Procedures for Termination of Job Sharing. (a) Either partner or the University due to bona fide operational reasons, may upon 30 days' notice, terminate the job sharing arrangement. Notification of termination will be given to Human Resources and the B.C. Government and Service Employees' Union Staff Representative and Chairperson. The most senior employee, subject to satisfactory performance, will be offered the full-time position; the onus will be on the junior employee to find alternate employment. If the most senior employee turns down the offer of the full-time position, the onus is on that employee to find alternate employment, and the most junior employee, subject to satisfactory performance, will be offered the position. Should he or she turn it down, the onus is on that employee to seek alternate employment. The position will revert to full-time regular status and be posted in accordance with the Collective Agreement.
(b) Where one of the partners is resigning, the other partner, subject to satisfactory performance, will be offered the position on a full-time basis (Note: Partners in a job share arrangement must give the University four weeks' written notice of resignation). If the remaining partner turns it down, he/she would revert to full-time and would have 60 days to propose and finalize another job share arrangement. The onus is on the employee to seek alternative employment if he/she no longer wishes to job share, or if he/she is unable to obtain an approved job sharing arrangement. In that case the position will revert to full-time status and be posted in accordance with the Collective Agreement.
(c) At the end of the trail period, any outstanding job sharing arrangement will be terminated according to the aforementioned termination procedures unless a further agreement between the University and the B.C. Government and Service Employees' Union is reached to continue the arrangements.
(d) Both parties agree that decisions to terminate a job sharing arrangement are not grievable.
Procedures for Termination of Job Sharing. (a) Either partner may terminate the job share arrangement by posting into a different position, resigning, or commencing an approved leave of absence.
(b) The Employer may, upon thirty (30) days written notice, terminate the job share arrangement due to bona fide business reasons.
(c) If the Employer terminates the job sharing arrangement, the most senior employee will be offered the full time position. If the most senior employee declines the offer of the full time position, they will be considered to have resigned. The full-time position will then be posted. If the remaining partner does not apply for the full-time position they will be considered to have resigned. If the remaining partner does apply for the full-time position and is not successful, they will be considered to be displaced and eligible for lay off and recall pursuant to Article 4.16.
(d) If either partner terminates the job sharing arrangement and the remaining partner wishes to continue with the job sharing arrangement, the Employer will post the vacant job sharing position. If the Employer is unable to fill the vacant position, the position reverts to a full-time position and will be posted. If the remaining partner does not apply for the full-time position they will be considered to have resigned. If the remaining partner does apply for the full-time position and is not successful, they will be considered to be displaced and eligible for lay off and recall pursuant to Article 4.16.
(e) At the end of the trial period, any outstanding job sharing arrangements will be terminated
Procedures for Termination of Job Sharing. (a) Either partner or the University due to bona fide operational reasons, may upon thirty
Procedures for Termination of Job Sharing. Either partner, or the College due to bona fide operational reasons, may upon 30 days notice, terminate the job sharing arrangement. Notification of termination will be given to Human Resources and the BCGEU Staff Representative and Chairperson. The most senior employee, subject to satisfactory performance, will be offer the full-time position; the onus will be on the junior employee to find alternate employment. If the most senior employee turns down the offer of the full-time position, the onus is on that employee to find alternate employment, and the most junior employee, subject to satisfactory performance, will be offered the position. Should he or she turn it down, the onus is on that employee to seek alternate employment. The position will revert to full time regular status and be posted in accordance with the collective agreement.
