PROMOTION, DEMOTION AND TRANSFER. 32.01 For the purpose of this Agreement, the appointment of an employee to a different position constitutes:
(a) a promotion, where the maximum rate of pay for the new position exceeds the maximum rate of pay for the previous position;
(b) a demotion, where the maximum rate of pay for the new position is less than the maximum rate of pay for the previous position; or
(c) a transfer, where the appointment does not constitute a promotion or demotion.
32.02 In cases of promotion, demotion or where a seasonal employee applies for a regular position or is involved in a transfer to a regular position at the same level of classification, and where the requisite qualifications and ability of applicants is deemed to be relatively equal, the employee with the greatest seniority within the district, region or institution within a department shall be entitled to preference.
32.03 Promoted, transferred or demoted employees, other than employees demoted for disciplinary reasons shall be placed on a trial period of three (3) months. Conditional on satisfactory performance, the employee shall be considered permanent after the three (3) month trial period. In the event the successful applicant proves unsatisfactory in the position during the trial period, or if the employee is unable to perform the duties of the new job classification, he shall be returned to his former position without loss of seniority. Any other employee displaced because of this action shall also be adjusted accordingly.
32.04 Where there is a competition to fill a vacancy or an anticipated vacancy in the Bargaining Unit and where possible, the Employer shall have notices of such competition posted in the buildings out of which the employees work. Notice shall be posted until the competition closing date, or for ten (10) working days, whichever is greater. Copies of such competitions shall be forwarded to the Provincial Office of CUPE Local 1190.
32.05 The notice referred to in Article 32.04 shall contain the following information:
(a) description of the position;
(b) location of the position;
(c) required qualifications; and
(d) the applicable wage rate.
(a) When an employee has become incapacitated by a handicap, an illness, advancing years or a permanent disability and is unable to perform his regular duties such employee may request, in writing, a change in duties. The Employer, Union and employee shall make every reasonable effort to place the employee in a job consistent with his ability. However...
PROMOTION, DEMOTION AND TRANSFER. 8. A PROBATION PERIOD UPON PROMOTION
PROMOTION, DEMOTION AND TRANSFER. (a) Promotion means a change from an employee's position to one with a higher maximum salary.
PROMOTION, DEMOTION AND TRANSFER. In all cases of promotion, demotion and transfer of employees (except to or in categories outside the bargaining unit) the Company shall consider the following two (2) factors:
1. seniority
2. the requirements and efficiency of operations and the skill and ability of the employee to do the job. For the positions of Leadhand, skilled trades and/or xxxxxxxxxx xxx following applies. When, after consideration by the Company factor two (2) is relatively equal, seniority shall govern. Any test procedure shall be provided to the Union prior to posting and included on the posting notice. For other bargaining unit positions in the case of promotion only, seniority shall be the determining factor provided that the successful applicant is satisfactorily able to perform the duties of the job after a forty-five day (45) day training period.
PROMOTION, DEMOTION AND TRANSFER. A. When the Company decides to permanently fill a job vacancy, or when it creates a new job, the job will be posted. Each unit job opening description posted shall include the job classification title, pay range, working title, and, if available, a brief job description, anticipated shifts, required licenses and other pertinent data.
B. Such posting shall remain on the bulletin board for three (3) consecutive work days. All applications must be received within the posting period in order to be eligible. The posting period shall be extended for another three (3) consecutive workdays if the Company receives no qualified applications during the initial posting.
C. Workers shall not be limited on their rights to bid for posted job vacancies in a job class higher than their own. A worker who will be absent during the bidding period may submit a bid in writing prior to departing.
D. The filling of vacancies, new jobs, and promotions within the bargaining unit and transfer to lower paying jobs shall be on the basis of the worker’s qualifications as they apply specifically to the job in question, as well as the workers past performance. Those workers who are the most effective with regard to the above qualifications shall be promoted first. If workers are equal in such qualifications a promotion or vacancy shall be filled by seniority order within the geographical area of the operation where the worker is working. In making determinations for the purposes of this article, there will be no favoritism or unlawful discrimination by the Company.
E. A bargaining unit worker has the right to refuse a promotion to a supervisor or management position.
F. The Company shall have the right to fill temporary vacancies, such as during the posting period or those created by a worker’s short–term illness, injury or other temporary absence not exceeding ten (10) days, without regard to the posting procedures.
PROMOTION, DEMOTION AND TRANSFER. 15.3.1 When an employee is promoted to a position in a higher pay grade, he shall be placed on the step in such grade which provides the rate next above that which he received prior to the promotion. At the discretion of the Sheriff, the Employee may be given an additional step.
15.3.2 Whenever an employee is demoted for incompetence, he shall be paid at that step in the xxxxx assigned to the lower title which corresponds to his years of service in the department. Whenever an employee is demoted for misconduct, he shall be paid at that step in the grade assigned to the title which the Sheriff and/or the Arbitrator determines is an appropriate penalty.
15.3.3 A permanent employee reinstated within one (1) year to his former position or to another position, in the same class, shall be paid at the rate within the salary grade which he was receiving at the time of layoff or other separation not reflecting discredit upon the employee.
15.3.4 If a permanent employee has accepted a provisional promotional appointment and returns to his original position, he shall be placed in the salary step he would normally have attained had he not accepted the provisional appointment.
15.3.5 The effective date of salary increases and decreases shall be the first day of the pay period following the transaction.
15.3.6 Upon amendment of the salary plan, the following adjustments shall be made:
1) An employee occupying a position in a class allocated to a pay grade which is revised upward, shall be moved from the step he is occupying at the time of reallocation to the corresponding step in the new salary grade.
2) A permanent employee occupying a position in a class which has been reallocated downward shall be placed on that step in the new grade which results in the least economic loss for the employee, but shall not result in an economic gain.
PROMOTION, DEMOTION AND TRANSFER. Section 1. (a) Promotion: Promotion is the change of an employee from a position in a lower classification to a position in a higher classification.
PROMOTION, DEMOTION AND TRANSFER. In all of promotion,demotion and transfer of employ- ees (except to or in categories outside the bargaining unit) the Company shall consider the following two (2)factors:
PROMOTION, DEMOTION AND TRANSFER. A. Promotion A promotion is the change of an employee from a position in a lower classification to a position in a higher classification.
B. Transfer A transfer is the change of an employee from one position to another position within the same classification.
Section 2 Job Posting When a job opening occurs, the position shall be posted by the University on the Human Resources bulletin board for a minimum of five (5) working days. Human Resources will send the Union Business Office a copy of the vacancy announcement at the time of posting. Posting will also be sent to the Chief Xxxxxxx, designated by the Union. The University may initiate its search for candidates upon posting, but the hiring supervisor shall not interview applicants from other sources until five (5) working days from the date of posting. All notices shall include the job title, classification, salary, qualifications, and a general description of the job duties. The University shall notify all employees who applied for such vacancy of the University's hiring decision in writing.
PROMOTION, DEMOTION AND TRANSFER
