available. (a) Nurses wishing to apply for such posted vacancies, which effectively changes their status or classification, must make written application to the Employer within such seven (7) calendar day period. Applications submitted will be considered in its sole opinion, find conjunction with any relevant expression of interest which is on file pursuant to Article 8.04 and having regard to the internal candidates to be sufficiently qualified for the positionprovisions of Article 8.03. (b) Where a full-time or part-time nurse is engaged in a temporary job, the district may post nurse will be returned to the outside prior to nurse’s former status at the closing completion of applications for the position. The district practice of posting job vacancy notices in district buildings in designated locations will suffice for meeting the notification requirement. If a posting exceeds 90 calendar dayssuch temporary job, the district will communicate the status of provided that posting to all applicants. 2. The district will not post a job vacancy if that posting is for a classification for which there is currently an employee on a recall list under Article 10 Seniority/RIF and Recall of this agreement, for which there are existing bumping rights. 3. When a job opening occurs, the district will give first consideration to applications from present employees if a position has not been filled by deleted in the event of layoff. In any event, such nurse shall be able to exercise seniority rights to a current transfer request permanent position in the Health Unit. (c) Where no such nurses applied or where no qualified part-time or temporary nurses applied for such posted job vacancy, outside applicants will then be considered. (d) Effective December 1, 2004, where a newly hired temporary nurse is subsequently engaged as referenced a full-time nurse immediately following this period of temporary replacement employment and providing it is without a break in 9.B. The first consideration process shall mean:service of greater than sixty (60) days, a. The unit member i) the nurse will receive credit** towards completion of the full-time probationary period for the period of continuous service as a temporary nurse; or ii) where such period of continuous service has exceeded four (4) months (560 hours) the nurse’s name will be placed on seniority list and the nurse will be given seniority** as a full-time nurse which will date from the right to interview date the nurse was last hired as a temporary nurse. Four months is the equivalent of five hundred and sixty (560) hours. **Note: The period of time between the completion of the temporary assignment and the first day worked as full-time nurse is excluded from the calculation of the credited period. (e) i) Seniority for a full-time nurse, after completing the position in keeping with requisite probationary period, shall commence and accumulate from the procedures outlined in this article; b. The district may consider outside candidates determined date on which the nurse was last hired by the district to have met the qualifications specified on the posting; c. The district may consider the qualifications or abilities of both internal and outside applicants for new or additional responsibilities which are attached or included in the job posting; d. The most senior unit member will be selected for the position if two or more internal candidates are determined to be equally qualified by the administration. The inside candidate shall be selected if they are determined to be equally qualified with the outside candidate(s). The decision as to which applicant is the most qualified for the position will rest solely with the administration and is not subject to grievance. The process used for hiring can be grieved (see grievance procedures)Employer. 4. When an opening occurs for which no voluntary transfer takes place, or when a new position is created within the bargaining unit, an employee may apply for the vacant position. Upon regular application, all qualified present employees shall be given consideration for the vacancy. If an employee is qualified for the position sought, they will be entitled to an interview for the district posted position. If more than five (5) employees seek the same position, the district may use the criteria below to screen internal candidates so it is not obligated to interview more than five (5) employees. The criteria are: a. Demonstrated experience and performance evaluations in the same or similar position, b. Instructional and licensing requirements, c. Service to the District, d. Basic qualifications as included on the posting and other special training and skills as may be applicable. 5. An employee who has applied for a vacant position or has requested a transfer and who is not selected to fill that position may request a verbal response from the district indicating the reason(s) for non-selection. 6. The district shall furnish the president of the Association with copies of all job postings. All unit member applicants for a position shall be notified of the final decision. Within fourteen (14) days after the selection decision is announced,the district, upon request, shall supply the Association with a list of all bargaining unit members who applied for the vacancy. 7. A regular employee who applies for and accepts a new position with the district shall normally be placed into the new position within two (2) weeks of the posted start date, unless notified at the time of hire of the district’s need to extend that time line. In the event the district should need to delay placement of the employee into the new position, the employee may continue in the previous position, but will be compensated for all hours worked at the new rate of pay with all of the benefits and seniority appropriate to the new position.