Common use of Priority Placement Clause in Contracts

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. ‌ 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 minimum education, skills, ability, and qualificationsexperience. 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 skillseducation, ability, skills and qualificationsexperience. 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.‌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.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 14.8 will apply. 14.4 If there are two (2) or more vacant positions for which the Member has the required minimum education, skills, ability and qualificationsexperience, the preference of the Member will prevail.prevail.‌ 14.5 Members who accept placement under this Article will be subject to a Trial Period as per ArticleArticle 12.

Priority Placement. ‌(a) 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 could be considered for priority placement in a position outside their redeployment unit. 14.1 Members on (i) During the notice period, Employees who are subject to layoff will be 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 notified simultaneously laid off at the end of any their notice period and placed on a recall list for eighteen (18) months or twenty-four (24) months as applicable under 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 displacement process. If such an Employee is not placed under the (c) Each Employee eligible for Priority Placement will submit a resume outlining their qualifications, skills, demonstrated ability, and relevant job experience to the Office of Human Resources. Such resumes will be utilized by hiring managers to assist them in assessing an Employee's suitability for Priority Placement. It is the responsibility of the Employee to ensure that the information on file with Human Resources is up-to-date and includes a current address and telephone number. (d) Priority for placement in a vacant positions position will first be given to Employees with access to Priority Placement and next to Employees who are on layoff and have recall rights. (e) 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 this provision, 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 regular hours of work are less than 910 hours per year.) (f) Employees eligible for Priority Placement will be placed in vacancies at the same or lower classification 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 highest classification level of any positions formerly held by Employee in a vacant job that is materially the Member for same as the one from 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 Employee has been made to an external candidate. The position will again be considered vacant if said offer, either verbal or written, is declinedredundant. 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 (4g) 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 qualificationsEmployee is eligible, the preference of the Member Employee will prevail. 14.5 Members who accept (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 (j) Employees appointed to a position through Priority Placement will be subject to a Trial Period trial period of up to twenty (20) working days. During this trial period, the Employee may be released from the position and will be eligible to continue on Priority Placement, as per Articledefined above, for the remainder of the notice 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 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 17.10(b)(ii), continuation on Priority Placement, on an unpaid basis, for a total period of up to twelve (12) months following the expiry of the notice period.

Priority Placement. ‌ 14.1 Members on (a) The Employer shall maintain a Priority Placement List of all Employees who have been provided notice of layoff, subject to Article 17.06(b). (b) An Employee shall be removed from the Priority Placement List in any of the following circumstances: i. she has requested of Human Resources that her name be removed from the list; ii. she has obtained an alternate position at the University within the bargaining unit; iii. her notice period has expired, unless she is a Research Employee, in which case, she shall be removed from the list one year after the notice period has expired; or iv. the Employee has accepted severance pay. (c) The Employer will be notified simultaneously of any endeavour to place Employees on the Priority Placement List into vacant positions materially the same from which they were subject to layoff, subject to the following rules: i. the vacant position must be at a pay grade that is the same or lower classification level than the highest classification level pay grade of any the positions formerly held by the Member for which Employee under JJES or JE 2009; ii. the Member appears to have Employee possesses the required qualifications, skills, ability, and qualificationsrelevant experience to perform the work of the vacant position with Minimal Training; iii. Such vacant positions Full-time Employees will not be subject to the normal posting requirements as described in Article 12.3 (Position Posting) until all Members on eligible for Priority Placement have been consideredin other full-time positions. Such Members (Part-time Employees will be eligible for Priority Placement in order other part- time positions. For purposes of seniority) will meet with 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 regular hours of work are less than 910 hours per year; iv. within 5 Working Days after the beginning of the notice period, the Employee must submit a resume to Human Resources Department and the hiring manager in order to confirm the Member's required Services outlining her qualifications, 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.‌relevant experience; 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 v. If there are two (2) 2 or more vacant positions for which the Member has the required skills, ability and qualificationsEmployee is eligible, the preference of the Member Employee will prevail; vi. If there are 2 or more Employees eligible to be placed into the same vacant position, the Employee with the greater seniority will be placed. 14.5 Members (d) The Employee may be required to attend a meeting with the hiring Supervisor. The purpose of such a meeting is to provide the hiring Supervisor with an opportunity to meet the Employee and to assess her qualifications, skills, ability and relevant experience for the position. Within a reasonable time prior to the meeting, the Employee will receive a copy of the Job Posting and the job description for the position. The meeting shall be held (e) An Employee will have the option to accept or decline an offer of a priority placement. An Employee must advise the Employer in writing within 3 Working Days of receiving such an offer of her intention to accept or decline the offer, failing which she shall be considered to have declined. (f) The Employer may offer an Employee a Priority Placement into a Limited Term position. Should an Employee choose to accept such an offer, she shall be temporarily removed from the Priority Placement List. Eight weeks prior to the expiry date of the Limited Term position, or any extension thereof, the Employee will be added to the Priority Placement List. If placed during this 8-week period, the Employee will not commence the new placement until completion of the limited term appointment, unless otherwise agreed between the Supervisor of the new placement and the Supervisor of the limited term appointment. If the Employee is not placed during this 8-week period, subject to Article 17.06(b), she will stay on the Priority Placement List for a period equal to the original notice period, on an unpaid basis. (g) Subject to Article 17.06(h), the current rate of pay of an Employee who accept placement under this Article is priority placed into a vacant position in a lower pay level, will be “red circled”, i.e. it will be frozen until the rate of her new position meets or exceeds her current rate. (h) The Employer shall not consider an Employee for a vacant position where: i. the Employee’s current rate of pay exceeds the wage rate at Step 10 of the vacant position by more than 20%; or ii. the vacant position is, or will be, funded by research grants, contracts or physician’s xxxxxxxx, and the Employee’s rate of pay would have otherwise been red circled; (i) An Employee appointed to a vacant position through Priority Placement will be subject to a Trial Period trial period of up to 20 Working Days. During this trial period, the Employee may be released from the position and her rights and entitlements pursuant to this Article 17 will be reinstated as per Articleif she had not been appointed. (j) An Employee subject to layoff pursuant to Article 17.02(b)ii. (reduction of hours) and on the Priority Placement List, may choose to accept the reduction in hours at any time during her notice period, provided the position has not been offered to someone else.

Priority Placement. ‌ 14.1 Members on (a) During the notice period, an Employee who elects to participate in Priority Placement will be notified simultaneously of any vacant positions placed in a vacancy at the same or lower classification level than pay grade provided the highest classification level of any positions formerly held by Employee possesses the Member for which the Member appears to have the required qualifications, skills, ability, and qualifications. Such vacant positions will not be subject relevant experience to perform 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 work of the offervacant position without training other than orientation. Members who refuse an offer The Employer will not lose their entitlement endeavour to other Priority Placements. If place the Employee in a Member cannot be reached within five (5) days of vacant job that is materially the initial attempted contact, then same as the Member's opportunity for that Priority Placement is lost.‌ 14.2 For one from which 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 Employee has been made to an external candidateredundant. The position will again be considered vacant if said offer, either verbal or written, is declinedAn Employee must exhaust their options under Priority Placement before they may participate in the Displacement process. 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 (4b) 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 qualificationsEmployee is eligible, the preference of the Member Employee will prevail. 14.5 Members (c) An Employee who accept placement chooses not to participate or fails to elect to participate in Priority (d) If after having elected to participate in Priority Placement the Employee rejects a Placement the Employee will forego any right to displacement. (e) 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 subject “red circled”, 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 reduction in salary between the Employee’s current rate and the rate of the suitable vacancy exceeds 20%. (f) An Employee who has not received Priority Placement must choose one of the options listed below two (2) weeks prior to the termination of the notice period. This choice will become effective at the end of the notice period if a Trial Period priority placement is not found. (i) layoff displacement as per Articlein Article 17.06 (Displacement); or (ii) layoff with recall rights as in Article 17.08 (Recall Rights).