Common use of Posting Procedure Clause in Contracts

Posting Procedure. ‌ The Employer will post all permanent hourly vacancies within the bargaining unit on the employer bulletin board. Job postings shall be posted for a minimum of seven calendar days. The closing date shall be identified on all job postings. Postings pursuant to this article shall contain the following information: title of position, main duties, qualifications, and process for submitting applications. Such qualifications will be relevant to the posted position. All applications for posted positions within the bargaining unit shall be in writing on the internal application form provided by the Employer. Employees must be in their current position for at least six months before they can apply for a new position. Once the application form is completed by the employee, it will be forwarded to their manager for review and sign off. Whether or not the manager signs off on the application it will be forwarded to Human Resources. Human Resources will review the application to confirm that the candidate meets the minimum qualifications and in addition will review the application in consideration of the factors listed in (e) below to determine if the employee’s application will be accepted. The factors to be considered when filling a vacancy with an internal bargaining unit candidate shall include, but not be limited to: (1) skills, abilities, experience, and qualifications; (2) performance, which includes relevant and current discipline on employees’ personnel file; (3) seniority with the Employer; Nothing shall prevent the Employer from posting or filling a vacancy externally, though it is understood by the parties to this agreement that priority will be given to the internal bargaining unit candidate provided the internal bargaining unit candidate has the same or equal skills, experience and qualifications as the external candidate, and provided there is no performance issues as set out in Clause 23.1 (e) above on the internal bargaining unit candidates’ file, that would, in the Employer’s view, affect their ability to successfully fulfill the duties of position. In filling positions under this article above, the successful applicant will be given a trial period of up to three months or 390 hours, whichever occurs later, to determine their suitability to perform the work required. During the trial period, the employee may elect to return, or the Employer may require the employee to return, to their former position, in which case the employee will return to an equivalent position and rate of pay, without loss of seniority. Any other employee affected thereby will be returned to their former position. In an employee returns to their former position, as outlined in (h) above they will be placed on the bottom of their job code seniority until the next schedule pick at which time their scheduling seniority prior to the trial period will be recognized.

Posting Procedure. ‌ ‌ (a) The Employer will post all permanent hourly vacancies within the bargaining unit on the employer bulletin board. The posting shall state the number of vacant or newly created positions anticipated. Copies of all postings will be forwarded to the Chair of the Union’s Labour Management Committee. (b) Job postings shall be posted for a minimum of seven calendar days. The closing date shall be identified on all job postings. . (c) Postings pursuant to this article in Clause 24.1(b), above, shall contain the following information: title of position, main duties, qualifications, and process for submitting applicationsmaking applications and wage range. Such qualifications will shall not be relevant to the posted position. established in an arbitrary manner. (d) All applications for posted positions within the bargaining unit shall be in writing on the internal an application form provided by the Employer. Employees must be in their current position for at least six months and passed their probationary or trial period, before they can apply for a new position. Once the application form is completed by the employee, it will be forwarded to their manager in person for review sign off and sign off. Whether or not the manager signs off on the application it will be forwarded to Human Resources. Human Resources will review the application to confirm that HR Department or the candidate meets the minimum qualifications and in addition will review the application in consideration of the factors listed in appropriate designated employee. (e) below to determine if the employee’s application will be accepted. The factors to be considered when filling a vacancy with an internal a bargaining unit candidate shall include, but not be limited to: (1) skillsSkills, abilities, experience, and qualifications; (2) performance, which includes relevant and current discipline on employees’ personnel file;Performance during the time with the Employer (3) seniority Seniority with the Employer; Employer Where factors (1) and (2) are relatively equal, then factor (3) shall govern. (f) Nothing shall prevent the Employer from posting or filling a vacancy externally, though it is understood by the parties to this agreement that priority will be given to the internal bargaining unit candidate provided the internal bargaining unit candidate has the same or equal skills, experience and qualifications as the external candidate, candidate and provided there is no performance issues as set out in Clause 23.1 (e) above discipline on the internal bargaining unit candidates’ file, that would, would in the Employer’s view, view affect their ability to successfully fulfill the duties of position. . (g) In filling positions under this article Clause 24.1(b) above, the successful applicant will shall be given a trial period of up to three months 320 hours, or 390 hourstwo months, whichever occurs laterfirst, to determine their suitability to perform the work required. . (h) During the trial period, the employee may elect to return, or the Employer may require the employee to return, to their former position, in which case the employee will return to an equivalent their former position and rate of pay, pay without loss of seniority. Any other employee affected thereby will be returned to their former positionposition at the former rate of pay without loss of seniority. In an employee returns to their former position, as outlined in (h) above they All affected employees will be placed on the bottom of their job code seniority until required to wait for the next schedule pick at which time their for scheduling seniority prior to the trial period will be recognizedseniority.

Posting Procedure. ‌ The Employer will post all permanent hourly vacancies 1. When the College determines to fill a regular vacancy or newly created position within the bargaining unit by any means other than a transfer within the bargaining unit, it will post a notice on the employer bulletin boardCollege’s website. Job postings shall be The notice will show the position title and department and describe the general job functions and responsibilities, the minimum qualifications, and the classification of the position. The notice will remain posted for a minimum of seven 5 business days, provided a position in the lowest pay level of any position band need not be re-posted if it was posted within the preceding 60 calendar days. The closing A copy of the notice will be provided to the Union President not later than the date of posting, so the Union President may post copies on the Union’s bulletin board(s). 2. Employees who desire to be considered for the posted vacancy shall be identified on all job postingscomplete the online application process within the allotted time. Postings pursuant to From this article shall contain list of equally qualified applicants from the following information: title of positionbargaining unit (considering the training, main dutiesexperience, qualifications, and process for submitting applications. Such qualifications will be relevant to the posted position. All applications for posted positions within the bargaining unit shall be in writing on the internal application form provided by the Employer. Employees must be in their current position for at least six months before they can apply for a new position. Once the application form is completed by the employeeskill, it will be forwarded to their manager for review and sign off. Whether or not the manager signs off on the application it will be forwarded to Human Resources. Human Resources will review the application to confirm that the candidate meets the minimum qualifications and in addition will review the application in consideration of the factors listed in (e) below to determine if the employee’s application will be accepted. The factors to be considered when filling a vacancy with an internal bargaining unit candidate shall include, but not be limited to: (1) skills, abilities, experienceability, and qualifications; (2) performanceavailability to perform the required work), which includes relevant and current discipline on employees’ personnel file; (3) seniority with the Employer; Nothing shall prevent the Employer from posting or filling a vacancy externally, though it is understood by the parties to this agreement that priority preference will be given to the internal bargaining unit candidate provided employee with the internal bargaining unit candidate has greater seniority. 3. Employees already in the same or equal skills, experience and qualifications position title as the external candidateposition to be filled but assigned to a different department or shift, may request transfer to that position before or during the posting period in accordance with other provisions of this Agreement. The final decision on accepting or rejecting an applicant rests with the College. 4. Current employees, who timely apply and provided there is no performance issues as set out in Clause 23.1 (e) above on are not selected to be interviewed by the internal bargaining unit candidates’ fileSearch Committee, that wouldmay request and will receive written feedback regarding the reason for their exclusion. Such requests should be submitted to Human Resources, in writing, within one week of notice of the Employer’s viewdecision. 5. Current employees who are interviewed by the Search Committee, affect their ability to successfully fulfill but not selected for the duties of position. In filling positions under this article above, the successful applicant will be given a trial period of up to three months or 390 hours, whichever occurs later, to determine their suitability to perform the work required. During the trial period, the employee may elect to return, or the Employer may require the employee to return, to their former position, may request and receive feedback regarding the selection decision. Such requests should be submitted to Human Resources, in which case writing, within one week of notice of the employee will return to an equivalent position and rate of pay, without loss of seniority. Any other employee affected thereby will be returned to their former position. In an employee returns to their former position, as outlined in (h) above they will be placed on the bottom of their job code seniority until the next schedule pick at which time their scheduling seniority prior to the trial period will be recognizeddecision.

Posting Procedure. ‌ (a) The Employer will post all permanent hourly vacancies within the bargaining unit on the employer Employer bulletin board. The posting shall state the number of vacant or newly created positions anticipated. Copies of all postings will be forwarded to the Chair of the Union’s Labour Management Committee. (b) Job postings shall be posted for a minimum of seven calendar days. The closing date shall be identified on all job postings. . (c) Postings pursuant to this article in Clause 24.1(b), above, shall contain the following information: title of position, main duties, qualifications, and process for submitting applicationsmaking applications and wage range. Such qualifications will shall not be relevant to the posted position. established in an arbitrary manner. (d) All applications for posted positions within the bargaining unit shall be in writing on the internal an application form provided by the Employer. Employees must be in their current position for at least six months and passed their probationary or trial period, before they can apply for a new position. Once the application form is completed by the employee, it will be forwarded to their manager in person for review sign off and sign off. Whether or not the manager signs off on the application it will be forwarded to Human Resources. Human Resources will review the application to confirm that HR Department or the candidate meets the minimum qualifications and in addition will review the application in consideration of the factors listed in appropriate designated employee. (e) below to determine if the employee’s application will be accepted. The factors to be considered when filling a vacancy with an internal a bargaining unit candidate shall include, but not be limited to: (1) skillsSkills, abilities, experience, and qualifications; (2) performance, which includes relevant and current discipline on employees’ personnel file;Performance during the time with the Employer (3) seniority Seniority with the Employer; Employer Where factors (1) and (2) are relatively equal, then factor (3) shall govern (f) Nothing shall prevent the Employer from posting or filling a vacancy externally, though it is understood by the parties to this agreement that priority will be given to the internal bargaining unit candidate provided the internal bargaining unit candidate has the same or equal skills, experience and qualifications as the external candidate, candidate and provided there is no performance issues as set out in Clause 23.1 (e) above discipline on the internal bargaining unit candidates’ file, that would, would in the Employer’s view, view affect their ability to successfully fulfill the duties of position. . (g) In filling positions under this article Clause 24.1(b) above, the successful applicant will shall be given a trial period of up to three months 320 hours, or 390 hourstwo months, whichever occurs laterfirst, to determine their suitability to perform the work required. . (h) During the trial period, the employee may elect to return, or the Employer may require the employee to return, to their former position, in which case the employee will return to an equivalent their former position and rate of pay, pay without loss of seniority. Any other employee affected thereby will be returned to their former positionposition at the former rate of pay without loss of seniority. In an employee returns to their former position, as outlined in (h) above they All affected employees will be placed on the bottom of their job code seniority until required to wait for the next schedule pick at which time their for scheduling seniority prior to the trial period will be recognizedseniority.

Posting Procedure. ‌ Any job opening governed by this Agreement known to last over ninety (90) days shall be open for bid except temporary assignments under Article IV. For the purpose of this Article, job openings shall be considered openings created by vacancy or by initiation of a new classification. The Employer will City shall post notices of all permanent hourly vacancies within the bargaining unit job openings as required by this Agreement on the employer bulletin boardboard at the City Shop and shall furnish the Union with a copy of the same. Job postings Such posting shall indicate the probable duration of the job. Vacancies shall be posted for bid for a minimum period of seven calendar daysnot less than five (5) working days in advance of award. After the closing date, a list of those bidding will be furnished to the Union and the Shop Xxxxxxx. The closing date City may make temporary assignments to facilitate this procedure. An employee working on temporary assignment will continue to build job seniority in his/her permanent job title. An employee does not sacrifice future bidding rights through failure to exercise his/her bidding rights. Regular employees qualified to bid may submit a written bid and it shall be identified on the bid applicant's responsibility to provide all job postings. Postings pursuant information in the bid which he/she feels important to this article shall contain the following information: title of position, main duties, qualifications, and process for submitting applications. Such qualifications will be relevant to the posted position. All applications for posted positions within the bargaining unit shall be in writing on the internal application form provided by the Employer. Employees must be in their current position for at least six months before they can apply for a new position. Once the application form is completed by the employee, it will be forwarded to their manager for review and sign off. Whether or not the manager signs off on the application it will be forwarded to Human Resources. Human Resources will review the application to confirm that the candidate meets the minimum qualifications and in addition will review the application in proper consideration of the factors listed in (e) below his/her qualifications. A person may bid from one classification to determine if the employee’s application will be accepted. The factors to be considered when filling a vacancy with an internal bargaining unit candidate shall include, another but not be limited to: (1) skills, abilities, experience, and qualifications; (2) performance, which includes relevant and current discipline on employees’ personnel file; (3) seniority with the Employer; Nothing shall prevent the Employer from posting or filling a vacancy externally, though it is understood by the parties to this agreement that priority first consideration will be given to those employees within the internal bargaining unit candidate provided classification in which the internal bargaining unit candidate has job is being bid. It is the same or equal skillsintent of the parties hereto that employees governed by this Agreement may be advanced to the highest job position for which they possess the necessary qualifications considering the factors identified in Article VI, experience Section 3. It is agreed by the parties hereto that the City retains the right to determine qualifications and qualifications as to select the external candidate, and provided there is no performance issues as set out in Clause 23.1 (e) above on person best suited for the internal bargaining unit candidates’ file, that would, in the Employer’s view, affect their ability to successfully fulfill the duties of position. In filling positions under this article above, the successful applicant The newly promoted employee will be given on a six (6) month trial period of up to three months or 390 hoursas provided in Article IV, whichever occurs later, to determine their suitability to perform Section 6. If the work required. During City does not receive any qualified bids within the trial five (5) working days posting period, the employee City may elect to return, fill the job by hiring outside or the Employer may require the employee to return, to their former position, in which case the employee will return to an equivalent position and rate of pay, without loss of seniority. Any by any other employee affected thereby will be returned to their former position. In an employee returns to their former position, as outlined in (h) above they will be placed on the bottom of their job code seniority until the next schedule pick at which time their scheduling seniority prior to the trial period will be recognizedmethod deemed appropriate.