Common use of Postings of Vacancies Clause in Contracts

Postings of Vacancies. (a) If the University decides to fill a position that is vacant, the position will be posted within forty‐two (42) working days from the date the position became vacant. If the position is to be abolished or the posting deferred, the University will inform the Union of its decision within the above mentioned time frame. (b) When an existing or newly created position in the bargaining unit needs to be filled on a permanent basis, the vacancy will be posted for at least five (5) working days prior to the expiry date specified on the posting. (c) Information on the posting will include: • position title and classification • salary range • functional summary • education and experience requirements • other qualifying skills and/or abilities which are pertinent to the job responsibilities • posting date and expiry date of the posting 9.2 The reclassification of an occupied position will not be deemed a vacancy under the provision of this agreement, and therefore, such reclassified positions will not be posted. 9.3 Both parties recognize the mutual benefits of providing current Employees with opportunities for promotion and transfer within the University. Employees, who meet qualifications as per a job posting and possess the knowledge and experience and past performance to meet the job requirements, shall be given preference over external applicants. 9.4 Employees have a right to apply for vacant positions within the bargaining unit and to receive acknowledgment of such application. It is understood and agreed that Employees who have successfully completed their probationary or assessment period may apply for any position posted under this article. An Employee who applies for such a vacancy in the bargaining unit and meets the qualifications as posted will be given an interview having received at least one (1) working day's notice. 9.5 The following process will be followed when a position becomes vacant: (a) The University will post a vacancy pursuant to Article 9. 1. The University may simultaneously or subsequently advertise vacancies elsewhere. Upon request, Human Resources shall provide the job description for the posted position. (b) All applications will be pre‐screened by Human Resources to identify internal/external applicants. (c) Human Resources, in consultation with the Department Head, will review internal applicants to determine whether they are qualified for the position. An internal applicant not qualified to receive an interview may, upon request, be informed of the reasons. (d) The Selection Committee shall consider qualified internal candidates. An internal candidate, who receives an interview and is unsuccessful, may, upon request, be given the reasons for not being offered the position. (e) Where there are no qualified internal candidates or no internal candidate is offered the position, external candidates will be considered. 9.6 Among competing applicants for a posted vacancy, the University shall consider knowledge, experience and past performance in assessing an applicant's ability to meet job requirements. Where two or more candidates are considered equal, seniority shall be the determining factor. 9.7 Where an Employee is a successful applicant for a job vacancy or new position carrying the same or higher classification, there shall be no decrease in salary as a result of the move. 9.8 Where an Employee is an unsuccessful applicant for a job vacancy or position within the bargaining unit that Employee shall be notified in writing within five (5) working days of the decision, with a copy to the Union. Upon request, the unsuccessful applicant shall be notified of the reasons for the decision. 9.9 A copy of each job posted will be sent to the President of the Union Local on the day that the job is posted. The University shall maintain one (1) official site for all postings, located in the hallway outside Human Resources. The University will endeavour to post vacancies at other sites on campus including the University’s web site. 9.10 The University in consultation with the Union may suspend normal job posting procedures in order to consider the reemployment of an employee who has been placed on the recall list, as per Article 12.

Postings of Vacancies. (a) If the University decides to fill a position that is vacant, the position will be posted within forty‐two forty-two (42) working days from the date the position became vacant. If the position is to be abolished or the posting deferred, the University will inform the Union of its decision within the above mentioned time frame. (b) When an existing or newly created position in the bargaining unit needs to be filled on a permanent basis, the vacancy will be posted for at least five (5) working days prior to the expiry date specified on the posting. (c) Information on the posting will include: •  position title and classification •  salary range •  functional summary •  education and experience requirements •  other qualifying skills and/or abilities which are pertinent to the job responsibilities •  posting date and expiry date of the posting 9.2 The reclassification of an occupied position will not be deemed a vacancy under the provision of this agreement, and therefore, such reclassified positions will not be posted. 9.3 Both parties recognize the mutual benefits of providing current Employees with opportunities for promotion and transfer within the University. Employees, who meet qualifications as per a job posting and possess the knowledge and experience and past performance to meet the job requirements, shall be given preference over external applicants. 9.4 Employees have a right to apply for vacant positions within the bargaining unit and to receive acknowledgment of such application. It is understood and agreed that Employees who have successfully completed their probationary or assessment period may apply for any position posted under this article. An Employee who applies for such a vacancy in the bargaining unit and meets the qualifications as posted will be given an interview having received at least one (1) working day's notice. 9.5 The following process will be followed when a position becomes vacant: (a) The University will post a vacancy pursuant to Article 9. 1. The University may simultaneously or subsequently advertise vacancies elsewhere. Upon request, Human Resources shall provide the job description for the posted position. (b) All applications will be pre‐screened pre-screened by Human Resources to identify internal/external applicants. (c) Human Resources, in consultation with the Department Head, will review internal applicants to determine whether they are qualified for the position. An internal applicant not qualified to receive an interview may, upon request, be informed of the reasons. (d) The Selection Committee shall consider qualified internal candidates. An internal candidate, who receives an interview and is unsuccessful, may, upon request, be given the reasons for not being offered the position. (e) Where there are no qualified internal candidates or no internal candidate is offered the position, external candidates will be considered. 9.6 Among competing applicants for a posted vacancy, the University shall consider knowledge, experience and past performance in assessing an applicant's ability to meet job requirements. Where two or more candidates are considered equal, seniority shall be the determining factor. 9.7 Where an Employee is a successful applicant for a job vacancy or new position carrying the same or higher classification, there shall be no decrease in salary as a result of the move. 9.8 Where an Employee is an unsuccessful applicant for a job vacancy or position within the bargaining unit that Employee shall be notified in writing within five (5) working days of the decision, with a copy to the Union. Upon request, the unsuccessful applicant shall be notified of the reasons for the decision. 9.9 A copy of each job posted will be sent to the President of the Union Local on the day that the job is posted. The University shall maintain one (1) official site for all postings, located in the hallway outside Human Resources. The University will endeavour to post vacancies at other sites on campus including the University’s web site. 9.10 The University in consultation with the Union may suspend normal job posting procedures in order to consider the reemployment of an employee who has been placed on the recall list, as per Article 12.

Postings of Vacancies. (a) If the University decides to fill a position that is vacant, the position will be posted within forty‐two thirty (4230) working days from the date the position became vacant. If the position is to be abolished or the posting deferred, the University will inform the Union of its decision within the above above-mentioned time frame. (b) When an existing or newly created position in the bargaining unit needs to be filled on a permanent basis, the vacancy will be posted for at least five ten (510) working days prior to the expiry date specified on the posting. (c) Information on the posting will include: • position title and classification • salary range • functional summary • education and experience requirements • other qualifying skills and/or abilities which are pertinent to the job responsibilities • posting date and expiry date of the posting 9.2 The reclassification of an occupied position will not be deemed a vacancy under the provision of this agreement, and therefore, such reclassified positions will not be posted. 9.3 Both parties recognize the mutual benefits of providing current Employees with opportunities for promotion and transfer within the University. Employees, who meet qualifications as per a job posting and possess the knowledge and experience and past performance to meet the job requirements, shall be given preference over external applicants. 9.4 Employees have a right to apply for vacant positions within the bargaining unit and to receive acknowledgment of such application. It is understood and agreed that Employees who have successfully completed their probationary or assessment period may apply for any position posted under this article. An Employee who applies for such a vacancy in the bargaining unit and meets the qualifications as posted will be given an interview having received at least one two (12) working day's notice. 9.5 The following process will be followed when a position becomes vacant: (a) The University will post a vacancy pursuant to Article 9. 1. The University may simultaneously or subsequently advertise vacancies elsewhere. Upon request, Human Resources shall provide the job description for the posted position. (b) All applications will be pre‐screened pre-screened by Human Resources to identify internal/external applicants. (c) Human Resources, in consultation with the Department Head, will review internal applicants first to determine whether they are qualified for the position. An internal applicant not qualified to receive an interview may, upon request, be informed of the reasons. (d) The Selection Committee shall consider qualified internal candidates. An internal candidate, who receives an interview and is unsuccessful, may, upon request, be given the reasons for not being offered the position. (e) Where there are no qualified internal candidates or no internal candidate is offered the position, external candidates will be considered. 9.6 Among competing applicants for a posted vacancy, the University shall consider knowledge, experience and past performance in assessing an applicant's ability to meet job requirements. Where two or more candidates are considered equal, seniority shall be the determining factor. 9.7 Where an Employee is a successful applicant for a job vacancy or new position carrying the same or higher classification, there shall be no decrease in salary as a result of the move. 9.8 Where an Employee is an unsuccessful applicant for a job vacancy or position within the bargaining unit that Employee shall be notified in writing writing, within five ten (510) working days of the decision, with a copy to the Union. Upon request, the unsuccessful applicant shall be notified of the reasons for the decision. 9.9 A copy of each job posted will be sent to the President of the Union Local on the day that the job is posted. The University shall maintain one (1) official site for all postings, located in the hallway outside Human Resources. The University will endeavour to post vacancies at other sites on campus including the University’s web site. 9.10 The University in consultation with the Union may suspend normal job posting procedures in order to consider the reemployment of an employee who has been placed on the recall list, as per Article 12.

Postings of Vacancies. (a) If the University decides to fill a position that is vacant, the position will be posted within forty‐two forty-two (42) working days from the date the position became vacant. If the position is to be abolished or the posting deferred, the University will inform the Union of its decision within the above mentioned time frame. (b) When an existing or newly created position in the bargaining unit needs to be filled on a permanent basis, the vacancy will be posted for at least five (5) working days prior to the expiry date specified on the posting. (c) Information on the posting will include: • position title and classification • salary range • functional summary • education and experience requirements • other qualifying skills and/or abilities which are pertinent to the job responsibilities • posting date and expiry date of the posting 9.2 The reclassification of an occupied position will not be deemed a vacancy under the provision of this agreement, and therefore, such reclassified positions will not be posted. 9.3 Both parties recognize the mutual benefits of providing current Employees with opportunities for promotion and transfer within the University. Employees, who meet qualifications as per a job posting and possess the knowledge and experience and past performance to meet the job requirements, shall be given preference over external applicants. 9.4 Employees have a right to apply for vacant positions within the bargaining unit and to receive acknowledgment of such application. It is understood and agreed that Employees who have successfully completed their probationary or assessment period may apply for any position posted under this article. An Employee who applies for such a vacancy in the bargaining unit and meets the qualifications as posted will be given an interview having received at least one (1) working day's notice. 9.5 The following process will be followed when a position becomes vacant: (a) The University will post a vacancy pursuant to Article 9. 1. The University may simultaneously or subsequently advertise vacancies elsewhere. Upon request, Human Resources shall provide the job description for the posted position. (b) All applications will be pre‐screened pre-screened by Human Resources to identify internal/external applicants. (c) Human Resources, in consultation with the Department Head, will review internal applicants to determine whether they are qualified for the position. An internal applicant not qualified to receive an interview may, upon request, be informed of the reasons. (d) The Selection Committee shall consider qualified internal candidates. An internal candidate, who receives an interview and is unsuccessful, may, upon request, be given the reasons for not being offered the position. (e) Where there are no qualified internal candidates or no internal candidate is offered the position, external candidates will be considered. 9.6 Among competing applicants for a posted vacancy, the University shall consider knowledge, experience and past performance in assessing an applicant's ability to meet job requirements. Where two or more candidates are considered equal, seniority shall be the determining factor. 9.7 Where an Employee is a successful applicant for a job vacancy or new position carrying the same or higher classification, there shall be no decrease in salary as a result of the move. 9.8 Where an Employee is an unsuccessful applicant for a job vacancy or position within the bargaining unit that Employee shall be notified in writing within five (5) working days of the decision, with a copy to the Union. Upon request, the unsuccessful applicant shall be notified of the reasons for the decision. 9.9 A copy of each job posted will be sent to the President of the Union Local on the day that the job is posted. The University shall maintain one (1) official site for all postings, located in the hallway outside Human Resources. The University will endeavour to post vacancies at other sites on campus including the University’s web site. 9.10 The University in consultation with the Union may suspend normal job posting procedures in order to consider the reemployment of an employee who has been placed on the recall list, as per Article 12.