Priority Placement. (a) The Employee will select a range of bands for placement. The Employee’s skills will be assessed by the Recruitment Unit within the Department of Human Resources and Employee Relations and will complete testing where required. Once this assessment process is completed the priority placement process will commence and the candidate will be interviewed by the potential hiring Unit.
(b) The job posting procedures, as outlined in Article 12 - Job Posting, will be suspended for those positions at the applicable bands, and in the same employment category, as defined in Article 32 - Employment Category during the priority placement process.
(c) The Employer will first attempt to priority place an Employee within the same band as the position from which he/she received notice of job closure. If the Employer is unable to place the Employee within the same band, the Employer will attempt placement in vacant positions within other selected bands starting with the highest band and moving downward through the range.
(d) During the placement, an Employee will be considered qualified where a training period of twenty (20) working days would allow the individual to meet the posted qualifications of the position. The Employee will have a trial period of thirty (30) working days unless otherwise agreed to, in writing, by the Parties. When an Employee requires training, the trial period will immediately follow the training period.
(e) If the Employee is placed, the Employee will be protected from bumping, according to the following schedule, which includes any training and trial period:
(f) An Employee who has refused either an interview or a job offer will choose regular severance (Article 15.10) or layoff status (Article 15.11).
(g) If there is no placement available within the range, the Parties may meet to discuss possibilities outside the range. If no placement is available outside the range, the Employee must choose regular severance (Article 15.10) or layoff status (Article 15.11), effective the end of the notice period.
(h) If the Employee does not successfully complete the trial period, the Employee will choose regular severance (Article 15.10) or layoff status (Article 15.11). The Parties agree to meet in a Labour/Management forum to discuss any unsuccessful trial period.
Priority Placement. Prior to the application of any selection process NAV CANADA shall seek to fill the vacant position by an employee eligible for priority placement. NAV CANADA shall review each category in the order set out below and determine if at the location where the position vacancy occurs there is an eligible employee. If no eligible employee is identified, NAV CANADA shall apply the process on a regional basis. If the vacant position is non-supervisory operational AI level 4 or 5 and no eligible employee has been identified at the location or in the region, NAV CANADA shall apply subparagraphs (a) and (b) of the process on a national basis. The order of categories is as follows:
(a) Qualified employees who have received notices of lay off (surplus) or who have been declared vulnerable;
(b) Qualified employees on lay-off and retaining recall rights;
(c) Qualified employees returning from leaves of absence of 12 months or more;
(d) Qualified employees who had previously applied for the same position and whose candidacy was accepted. The candidacy of these employees shall only be considered for 12 months. Only employees at the same or higher level than the vacant position shall be considered under the present paragraph.
Priority Placement.
14.1 Members on Priority Placement will be notified simultaneously of any vacant positions at the same or lower classification level than the highest classification level of any positions formerly held by the Member for which the Member appears to have the required skills, ability, and qualifications. Such vacant positions will not be subject to the normal posting requirements as described in Article 12.3 (Position Posting) until all Members on Priority Placement have been considered. Such Members (in order of seniority) will meet with the Human Resources Department and the hiring manager in order to confirm the Member's required skills, ability, and qualifications. No other Members will be interviewed or considered for these positions until all those on Priority Placement have been considered. A Member will accept or decline the position within three (3) days of the offer. Members who refuse an offer will not lose their entitlement to other Priority Placements. If a Member cannot be reached within five (5) days of the initial attempted contact, then the Member's opportunity for that Priority Placement is lost.
14.2 For the purposes of Priority Placement, a position will not be considered vacant during the period beginning when any Member has been interviewed for the position and ending when all interviewed Members have declined any offers for the position. Neither will a position be considered vacant once an offer has been made to an external candidate. The position will again be considered vacant if said offer, either verbal or written, is declined.
14.3 If a Member on Priority Placement accepts a Limited-Term position, through Priority Placement or internal application, the Member's notice period will pause on the date the Member accepted the position and the number of days and/or weeks remaining will be re-activated prior to the end of the Limited-Term position. At no time will this notice period be less than four (4) weeks. At this time, the Member will be notified of vacant positions as per Article 14.1, until the end of their notice period. Two weeks prior to termination of the Limited-Term, the provisions of Article 14.9 will apply.
14.4 If there are two (2) or more vacant positions for which the Member has the required skills, ability and qualifications, the preference of the Member will prevail.
14.5 Members who accept placement under this Article will be subject to a Trial Period as per Article
Priority Placement. If following the application of Article 38.04 or Article 38.05 the vacant or new position still remains to be filled, the Company shall seek to fill the vacant position by an employee eligible for priority placement. The Company shall review each category in the order set out below and determine if at the location where the position vacancy occurs there is an eligible employee. If no eligible employee is identified, the Company shall apply the process on a regional basis. Priority Placement shall be carried out in the following order:
Priority Placement. Notwithstanding Article E-1, a surplus employee may be placed into a vacant position classified at a level similar to or at a lower classification level, providing that the employee possesses the required knowledge, skill and ability to perform the work.
Priority Placement. An Employee having accepted this option shall be considered as an applicant for all available vacant positions in the same band. Unless the Employer can reasonably show that the Employee does not meet the posted qualifications the Employee shall be considered as qualified for such position.
Priority Placement. If following the application of Article 38.04 or Article 38.05 the vacant or new position still remains to be filled, the Company shall seek to fill the vacant position by an employee eligible for priority placement. The Company shall review each category in the order set out below and determine if at the location where the position vacancy occurs there is an eligible employee. If no eligible employee is identified, the Company shall apply the process on a regional basis. Priority Placement shall be carried out in the following order:
(a) qualified employees returning from leaves of absence of twelve (12) months or more;
(b) qualified employees who have received notices of lay-off (surplus) or who have been declared vulnerable;
(c) qualified employees on lay-off and retaining recall rights. Employees shall be considered for positions at the same or lower level than that of the vacant position, except for operational non-supervisory levels which may be at the same, lower, or higher level.
Priority Placement. Incoming students who make a housing deposit by the priority deadlines (MAY 1 for Fall semester and DECEMBER 1 for Spring semester) are given priority for housing placement, as availability allows. Students who deposit after the priority deadlines are assigned to a room on a space available basis.
Priority Placement. Prior to staffing a vacancy in accordance with the remainder of this Article, NAV CANADA shall assign a qualified employee who previously occupied a position at the same or higher level at the location where the vacancy occurs in order of precedence as follows:
(a) Employees who have received lay-off notices (surplus) in accordance with Article 45, Employment Security.
(b) Employees who have been laid off and retain recall rights in accordance with Article 45, Employment Security.
(c) Employees returning from an authorized Leave of Absence of more than twelve (12) months.
(d) An employee on priority in excess of twelve (12) months shall have their name removed from priority and their employment shall be terminated. Should there be more than one employee who is qualified at the same level of priority, the assignment shall be first offered to the employee with the most seniority. In determining qualifications NAV CANADA shall take into consideration the familiarization requirements for the position concerned.
Priority Placement. Employees who were downgraded without personal cause (i.e., where the downgrade was not due to misconduct, inefficiency, or at the employee’s own request), may be eligible for priority placement consideration. Re-promotion may be made to a grade previously held on a non-temporary basis or to an intervening grade. This applies only when the employee was downgraded in the Department and the re-promotion is to a grade formerly held in the Department. Employees under this provision will receive priority placement consideration for each grade for which they were demoted or downgraded.
