Common use of Priority Placement Clause in Contracts

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. (a) The Employee will select a range of bands for placement. The Employee’s skills will be assessed by the Recruitment Unit Talent, Acquisition and Development (TAD) 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.the (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 they 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 At the time of election of priority placement, the Employee will indicate whether the Employer should or should not seek opportunities for the Employee in priority placement at other York University locations, provided they are within the same Employment Category from which the Employee has received job closure notice. (e) If an Employee who is priority placed is concerned with the hours of the identified position (more than one (1) hour from the daily start time of the position from which the Employee has received job closure notice), the Parties will meet to resolve the issue. The Employer agrees that throughout these discussions the priority placement process will continue and will not adversely affect the Employee. (f) For the purpose of priority placement, an Employee will be considered qualified where a training period of twenty forty-five (2045) 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. (eg) If the Employee is placed, the Employee will be protected from bumping, according to the following schedule, which includes any training and trial period: (fh) 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). (gi) 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. (hj) 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. (a) The Employee will select a range of bands for placement. The Employee’s skills will be assessed by the Recruitment Unit Talent, Acquisition and Development (TAD) 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 For the purpose of priority placement, an Employee will be considered qualified where a training period of twenty forty-five (2045) 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. (a) The During the notice period, an Employee who elects to participate in Priority Placement will select be placed in a range vacancy at the same or lower pay level within her redeployment unit provided she possesses the qualifications, skills, ability, and relevant experience to perform the work of bands for placementthe vacant position without training other than orientation. The Employer will endeavour to place the Employee in a vacant job that is materially the same as the one from which the Employee has been made redundant. An Employee must exhaust her options under Priority Placement before she may participate in the Displacement process. Full time Employees will be eligible for Priority Placement in other full-time positions. Part-time Employees will be eligible for Priority Placement in other part-time positions. For purposes of Article 17.06, Full-time Employees are those Employees whose regular hours of work are 910 hours or more per year. Part-time Employees are those where the Employee’s skills will be assessed by the Recruitment Unit within the Department regular hours 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 Unitwork are less than 910 hours per year. (b) The job posting proceduresAn Employee must provide written notice of her intention to participate in Priority Placement within ten (10) working days of receiving her layoff notice. Each Employee electing Priority Placement will, as outlined in Article 12 - Job Postingwithin five (5) working days of the election, submit a resume outlining her qualifications, skills, ability, and relevant experience to Human Resources Services. Such resumes will be suspended utilized by hiring managers to assist them in assessing an Employee’s suitability for those positions at Priority Placement. It is the applicable bands, responsibility of the Employee to ensure that the information on file with Human Resources Services is up-to-date and in the same employment category, as defined in Article 32 - Employment Category during the priority placement processincludes a current address and telephone number. (c) The An Employee will have the option to accept or decline an offer of a priority placement. An Employee must provide notice in writing to the Employer will first attempt to within three (3) working days of her acceptance of a priority place placement. If an Employee does not respond within the same band as the position from which he/three (3) working days, or declines an offer, she received notice of job closure. If the Employer is unable will forego any rights 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 rangedisplacement. (d) During The Employer may offer an Employee a priority placement into a limited term position. Should an Employee choose to accept such an offer, during the placementlast four (4) weeks of the limited term position, an the 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 positioneligible for further Priority Placement. 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 not commence 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 new placement available within until completion of the range, the Parties may meet to discuss possibilities outside the rangelimited term appointment. If no placement is available outside possible within the range, four (4) weeks and upon completion of the Employee must choose regular severance limited term assignment she will be placed on the recall list for eighteen (Article 15.1018) or layoff status twenty four (24) months as applicable under Article 15.1117.13 (a), effective unless she elects severance or, in the end case of the Employees described in Article 17.06(h), she will be placed on Priority Placement, on an unpaid basis, for a total period of up to twelve (12) months following the expiry of the notice period. (h) . If the an Employee does not successfully complete the trial perioddeclines an offer of Priority Placement into a limited term position, the Employee will choose regular severance (Article 15.10) or layoff status (Article 15.11). The Parties agree to meet she shall continue on Priority Placement in a Labour/Management forum to discuss any unsuccessful trial period.accordance with Article

Priority Placement. (a) The Employee will select a range of bands for placement. The Employee’s skills will be assessed by the Recruitment Unit Talent, Acquisition and Development (TAD) 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 For the purpose of priority placement, an Employee will be considered qualified where a training period of twenty forty-five (2045) 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. (a) The Employee will select a range of bands for placement. The Employee’s skills Employee will be assessed interviewed by the Recruitment Unit within the Department of Human Resources and Employee Relations and will complete testing where required. Once this the assessment process is completed the priority placement process will commence and the candidate will be interviewed by the potential hiring Unitcommence. (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. (a) The Employee will select a range of bands for placement. The Employee’s skills will be assessed by the Recruitment Unit Talent, Acquisition and Development (TAD) 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 they 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 At the time of election of priority placement, the Employee will indicate whether the Employer should or should not seek opportunities for the Employee in priority placement at other York University locations, provided they are within the same Employment Category from which the Employee has received job closure notice. (e) If an Employee who is priority placed is concerned with the hours of the identified position (more than one (1) hour from the daily start time of the position from which the Employee has received job closure notice), the Parties will meet to resolve the issue. The Employer agrees that throughout these discussions the priority placement process will continue and will not adversely affect the Employee. (f) For the purpose of priority placement, an Employee will be considered qualified where a training period of twenty forty-five (2045) 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. (eg) If the Employee is placed, the Employee will be protected from bumping, according to the following schedule, which includes any training and trial period: (fh) 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). (gi) 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. (hj) 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. (a) The Notwithstanding the provisions of Article 17.09 and for purposes of the application of Article 17.10, nothing prevents the Employer, the Association, and an affected Employee(s) from agreeing that the Employee will select a range of bands could be considered 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 Unitin a position outside their redeployment unit. (bi) The job posting proceduresDuring the notice period, as outlined in Article 12 - Job Posting, Employees who are subject to layoff will be suspended for those positions eligible to participate in Priority Placement. Employees must exhaust their options under Priority Placement before they may participate in the displacement process. Employees who choose not to participate in Priority Placement will be laid off at the end of their notice period and placed on a recall list for eighteen (18) months or twenty-four (24) months as applicable bandsunder Article 17.18(a). (ii) Employees who are funded through research grants, contracts, and physicians' xxxxxxxx will be eligible to participate in Priority Placement during the notice period. If such an Employee has not been placed under Priority Placement at the conclusion of the notice period, the Employee may participate in the same employment categorydisplacement process. If such an Employee is not placed under the displacement process, the Employee will be eligible to remain on Priority Placement, on an unpaid basis, for a total period of up to twelve (12) months following the expiry of the notice period. If an Employee has not been placed under Priority Placement at the conclusion of the twelve (12) month period following expiry of the notice period, the Employee may choose severance or be placed on the recall list for eighteen (18) to twenty-four (24) months as defined in applicable under Article 32 - Employment Category during the priority placement process17.18(a). (c) The Employer Each Employee eligible for Priority Placement will first attempt submit a resume outlining their qualifications, skills, demonstrated ability, and relevant job experience to priority place the Office of Human Resources. Such resumes will be utilized by hiring managers to assist them in assessing an Employee within Employee's suitability for Priority Placement. It is the same band as the position from which he/she received notice responsibility of job closure. If the Employer is unable to place the Employee within to ensure that the same band, the Employer will attempt placement in vacant positions within other selected bands starting information on file with the highest band Human Resources is up-to-date and moving downward through the rangeincludes a current address and telephone number. (d) During the placement, an Employee Priority for placement in a vacant position will first be considered qualified where a training period of twenty (20) working days would allow the individual given to meet the posted qualifications of the position. The Employee will Employees with access to Priority Placement and next to Employees who are on layoff and 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 periodrecall rights. (e) If the Employee is placed, the Employee Full-time Employees will be protected from bumpingeligible for Priority Placement in other full-time positions. Part-time Employees will be eligible for Priority Placement in other part-time positions. (For purposes of this provision, according to Full-time Employees are those Employees whose regular hours of work are 910 hours or more per year. Part- time Employees are those where the following schedule, which includes any training and trial period:Employee's regular hours of work are less than 910 hours per year.) (f) An Employees eligible for Priority Placement will be placed in vacancies at the same or lower pay level within their redeployment unit provided they possess the skill, ability and qualifications and relevant experience to perform the work of the vacant position without training other than orientation. The Employer will endeavour to place the Employee who in a vacant job that is materially the same as the one from which the Employee has refused either an interview or a job offer will choose regular severance (Article 15.10) or layoff status (Article 15.11)been made redundant. (g) If there are two (2) or more vacant positions for which the Employee is no placement available within the rangeeligible, the Parties preference of the Employee will prevail. (h) In the final two weeks of the notice period and where priority placement has not been possible within their redeployment unit and prior to being permitted to displace, Employees will be placed in vacancies at the same or lower pay level within other redeployment units provided they possess the skill, ability and qualifications and relevant experience to perform the work of the vacant position without training other than orientation. (i) If the vacant position into which an Employee is placed under this Article is in a lower pay level, the Employee's rate of pay will be "red circled", i.e. it will be frozen until the rate of their new position meets or exceeds their current rate. The Employer reserves the right to not priority place an Employee where the reduction in salary between the Employee's (j) Employees appointed to a position through Priority Placement will be subject to a trial period of up to twenty (20) working days. During this trial period, the Employee may meet be released from the position and will be eligible to discuss possibilities outside continue on Priority Placement, as defined above, for the range. If no placement is available outside remainder of the rangenotice period, at which time they may exercise their displacement rights. (k) Where an Employee declared redundant does not receive a Priority Placement, two (2) weeks prior to the termination of the notice period the Employee must choose regular one of the following: (i) displacement as in Article 17.11 (Displacement); or (ii) layoff with recall rights as in Article 17.18 (Recall Rights); or (iii) accept severance pay in accordance with the schedule in Appendix III. (iv) in the case of the Employees described in Article 15.10) or layoff status (Article 15.1117.10(b)(ii), effective continuation on Priority Placement, on an unpaid basis, for a total period of up to twelve (12) months following the end expiry 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. (a) The During the notice period, an Employee who elects to participate in Priority Placement will select be placed in a range vacancy at the same or lower pay grade provided the Employee possesses the qualifications, skills, ability, and relevant experience to perform the work of bands for placementthe vacant position without training other than orientation. The Employee’s skills Employer will be assessed by endeavour to place the Recruitment Unit within Employee in a vacant job that is materially the Department of Human Resources and same as the one from which the Employee Relations and will complete testing where requiredhas been made redundant. Once this assessment process is completed An Employee must exhaust their options under Priority Placement before they may participate in the priority placement process will commence and the candidate will be interviewed by the potential hiring UnitDisplacement process. (b) The job posting proceduresIf there are two (2) or more vacant positions for which the Employee is eligible, as outlined in Article 12 - Job Posting, the preference of the Employee 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 processprevail. (c) The Employer An Employee who chooses not to participate or fails to elect to participate in Priority Placement will first attempt to priority place an Employee within be laid off at the same band end of the notice period and placed on a recall list for eighteen (18) months or twenty-four (24) months 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 rangeapplicable under Article 17.08(a). (d) During If after having elected to participate in Priority Placement the placement, an Employee rejects a Placement the Employee will be considered qualified where a training period of twenty (20) working days would allow the individual forego any right 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 perioddisplacement. (e) If the vacant position into which an Employee is placedplaced under this Article is in a lower pay level, the Employee Employee’s rate of pay will be protected from bumping“red circled”, according i.e. it will be frozen until the rate of the new position meets or exceeds their current rate. The Employer reserves the right to not priority place an Employee where the following schedule, which includes any training reduction in salary between the Employee’s current rate and trial period:the rate of the suitable vacancy exceeds 20%. (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 not received Priority Placement must choose regular severance one of the options listed below two (Article 15.102) or layoff status (Article 15.11), weeks prior to the termination of the notice period. This choice will become effective at the end of the notice periodperiod if a priority placement is not found. (hi) If the Employee does not successfully complete the trial period, the Employee will choose regular severance layoff displacement as in Article 17.06 (Displacement); or (ii) layoff with recall rights as in Article 15.10) or layoff status 17.08 (Article 15.11Recall Rights). The Parties agree to meet in a Labour/Management forum to discuss any unsuccessful trial period.

Priority Placement. (a) The Employee will select a range of bands for placement. The Employee’s skills Employee will be assessed interviewed by the Recruitment Unit within the Department of Human Resources and Employee Relations and will complete testing where required. Once this the assessment process is completed the priority placement process will commence and commence. For clarity, the candidate will be interviewed by range of bands includes the potential hiring Unit. (b) Employee's current band or their current band downwards. 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 ugh 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) : bands lower bands lower bands lower bands lower O bands lower bands lower months months months months months months An Employee who has refused either an interview or a job offer will choose regular severance (Article 15.10O) or layoff status (Article 15.111). (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 15.10O) 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.