PROMOTIONS AND JOB BIDDING. Section 1: The Employer will determine when a vacancy exists or a new position is to be created and/or whether the vacancy or new position is to be filled.
PROMOTIONS AND JOB BIDDING. 30.01 Job vacancies within the bargaining unit shall be filled through the bidding procedure as outlined below. The priority for utilizing this Article is established in Article 49, FORCE ADJUSTMENTS. Prior to the job vacancy language below, the Company will utilize the Location Placement Process first: N Location Placement Process – Employees seeking to change work locations without changing their job title, may submit a request in writing to the receiving second level manager, with a copy to Human Resources and the Local Union office. When the company determines an opportunity becomes available at a work location, management will review the requests of interested employees. Vacancies will be filled on the basis of qualifications first and then if qualifications are substantially equal as determined by the Company, selections will be made based upon bargaining unit seniority.
PROMOTIONS AND JOB BIDDING. Employees will not be eligible to bid on a job until they have successfully completed their probationary period as specified in Article 10, Section 2. Employees who successfully bid to a job in a higher Job Category will, upon the commencement of the new job, receive either the entry level rate for the Job Category in which the new job falls or an one dollar ($1.00) per hour increase, whichever is greater. Employees shall be allowed only one (1) successful lateral job bid (i.e., within their Job Category) in a twelve (12) month period. Employees will be allowed only one (1) successful downward job bid (i.e., to a job in a lower Job Category) in a twenty-four (24) month period. When an employee takes a downward job bid, the employee’s pay will be reduced accordingly using the difference between job category entry level wages. If the employee returns to his/her previous job category he or she will receive their previous higher rate, unless the employee moves above their previous job category in which case their previous wage is used to calculate the new rate. For example, an employee in wage category E making $18.00 $19.94 per hour who moves to wage category C take a reduction of $1.89 $2.16 per hour. When the employee moves back to an E job category, the employee will receive their prior rate of $18.00 $19.94. If the employee moves above wage category E, the $18.00 $19.94 per hour rate will be used to calculate the new hourly rate per the method in this Section.
