Posting And Filling Of Vacant Positions Sample Clauses

Posting And Filling Of Vacant Positions. In order to expedite filling of vacancies, Employers may elect to post vacancies electronically and/or on paper simultaneously within the Regional Health Authority, other Provincial Regional Health Authorities, and externally. Nonetheless, first consideration, in accordance with Article 21.04, shall still be provided to HSAS applicants from within the geographic boundaries of the Regional Health Authority. (a) Regional Health Authority Posting When a vacancy within a Regional Health Authority is to be filled, it shall first be posted electronically and/or on paper within the Regional Health Authority for a minimum ten (10) calendar days prior to selection, in all workplaces where HSAS members are employed. In filling the vacancy, first consideration shall be given to HSAS applicants employed within the geographical boundaries of the Regional Health Authority, in accordance with Article 21.04. Applicable seniority will be that recognized within the geographical boundaries of the Regional Health Authority. (b) Provincial Posting If the vacancy is not filled within the Regional Health Authority the vacancy shall be posted electronically and/or on paper for as long as the vacancy is open and for a minimum ten (10) calendar days in all Regional Health Authorities and in all workplaces where HSAS members are employed. In filling the vacancy, first consideration shall be given to HSAS applicants employed within the province, in accordance with Article 21.04. Applicable seniority will be that accumulated within the province. Any time and costs associated with attending the interview shall be the responsibility of the Employee. (c) All postings and external advertisements pertaining to HSAS positions shall have the following statement: “Preference for this position will be given to HSAS members in accordance with the terms and conditions of the SAHO/HSAS Collective Agreement”.
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Posting And Filling Of Vacant Positions. When a temporary position on the teaching staff of the district becomes available, the Board shall inform those on the recall list. The Board shall first offer the temporary position to the continuing teacher who has the most seniority on the recall list pursuant to this Article provided that teacher possesses the necessary qualifications for the available position.
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Posting And Filling Of Vacant Positions. In order to expedite the filling of vacancies, the Employer may elect to post vacancies electronically simultaneously within the Saskatchewan Health Authority and its Affiliates and externally. Nonetheless, first consideration, in accordance with Article 21.04, shall still be provided to HSAS applicants. (a) Posting Process (i) When a vacancy is to be filled, the vacancy shall be posted within thirty (30) calendar days of becoming vacant, electronically for as long as the vacancy is open and for a minimum seven (7) calendar days in all workplaces where HSAS members are employed and externally. (ii) In filling the vacancy, first consideration shall be given to HSAS applicants in accordance with Article 21.04. Applicable seniority will be that accumulated with the Saskatchewan Health Authority and its Affiliates. Any time and costs associated with attending the interview shall be the responsibility of the Employee. (iii) If the Employer does not intend to fill the vacancy, the Union shall be notified within thirty (30) calendar days if: (b) All postings and external advertisements pertaining to HSAS positions shall have the following statement: “Preference for this position will be given to HSAS members in accordance with the terms and conditions of the SAHO/HSAS Collective Agreement”. (c) The following information shall appear on each posting: For information purposes only, it is agreed that the conditions outlined below may be subject to change.
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Posting And Filling Of Vacant Positions. When a full-time vacancy is to be filled, it shall first be posted within Crestvue Ambulance Services Ltd. for ten (10) calendar days prior to selection. In filling the vacancy, first consideration shall be given to HSAS applicants employed by Crestvue Ambulance Services Ltd.
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Posting And Filling Of Vacant Positions. In order to expedite filling of vacancies, Employers may elect to post vacancies simultaneously within the Regional Health Authority, other Provincial Regional Health Authorities, and externally. Nonetheless, first consideration, in accordance with Article 21.04, shall still be provided to HSAS applicants from within the geographic boundaries of the Regional Health Authority. (a) Regional Health Authority Posting When a vacancy within a Regional Health Authority is to be filled, it shall first be posted within the Regional Health Authority for a minimum ten (10) calendar days prior to selection, in all workplaces where HSAS members are employed. In filling the vacancy, first consideration shall be given to HSAS applicants employed within the geographical boundaries of the Regional Health Authority, in accordance with Article 21.04. Applicable seniority will be that recognized within the geographical boundaries of the Regional Health Authority. (b) Provincial Posting If the vacancy is not filled within the Regional Health Authority the vacancy shall be posted for as long as the vacancy is open and for a minimum ten
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Posting And Filling Of Vacant Positions. In order to expedite filling of vacancies, Employers may elect to post vacancies simultaneously within the Regional Health Authority, other Provincial Regional Health Authorities, and externally. Nonetheless, first consideration, in accordance with Article shall still be provided to applicants from within the geographic boundaries of the Regional Health Authority.
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Posting And Filling Of Vacant Positions. (a) District Posting When a vacancy within a Health District is to be filled, it shall first be posted within the Health District for seven (7) calendar days prior to selection, in all workplaces where HSAS members are employed. In filling the vacancy, first consideration shall be given to HSAS applicants employed within the geographical boundaries of the Health District, in accordance with Article 20.04. Applicable seniority will be that recognized within the geographical boundaries of the Health District. (b) Provincial Posting Effective January 17, 2000, if the vacancy is not filled within the Health District the vacancy shall be posted for ten (10) calendar days in all Health Districts and in all workplaces where HSAS members are employed. In filling the vacancy, first consideration shall be given to HSAS applicants employed within the province, in accordance with Article 20.04. Applicable seniority will be that accumulated within the province. Any time and costs associated with attending the interview shall be the responsibility of the employee.
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Posting And Filling Of Vacant Positions. In this Article ―vacancy‖ shall mean an existing or newly created assignment, or position to which an employee is not assigned.
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Related to Posting And Filling Of Vacant Positions

  • Personnel Files ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

  • VACANCIES AND NEW POSITIONS 3.3.1 During the work year, written notices of vacancies and new positions within the bargaining unit will be posted on the District jobs website for not less than five (5) working days. For an applicant to be considered for a vacant or new position, they must: a. Submit their online application and all other required application materials no later than five (5) working days from the first day of the posting, and b. Possess the minimum skills and qualifications applicable to the vacant or new position. 3.3.2 A vacancy is an open position within the bargaining unit or non represented groups over 10 hours per week (i.e., 2.1 hours per day). Employees who meet the posted qualifications will receive an interview for the position upon application. Applicants not receiving an interview or offer of position will be given feedback, upon request. Skill tests will not normally be required if the skill requirements of the new position are not greater than the applicant's current assignment unless the skill test is deemed necessary to determine the most qualified applicant. Positions will be filled by any present or prospective employee based upon affirmative action requirements, experience, and job qualifications for the position. If two finalists are considered equal, then the applicant from within the district with the most bargaining unit seniority will be selected for bargaining unit positions. 3.3.3 Employees transferred to new positions in the bargaining unit will receive salary credit at full value for all prior experience gained within the bargaining unit. 3.3.4 Current employees within the bargaining unit who are accepted for a position under Section 3.3.2 above will be given a thirty (30) work day work trial. If the employee's performance on the new job is not satisfactory, she/he will be returned to her/his former position or to another suitable position. Absent just cause for termination, such employee will not be terminated due to her/his unsatisfactory performance during the thirty (30) day trial period. 3.3.5 Increased hours at the worksite will be offered first to the most senior employees within the classification, if qualified as determined by the supervisor at the worksite, providing they have a work schedule which can accommodate the additional hour(s) within a normal work week. The number of hours per week may be offered up to ten (10) hours, but may not result in a combined assignment of more than forty (40) hours per week. Employees wishing more hours of work will notify their supervisor/building administrator in writing. 3.3.6 Summer school assignments will be offered on a seniority basis, except that those employees who carry out the job during the course of the regular work year will receive first choice of refusal. 3.3.7 If the school district uses a numerical staffing formula to assign employees to schools based on enrollment, employee hours will be adjusted in October of the school year to reflect actual enrollment. The formula results and adjusted hours will be provided to the association president(s) by October 15. 3.3.8 The district will provide at least a two (2) week written notice of paraeducator hour reduction due to a decreased student overload factor. 3.3.9 An employee involuntarily transferred to a new position with a different job title will suffer no loss in hourly rate of pay. The transferred employee will be placed on the same experience step as in the previous position. An employee transferred to a position with a lower hourly rate of pay will be required to seek to restore lost pay by applying for open positions within the department for which he/she is qualified. An employee may choose to decline up to three (3) positions that will make him/her whole. Following the third (3rd) decline, any enhanced pay, travel time, and/or mileage reimbursements will end. 3.3.10 When reassignments are too numerous to fill individually, the district will schedule a reassignment meeting. The district will display all open positions and the current seniority list. Employees facing reassignment will be required to attend either in person or by proxy. By seniority, employees must select from any open position for which they are qualified to restore any lost hours. Such restoration cannot exceed thirty (30) additional minutes over lost hours. If hours cannot be restored with open positions by seniority, employees may bump the least senior person. Bumping will occur in the following order, first by the department in which they have lost hours and then by any other departments in which they retain seniority. Multiple reassignment meetings may be necessary. 3.3.11 Employees who have been reassigned will have priority rights, by seniority, to open positions for which they are qualified for up to twenty-four months. Reassigned employees will be required to communicate in writing, in person, by proxy, or by email their interest in a position in the pool no later than 4:00 PM of the day the position closes, if the position will make them whole. If employees have not responded by 4:00 PM of the day the position closes, they have declined the position. Notice of assignment will be provided via phone and follow-up letter within five (5) working days.

  • Personnel File An employee, or the President of the Union, or his/her designate, with the written authority of the employee, shall be entitled to review the employee's personnel file(s), both paper and, if applicable, electronic, in the office in which the file is normally kept, in order to facilitate the investigation of a grievance. The employee or the President, as the case may be, shall give the Employer adequate notice prior to having access to such file(s).

  • Access to Personnel Files All employees shall be allowed access to their personnel files during normal working hours for inspection and/or copies of documents which will be provided by the Employer. Such inspection shall be made subject to prior arrangement with the Employer.

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