Common use of Promotions and Transfers Clause in Contracts

Promotions and Transfers. Professional staff are eligible for a promotion which occurs when there is a vacancy at a higher level for which they are qualified. The announcement of the position vacancy will include a description of the position, a detailed outline of expected educational and professional requirements and the salary range for the position. Staff members may bid online on any open position for which they qualify provided those positions are not being reserved for staff members affected by a layoff or intradepartmental postings. All regular vacant negotiations unit positions will be posted on the University Hospital website. The announcement of the position vacancy will be posted daily online. Interested internal candidates are to apply online. Computer Kiosks for the purpose of accessing job vacancies will be available at each Human Resources Office. Beginning thirty (30) days after ratification of this agreement, each internal applicant within a department who applies during the first five (5) days of posting for a higher classification within the same department, as identified on the position posting, shall be interviewed. Each internal candidate will be notified in writing of the decision with respect to his or her candidacy on a timely basis. This decision will indicate: 1.) that the applicant has been offered the position, or 2.) that the applicant has not been offered the position, including a reason for such decision. The Hospital agrees that seniority and all other relevant criteria will be taken into consideration in the selection of internal applicants for a position. Any dispute regarding this paragraph shall be grievable to Step Two of the grievance procedure with the decision at Step Two being final and binding. Transfer in status or classification shall not delay the use of entitled benefits. At the time of promotion, a staff member shall be provided the opportunity to negotiate his/her salary increase and shall receive written notice of final salary offer. Acceptance of the position constitutes acceptance of the salary, and the amount of the promoted staff member’s salary shall not be subject to the grievance procedure. This provision shall not result in any promoted staff member being placed off guide. Voluntarily transferred and promoted staff members shall serve a ninety (90) calendar day probationary period, subject to a ninety (90) calendar day extension. Time spent on an authorized leave shall not count towards the probationary period. Reclassifications and Involuntary transfers within a Department do not serve a probationary period. Such staff member shall retain all benefits and rights pertaining to negotiations unit members, including access to the grievance procedure, except for the decision concerning the outcome and disposition of their probation period. At any time prior to the end of probation, the staff member may return to his/her former position, provided that it is still available. If an employee opts to return to his or her former position, the employee may not bid on another position for six months. Should the staff member fail probation, the Hospital shall return the staff member to his/her former position if it is still available. Should the staff member’s position not be available, the employee may be offered a vacant position to the classification of the former title held by the employee before the promotion, if one exists at University Hospital. If the vacant position is in a different department, the employee must serve a 90 calendar day probation period. If not, the employee will be placed on the recall list for one year.

Promotions and Transfers. Professional staff are eligible for a promotion which occurs when there is a vacancy at a higher level for which they are qualified. The announcement of the position vacancy will include a description of the position, a detailed outline of expected educational and professional requirements and the salary range for the position. Staff members may bid online on any open position for which they qualify provided those positions are not being reserved for staff members affected by a layoff or intradepartmental postings. All regular vacant negotiations bargaining unit positions will be posted on the University Hospital UMDNJ website. The announcement of the position vacancy will be posted daily online. Interested internal candidates are to apply online. Computer Kiosks for the purpose of accessing job vacancies will be available at each Human Resources Office. Beginning thirty (30) days after ratification of this agreement, each internal applicant within a department who applies during the first five (5) days of posting for a higher classification within the same department, as identified on the position posting, shall be interviewed. Each internal candidate will be notified in writing of the decision with respect to his or her candidacy on a timely basis. This decision will indicate: 1.) that the applicant has been offered the position, or 2.) that the applicant has not been offered the position, including a reason for such decision. The Hospital University agrees that seniority and all other relevant criteria will be taken into consideration in the selection of internal applicants for a position. Any dispute regarding this paragraph shall be grievable to Step Two of the grievance procedure with the decision at Step Two being final and binding. Staff members who wish to transfer within the same Department in the same title must submit a request on the University’s web-based tracking system. Within five (5) business days of the posting, they must notify in writing and/or e-mail of the transfer request to the immediate supervisor and appropriate HR Generalist of the vacant position. The University agrees that seniority and all other relevant criteria will be taken into consideration in the selection of internal candidates. Should the staff member be denied the transfer, said denial may be appealed to the Director of Human Resource Services who will consult with the Director of Labor Relations or designee, prior to rendering a decision within five (5) days of the denial. The Director of Human Resource Services shall render a decision on the appeal prior to any job offer being made to another candidate. Transfer in status or classification shall not delay the use of entitled benefits. At the time of promotion, a staff member shall be provided the opportunity to negotiate his/her salary increase and shall receive written notice of final salary offer. Acceptance of the position constitutes acceptance of the salary, and the amount of the promoted staff member’s salary shall not be subject to the grievance procedure. This provision shall not result in any promoted staff member being placed off guide. Voluntarily transferred and promoted staff members shall serve a ninety (90) calendar day probationary period, subject to a ninety (90) calendar day extension. Time spent on an authorized leave shall not count towards the probationary period. Reclassifications and Involuntary transfers within a Department do not serve a probationary period. Such staff member shall retain all benefits and rights pertaining to negotiations bargaining unit members, including access to the grievance procedure, except for the decision concerning the outcome and disposition of their probation period. At any time prior to the end of probation, the staff member may return to his/her former position, provided that it is still available. If an employee opts to return to his or her former position, the employee may not bid on another position for six months. Should the staff member fail probation, the Hospital University shall return the staff member to his/her former position if it is still available. Should the staff member’s position not be available, the employee may be offered a vacant position to the classification of the former title held by the employee before the promotion, if one exists at University Hospitalon the campus. If the vacant position is in a different department, the employee must serve a 90 calendar day probation period. If not, the employee will be placed on the recall list for one year.

Promotions and Transfers. Professional staff are eligible for a promotion which occurs when there is a vacancy at a higher level for which they are qualified. The announcement of the position vacancy will include a description of the position, a detailed outline of expected educational and professional requirements requirements, and the salary range for the position. Staff members Negotiation unit employees may bid apply online on for any open position for which they qualify provided those positions are not being reserved for staff members negotiation unit employees affected by a layoff or intradepartmental postings. All regular vacant negotiations unit positions will be posted on the University Hospital website. The announcement of the position vacancy will be posted daily online. Interested internal candidates are to apply online. Computer Kiosks kiosks for the purpose of accessing job vacancies will be available at each Human Resources Office. Beginning thirty (30) days after ratification of this agreement, each internal applicant within a department who applies during the first five (5) days of posting for a higher classification within the same department, as identified on the position posting, shall be interviewedoffice. Each internal candidate will be notified in writing of the decision with respect to his or her candidacy on a timely basis. This decision will indicate: 1.) that the applicant has been offered the position, or 2.) that the applicant has not been offered the position, including a reason for such decision. The Hospital University agrees that seniority and all other relevant criteria will be taken into consideration in the selection of internal applicants for a position. Any dispute regarding this paragraph shall be grievable to Step Two of the grievance procedure with the decision at Step Two being final and binding. Transfer in status or classification shall not delay the use of entitled benefits. At the time of promotion, a staff member negotiations unit employee shall be provided the opportunity to negotiate his/her salary increase and shall receive written notice of final salary offer. Acceptance of the position constitutes acceptance of the salary, and the amount of the promoted staff member’s negotiations unit employee's salary shall not be subject to the grievance procedure. This provision shall not result in any promoted staff member negotiations unit employee being placed off guide. Voluntarily transferred and promoted staff members negotiations unit employees shall serve a ninety (90) calendar day probationary period, subject to a ninety (90) calendar day extension. Time spent on an authorized leave shall not count towards the probationary period. Reclassifications and Involuntary transfers within a Department do not serve a probationary period. Such staff member negotiations unit employee shall retain all benefits and rights pertaining to negotiations unit membersemployees, including access to the grievance procedure, except for the decision concerning the outcome and disposition of their his/her probation period. At any time prior to the end of probation, the staff member negotiations unit employee may return to his/her former position, provided that it is still available. If an a negotiations unit employee opts to return to his or her former position, the negotiations unit employee may not bid apply on another position for six (6) months. Should the staff member negotiations unit employee fail probation, the Hospital University shall return the staff member negotiations unit employee to his/her former position if it is still available. Should the staff member’s negotiations unit employee's position not be available, the negotiations unit employee may be offered a vacant position to the classification of the former title held by the negotiations unit employee before the promotion, if one exists at University Hospitalon the campus. If the vacant position is in a different department, the negotiations unit employee must serve a 90 ninety (90) calendar day probation period. If not, the negotiations unit employee will be placed on the recall list for one year.

Promotions and Transfers. Professional staff are eligible for a promotion which occurs when Any time there is a vacancy at which has been determined to be filled in a higher level bargaining unit position, or a new position is created, the position shall be posted for which they are qualified. The announcement five working days and filled within 60 working days after completion of the position vacancy will include a description posting period. Notices of the position, a detailed outline of expected educational postings for new job creations and professional requirements and the salary range for the position. Staff members may bid online on any open position for which they qualify provided those positions are not being reserved for staff members affected by a layoff or intradepartmental postings. All regular vacant negotiations unit positions will be posted on the University Hospital website. The announcement of the position vacancy will be posted daily online. Interested internal candidates are to apply online. Computer Kiosks for the purpose of accessing job vacancies will be available at each sent to the President of the Union or designee who shall initial and return them to the Department of Human Resources. Upon receipt of the initialed posting or after two full working days if the initialed posting or notification of objection is not received, the Human Resources Office. Beginning thirty (30) days after ratification of this agreement, each internal applicant within a department who applies during Department will post the first five (5) days of posting for a higher classification within the same department, as identified on the position posting, shall be interviewed. Each internal candidate will be notified in writing of the decision with respect to his vacancy or her candidacy on a timely basis. This decision will indicate: 1.) that the applicant has been offered the position, or 2.) that the applicant has not been offered the position, including a reason for such decision. The Hospital agrees that seniority and all other relevant criteria will be taken into consideration in the selection of internal applicants for a new position. Any dispute regarding this paragraph bargaining unit member who meets the minimum qualifications of the posting shall be grievable eligible to Step Two apply for said position. To apply for said position, an employee must submit a written application to the Department of Human Resources. The position shall be granted to the most qualified employee. If there is only one applicant who meets the minimum qualifications, the department director with the vacancy may request a waiver of the grievance procedure testing after conducting an informal interview with the decision at Step Two being final and bindingsole applicant wherein the applicant’s credentials will be reviewed (work experience, training and/or education). Transfer in status or classification shall not delay If there are no qualified applicants from the use of entitled benefits. At bargaining unit, the time of promotion, a staff member position shall be provided open to outside hire. If the position is not filled with a qualified outside hire within six months, the position shall be re-posted or eliminated. A bargaining unit employee who is denied a position will be promptly given reasons in writing for denial. The employee who is granted the position shall be given a 90 calendar day trial period to determine his ability to perform the job. During the first 45 calendar days of the trial period, the employee shall have the opportunity to negotiate his/her salary increase and shall receive written notice of final salary offerrevert back to his former position. Acceptance of the Any person who is on probation or has been in his present position constitutes acceptance of the salary, and the amount of the promoted staff member’s salary shall not be subject to the grievance procedure. This provision shall not result in any promoted staff member being placed off guide. Voluntarily transferred and promoted staff members shall serve a ninety (90) calendar day probationary period, subject to a ninety (90) calendar day extension. Time spent on an authorized leave shall not count towards the probationary period. Reclassifications and Involuntary transfers within a Department do not serve a probationary period. Such staff member shall retain all benefits and rights pertaining to negotiations unit members, including access to the grievance procedure, except for the decision concerning the outcome and disposition of their probation period. At any time less than six months prior to the end of probation, posting may be excluded from consideration. Any employee who receives a promotion or a transfer and voluntarily reverts back to his former position may be excluded from consideration for a new position for nine months from the staff member may return to his/her former position, provided that it is still available. If an date the employee opts elects to return to his or her former position. Any time after 30 calendar days during the trial period, if the Employer feels the employee may not bid on another position for six months. Should the staff member fail probation, the Hospital shall return the staff member to his/her former position if it is still available. Should the staff member’s position will not be available, successful in fulfilling the employee may be offered a vacant position to the classification requirements of the former title held by the employee before the promotion, if one exists at University Hospital. If the vacant position is in a different department, the employee must serve a 90 calendar day probation period. If nottrial position, the employee will be placed returned to his previous classification. If the employee is unsatisfactory in the new position, notice and reasons shall be submitted to the Union in writing by the Employer with a copy to the employee. Any bargaining unit member wishing to be considered for a new position that may become available while he is on vacation will be considered for that position provided the employee, at least 10 working days prior to his departure, designates in writing to the Director of Human Resources the position or positions for which the employee wants to be considered. If testing is required for any position within the City, this fact will be noted on the recall list posting and shall be consistent for one yearall candidates for that posting.

Promotions and Transfers. Professional staff are eligible An employee who desires consideration for an available higher rated bargaining unit job opening shall make written application on a promotion which occurs when there is a vacancy at a higher level for which they are qualified. The announcement of form specified by the position vacancy will include a description of the positionCompany, a detailed outline of expected educational and professional requirements stating his/her qualifications and the salary range for the position. Staff members may bid online on any open position for which they qualify provided those positions he/she is applying. The Company will consider all such written requests on the basis of skill, ability, experience, performance, and quality of work, conduct, and adherence to work rules and attendance in making promotions. When qualified employees exist and all such factors are not being reserved equal as determined by the Management, bargaining unit seniority will be the governing factor. An employee who desires consideration for staff members affected a transfer to an available bargaining unit job opening which is the same or lower Labor Grade shall make written application on a form specified by a layoff or intradepartmental postingsthe Company stating his/her qualifications and the position for which he/she is applying. The Company will make reasonable efforts to accommodate such transfers considering such factors as skill, experience, performance, quality of work, conduct, adherence to work rules, attendance, and operational requirements. When qualified employees exist and all such factors are equal, bargaining unit seniority shall be the governing factor. All regular vacant negotiations unit positions requests for promotions or transfers will be posted on answered by the University Hospital websiteCompany. The announcement of Company will then notify the position vacancy will be posted daily online. Interested internal candidates are to apply online. Computer Kiosks for the purpose of accessing job vacancies will be available at each Human Resources Office. Beginning thirty (30) days after ratification of this agreement, each internal applicant Union and all applicants within a department who applies during the first five (5) working days of posting the resulting award. Employees transferred or promoted into a new classification must work in the classification for a higher minimum of six (6) months (excluding progression within a classification) before they are eligible for promotion or transfer to a different classification. This provision may be waived by mutual agreement. An employee who has seniority in a classification within the same departmentbargaining unit, as identified on the position postingand who is subsequently transferred to a non-bargaining unit position, shall be intervieweddeemed to have retained seniority rights in accordance with the provisions of this Agreement for a period of two (2) years from the date of transfer or promotion, minus any time in a non-bargaining unit position at the Point Mugu Naval installation. Each internal candidate If, in the opinion of the Company, it becomes necessary or advisable to return him/her to a position within the Bargaining Unit, all seniority rights accrued before such transfer or promotion will be notified in writing restored within the two (2) year period. In no case shall he/she displace any member of the decision with respect to his or her candidacy on a timely basis. This decision will indicate: 1Unit.) that the applicant has been offered the position, or 2.) that the applicant has not been offered the position, including a reason for such decision. The Hospital agrees that seniority and all other relevant criteria will be taken into consideration in the selection of internal applicants for a position. Any dispute regarding this paragraph shall be grievable to Step Two of the grievance procedure with the decision at Step Two being final and binding. Transfer in status or classification shall not delay the use of entitled benefits. At the time of promotion, a staff member shall be provided the opportunity to negotiate his/her salary increase and shall receive written notice of final salary offer. Acceptance of the position constitutes acceptance of the salary, and the amount of the promoted staff member’s salary shall not be subject to the grievance procedure. This provision shall not result in any promoted staff member being placed off guide. Voluntarily transferred and promoted staff members shall serve a ninety (90) calendar day probationary period, subject to a ninety (90) calendar day extension. Time spent on an authorized leave shall not count towards the probationary period. Reclassifications and Involuntary transfers within a Department do not serve a probationary period. Such staff member shall retain all benefits and rights pertaining to negotiations unit members, including access to the grievance procedure, except for the decision concerning the outcome and disposition of their probation period. At any time prior to the end of probation, the staff member may return to his/her former position, provided that it is still available. If an employee opts to return to his or her former position, the employee may not bid on another position for six months. Should the staff member fail probation, the Hospital shall return the staff member to his/her former position if it is still available. Should the staff member’s position not be available, the employee may be offered a vacant position to the classification of the former title held by the employee before the promotion, if one exists at University Hospital. If the vacant position is in a different department, the employee must serve a 90 calendar day probation period. If not, the employee will be placed on the recall list for one year.

Promotions and Transfers. Professional staff are eligible An employee who desires consideration for an available higher rated bargaining unit job opening shall make written application on a promotion which occurs when there is a vacancy at a higher level for which they are qualified. The announcement of form specified by the position vacancy will include a description of the positionCompany, a detailed outline of expected educational and professional requirements stating his/her qualifications and the salary range for the position. Staff members may bid online on any open position for which they qualify provided those positions he/she is applying. The Company will consider all such written requests on the basis of skill, ability, experience, performance, and quality of work, conduct, and adherence to work rules and attendance in making promotions. When qualified employees exist and all such factors are not being reserved for staff members affected equal as determined by a layoff the APM or intradepartmental postings. All regular vacant negotiations Program Manager, bargaining unit positions seniority will be posted on the University Hospital websitegoverning factor. The announcement of the position vacancy will be posted daily online. Interested internal candidates are to apply online. Computer Kiosks for the purpose of accessing job vacancies will be available at each Human Resources Office. Beginning thirty (30) days after ratification of this agreement, each internal applicant within a department An employee who applies during the first five (5) days of posting desires consideration for a higher classification within transfer to an available bargaining unit job opening which is the same department, as identified on the position posting, or lower Labor Grade shall be interviewed. Each internal candidate will be notified in writing of the decision with respect to his or her candidacy make written application on a timely basis. This decision will indicate: 1.) that form specified by the applicant has been offered the position, or 2.) that the applicant has not been offered the position, including a reason for such decision. The Hospital agrees that seniority and all other relevant criteria will be taken into consideration in the selection of internal applicants for a position. Any dispute regarding this paragraph shall be grievable to Step Two of the grievance procedure with the decision at Step Two being final and binding. Transfer in status or classification shall not delay the use of entitled benefits. At the time of promotion, a staff member shall be provided the opportunity to negotiate Company stating his/her salary increase qualifications and shall receive written notice of final salary offer. Acceptance of the position constitutes acceptance for which he/she is applying. The Company will make reasonable efforts to accommodate such transfers considering such factors as skill, experience, performance, quality of the salarywork, conduct, adherence to work rules, attendance, and operational requirements. When qualified employees exist and all such factors are equal, bargaining unit seniority shall be the amount governing factor. All requests for promotions or transfers will be answered by the Company. Disputes arising between the parties as to the interpretation and/or application of the promoted staff member’s salary this section shall not be subject to the grievance procedure. The Company will then notify the Union and all applicants within five (5) working days of the resulting award. Employees transferred or promoted into a new classification must work in the classification for a minimum of six (6) months (excluding progression within a classification) before they are eligible for promotion or transfer to a different classification. This provision shall not result may be waived by mutual agreement. An employee who has seniority in any promoted staff member being placed off guide. Voluntarily a classification within the bargaining unit, and who is subsequently transferred and promoted staff members shall serve a ninety (90) calendar day probationary period, subject to a ninety non-bargaining unit position, shall be deemed to have retained seniority rights in accordance with the provisions of this Agreement for a period of two (902) calendar day extensionyears from the date of transfer or promotion, minus any time in a non-bargaining unit position at Xxxxxxxxx AFB. Time spent on an authorized leave shall not count towards If, in the probationary opinion of the Company, it becomes necessary or advisable to return him/her to a position within the Bargaining Unit, all seniority rights accrued before such transfer or promotion will be restored within the two (2) year period. Reclassifications and Involuntary transfers within a Department do not serve a probationary period. Such staff In no case shall he/she displace any member shall retain all benefits and rights pertaining to negotiations unit members, including access to the grievance procedure, except for the decision concerning the outcome and disposition of their probation period. At any time prior to the end of probation, the staff member may return to his/her former position, provided that it is still available. If an employee opts to return to his or her former position, the employee may not bid on another position for six months. Should the staff member fail probation, the Hospital shall return the staff member to his/her former position if it is still available. Should the staff member’s position not be available, the employee may be offered a vacant position to the classification of the former title held by the employee before the promotion, if one exists at University Hospital. If the vacant position is in a different department, the employee must serve a 90 calendar day probation period. If not, the employee will be placed on the recall list for one yearUnit.

Promotions and Transfers. Professional staff are eligible for a promotion which occurs when there is a vacancy at a higher level for which they are qualified. The announcement of the position vacancy will include a description of the position, a detailed outline of expected educational and professional requirements and the salary range for the position. Staff members Negotiations unit employees may bid online on any open position for which they qualify provided those positions are not being reserved for staff members negotiations unit employees affected by a layoff or intradepartmental postings. All regular vacant negotiations bargaining unit positions that the University intends to fill will be posted through the University Human Resources Online Employment Application Process on the University Hospital UMDNJ Rutgers website. The announcement of the position vacancy will be posted daily online. Interested internal candidates are to apply onlineonline must apply through the University Human Resources Online Employment Application Process. Computer Kiosks for the purpose of accessing job vacancies will be available at each Human Resources Office. Beginning thirty (30) days after ratification of this agreementAgreement, each internal applicant within a department who applies during the first five (5) seven (7) calendar days of posting for a higher classification within the same department, as identified on the position posting, shall be interviewed. Each internal candidate will be notified in writing of the decision with respect to his or her candidacy on a timely basis. This decision will indicate: 1.) that the applicant has been offered the position, or 2.) that the applicant has not been offered the position, including a reason for such decision. The Hospital University agrees that seniority and all other relevant criteria will be taken into consideration in the selection of internal applicants for a position. Any dispute regarding this paragraph shall be grievable to Step Two of the grievance procedure with the decision at Step Two being final and binding. Negotiations unit employees who wish to transfer within the same Department in the same title must submit a request on the University’s web-based tracking system. Within five (5) business days of the posting, In addition, they must notify in writing and/or e-mail of the transfer request to the immediate supervisor and appropriate HR Generalist Representative of the vacant position. The University agrees that seniority and all other relevant criteria will be taken into consideration in the selection of internal candidates. Should the negotiations unit employee be denied the transfer, said denial may be appealed to the Director of Human Resource Services who will consult with the Director of Labor Relations or designee, prior to rendering a decision within five (5) days of the denial. The Director of Human Resource Services shall render a decision on the appeal prior to any job offer being made to another candidate. Transfer in status or classification shall not delay the use of entitled benefits. At the time of promotion, a staff member negotiations unit employee shall be provided the opportunity to negotiate his/her salary increase and shall receive written notice of final salary offer. Acceptance of the position constitutes acceptance of the salary, and the amount of the promoted staff membernegotiations unit employee’s salary shall not be subject to the grievance procedure. This provision shall not result in any promoted staff member negotiations unit employee being placed off guide. Voluntarily transferred and promoted staff members negotiations unit employees shall serve a ninety (90) calendar day probationary period, subject to a ninety thirty (9030) calendar day extension. Time spent on an authorized leave shall not count towards the probationary period. Reclassifications and Involuntary transfers within a Department do not serve a probationary period. Such staff member negotiations unit employee shall retain all benefits and rights pertaining to negotiations bargaining unit members, including access to the grievance procedure, except for the decision concerning the outcome and disposition of their probation period. At any time prior to the end of probation, the staff member negotiations unit employee may return to his/her former position, provided that it is still available. If an employee opts to return to his or her former position, the employee may not bid on another position for six months. Should the staff member negotiations unit employee fail probation, the Hospital University shall return the staff member negotiations unit employee to his/her former position if it is still available. Should the staff membernegotiations unit employee’s position not be available, the employee may be offered a vacant position to the classification of the former title held by the employee before the promotion, if one exists at University Hospitalon the campus. If the vacant position is in a different department, the employee must serve a 90 90-calendar day probation period. If not, the employee will be placed on the recall list for one year.. TENTATIVE AGREEMENT

Promotions and Transfers. Professional staff All promotions and voluntary transfers are eligible subject to a three (3) month trial period. During this trial period, the promoted or transferred employee may apply to revert to her former classification or service or may be demoted or transferred by the Facility, without loss of benefits accrued prior to and during the trial promotion or transfer. An employee who is given a promotion whether he remains in the new job or reverts to her former classification shall not be entitled to apply for another vacancy until a time period of six months (three (3) months in the case of a term position) from the original appointment date has elapsed. Upon promotion, an employee shall receive a salary applicable to her new classification which provides an increase above her former salary. The date of promotion will become an employee's anniversary date for salary increment purposes. The Facility agrees to post notice of all vacancies within the scope of this Collective Agreement, stating required qualifications, salary and working conditions for a promotion which occurs when there is a vacancy at a higher level for which they are qualified. The announcement period of the position vacancy will include a description of the position, a detailed outline of expected educational and professional requirements and the salary range for the position. Staff members may bid online on any open position for which they qualify provided those positions are not being reserved for staff members affected by a layoff or intradepartmental postings. All regular vacant negotiations unit positions will be posted on the University Hospital website. The announcement of the position vacancy will be posted daily online. Interested internal candidates are to apply online. Computer Kiosks for the purpose of accessing job vacancies will be available at each Human Resources Office. Beginning thirty (30) days after ratification of this agreement, each internal applicant within a department who applies during the first less than five (5) days of posting calendar days. The provision in above shall not preclude the Facility from simultaneously or subsequently advertising vacancies to the public. Each employee who applies for a higher classification within the same department, as identified on the position posting, shall be interviewed. Each internal candidate posted vacancy will be notified in writing of the decision with respect to his or disposition of her candidacy on a timely basis. This decision will indicate: 1.) that the applicant has been offered the position, or 2.) that the applicant has not been offered the position, including a reason for such decisionapplication. The Hospital agrees that seniority and all other relevant criteria name of the successful applicant for any position which falls within the scope of this agreement will be taken into consideration in sent to the selection of Union where there are internal applicants for applicants. Seniority within a positionspecific classification shall determine shift preference within that classification on vacancies and shift pattern changes only. Any dispute regarding this paragraph Employees shall be grievable encouraged to Step Two of the grievance procedure with the decision at Step Two being final and binding. Transfer improve their abilities by participation in status or classification shall not delay the use of entitled benefitsavailable training programs. At the time of promotion, a staff member shall be provided the opportunity to negotiate his/her salary increase and shall receive written notice of final salary offer. Acceptance sole discretion of the position constitutes acceptance of the salary, Facility and the amount of the promoted staff member’s salary shall not be subject to the grievance procedure. This provision shall not result in any promoted staff member being placed off guide. Voluntarily transferred and promoted staff members shall serve a ninety (90) calendar day probationary period, subject to a ninety (90) calendar day extension. Time spent on an authorized leave shall not count towards the probationary period. Reclassifications and Involuntary transfers within a Department do not serve a probationary period. Such staff member shall retain all benefits and rights pertaining to negotiations unit members, including access to the grievance procedure, except for the decision concerning the outcome and disposition of their probation period. At any time prior to the end of probation, the staff member may return to his/her former position, provided that it is still available. If an employee opts to return to his or her former position, the employee may not bid on another position for six months. Should the staff member fail probation, the Hospital shall return the staff member to his/her former position if it is still available. Should the staff member’s position not be available, the employee may be offered a vacant position to the classification of the former title held upon written application by the employee before the promotionto Education Services, if one exists at University Hospital. If the vacant position is in a different departmentnecessary time off and subsidies for tuition, registration fees, supplies and travel and living allowance shall be granted to the employee must serve a 90 calendar day probation period. If not, to attend educationaland training programswhich are relevant to her employment at the employee will be placed on the recall list for one yearFacility.

Promotions and Transfers. Professional staff are eligible The employee with the most unit seniority shall, if he meets the qualifications set for the position by the Company, be promoted to fill a vacancy in a higher classification. Nothing in this Article precludes the Company from hiring applicants from outside sources where no present employee applies and is accepted. Vacancies shall be posted for a minimum of seven (7) days prior to advertising outside. In no event shall the Company be required to offer promo- tions and transfers within one division to employees from the other divisions. Without his consent, no employee shall be transferred or assigned to another functional group whose job content is substantially different from that of his regular functional group. No individual employee offered a promotion which occurs when there is shall be in any way penalized for refusing to accept such a promo- tion. An employee promoted to fill a vacancy at in either a higher level functional group or a higher classification in the same group shall be on trial in such a classification for a period of three (3) months. The Company may at any time during the trial period return the employee to his former position without any loss of seniority. At the conclusion of a successful trial period, the employee will be advised in writing that his promotion has been made permanent. Nothing in this Article will impair the Company's right as set out in Article of this Agreement. Employees required to perform in a functional group different from their regular functional group for which they have not received adequate training not be penalized for errors committed during such performance,which errors are qualifiedrelated to the lack of adequate training. Employees may, by mutual agreement, train in job classifications other than their own. Dismissal, Demotion or Suspension The dis- charge, demotion or the suspension of an employee shall be for just and sufficient cause. The announcement employee shall be informed of the position vacancy will include a description of the positionCompany's decision to discharge, a detailed outline of expected educational demote or suspend him by previous notice in writing and professional requirements and the salary range for the position. Staff members may bid online on any open position for which they qualify provided those positions are not being reserved for staff members affected by a layoff or intradepartmental postings. All regular vacant negotiations unit positions will be posted on the University Hospital websiteotherwise. The announcement of the position vacancy will be posted daily online. Interested internal candidates are to apply online. Computer Kiosks for the purpose of accessing job vacancies will be available at each Human Resources Office. Beginning thirty (30) days after ratification of this agreement, each internal applicant within a department who applies during the first five (5) days of posting for a higher classification within the same department, as identified on the position posting, shall be interviewed. Each internal candidate will be notified decision set forth in writing of the decision with respect to his or her candidacy on a timely basis. This decision will indicate: 1.) that the applicant has been offered the position, or 2.) that the applicant has not been offered the position, including a reason for such decision. The Hospital agrees that seniority and all other relevant criteria will be taken into consideration in the selection of internal applicants for a position. Any dispute regarding this paragraph shall be grievable to Step Two of the grievance procedure with the decision at Step Two being final and binding. Transfer in status or classification shall not delay the use of entitled benefits. At the time of promotion, a staff member shall be provided the opportunity to negotiate his/her salary increase and shall receive written notice of final salary offer. Acceptance of the position constitutes acceptance of the salary, and the amount of the promoted staff member’s salary shall not may be subject to the grievance procedure. This provision shall not result procedure as set out in any promoted staff member being placed off guide. Voluntarily transferred and promoted staff members shall serve a ninety (90) calendar day probationary periodArticle of this Agreement, subject to a ninety (90) calendar day extension. Time spent on an authorized leave shall not count towards the except for those employees that may be discharged during their probationary period. Reclassifications The Company will not take disciplinary measures against an employee, such as letters of reprimand, suspen- sion or dismissal, unless he has been notified in writing within ten 0) working days following the supervisor becoming aware of the incident of which the employee has been accused, and Involuntary transfers within a Department do not serve period of thirty (30) working days following such notification has elapsed in order for the employee to give a probationary periodwritten reply. Such staff member reply shall retain all benefits become a part of the employee's file. An employee who is discharged for other than gross misconduct, shall be given two (2) weeks' pay in lieu of further notice. Layoffs The Company shall advise the Union and rights pertaining the concerned at least eight (8) weeks in advance of proposed layoffs. When layoffs of employees are to negotiations unit members, including access to the grievance procedure, except for the decision concerning the outcome and disposition of their probation period. At any time prior to the end of probationbe made, the staff member may return Com- pany shall determine what jobs are to his/her former positionbe abolished and the number of employees to be laid off. Where employees are to be laid off, such layoffs shall proceed in inverse order of unit seniority within the functional group, provided that it no employee is still available. If an to be displaced by a more senior employee opts to return to his or her former position, unless the employee may not bid on another position for six months. Should latter possesses the staff member fail probation, the Hospital shall return the staff member to his/her former position if it is still available. Should the staff member’s position not be available, the employee may be offered a vacant position to the classification occupational qualifications of the former title held job filled by the employee before with less seniority. An employee about to be laid off from one functional group and who has the promotionoccupational qualifications for another functional group, if may apply his unit seniority and transfer laterally or revert to such another group. While an employee is laid off the Company shall pay one exists at University Hospitalhundred percent (100%) of all the costs of the em- ployee's medical and insurance benefits as contained in Article for a period of six (6) months, or until the laid-off employee receives such benefits from securing full-time employment elsewhere, whichever comes first. If An employee about to be laid off from one functional group who has the vacant position is unit seniority, and who may be trained in a different departmentreasonable length of time to perform duties in another functional group, shall be trained during the period of the layoff notice and he shall then revert to that group if he meets the qualifications for the position. An employee who has reverted through layoff to another group and whose basic salary is higher than the maximum of this group, shall continue to receive the higher salary which shall be frozen (red circled) until such time as the salary in the lower rated job surpasses the employee's frozen salary and then such employee will proceed in the scale in accordance with Article Re-call From Layoff When vacancies occur in a functional group in the twelve-month period following a layoff in that group, the Company agrees to rehire, in the order of unit seniority, those employees who were laid off. The Company agrees to notify the employees concerned by registered mail, and the employees must give their decision in writing within fourteen (14) days. Employees re-engaged under this provision shall be credited with their seniority at the time of being laid off, plus seniority equivalent to the period of the layoff. An employee must serve a 90 calendar day probation periodwho has reverted or transferred to another functional group due to the operation of Articles and shall be entitled to the same rights in the filling of vacancies in his former functional group as are permitted under Article to laid-off employees. If not, the employee will be placed on the recall list for one year.ARTICLE

Promotions and Transfers. Professional staff are eligible An employee who desires consideration for an available higher rated bargaining unit job opening shall make written application on a promotion which occurs when there is a vacancy at a higher level for which they are qualified. The announcement of form specified by the position vacancy will include a description of the positionCompany, a detailed outline of expected educational and professional requirements stating his/her qualifications and the salary range for the position. Staff members may bid online on any open position for which they qualify provided those positions he/she is applying. The Company will consider all such written requests on the basis of skill, ability, experience, performance, and quality of work, conduct, and adherence to work rules and attendance in making promotions. When qualified employees exist and all such factors are not being reserved for staff members affected by a layoff or intradepartmental postings. All regular vacant negotiations unit positions equal, Bargaining Unit Seniority will be posted on the University Hospital websitegoverning factor. The announcement of the position vacancy will be posted daily online. Interested internal candidates are to apply online. Computer Kiosks for the purpose of accessing job vacancies will be available at each Human Resources Office. Beginning thirty (30) days after ratification of this agreement, each internal applicant within a department An employee who applies during the first five (5) days of posting desires consideration for a higher classification within transfer to an available bargaining unit job opening which is the same department, as identified on the position posting, or lower Labor Grade shall be interviewed. Each internal candidate will be notified in writing of the decision with respect to his or her candidacy make written application on a timely basis. This decision will indicate: 1.) that form specified by the applicant has been offered the position, or 2.) that the applicant has not been offered the position, including a reason for such decision. The Hospital agrees that seniority and all other relevant criteria will be taken into consideration in the selection of internal applicants for a position. Any dispute regarding this paragraph shall be grievable to Step Two of the grievance procedure with the decision at Step Two being final and binding. Transfer in status or classification shall not delay the use of entitled benefits. At the time of promotion, a staff member shall be provided the opportunity to negotiate Company stating his/her salary increase qualifications and shall receive written notice of final salary offer. Acceptance of the position constitutes acceptance for which he/she is applying. The Company will make reasonable efforts to accommodate such transfers considering such factors as skill, experience, performance, quality of the salarywork, conduct, adherence to work rules, attendance, and operational requirements. When qualified employees exist and all such factors are equal, Bargaining Unit Seniority will be the amount governing factor. All requests for promotions or transfers will be answered by the Company. Disputes arising between the parties as to the interpretation and/or application of the promoted staff member’s salary this section shall not be subject to the grievance procedure. The Company will then notify the Union and all applicants via electronic mail within five (5) working days of the resulting award. Employees transferred or promoted into a new classification must work in the classification for a minimum of six (6) months (excluding progression within a classification) before they are eligible for promotion or transfer to a different classification. This provision may be waived by mutual agreement. Notwithstanding any other sections of this Agreement; promotions to, selection of new hires for, transfers from, or removal from the job classification of any of the Chief Titled positions shall be made at the sole discretion of the Company. The Company shall not result exercise this right in a whimsical, capricious or arbitrary manner. It is understood and agreed; the Company will not hire or transfer an individual to any promoted staff member being placed off guideChief position from outside the bargaining unit. Voluntarily transferred and promoted staff members shall serve a ninety (90) calendar day probationary period, subject All Chief Technician promotional opportunity openings will be announced by department direct e-mail notification to a ninety (90) calendar day extension. Time spent on an authorized leave shall not count towards all employees in the probationary period. Reclassifications and Involuntary transfers within a Department do not serve a probationary period. Such staff member shall retain all benefits and rights pertaining to negotiations unit members, including access to the grievance procedure, except for the decision concerning the outcome and disposition of their probation period. At any time classification one week prior to the end company selecting an employee for the promotion to the Chief Title. An employee who has seniority in a classification within the bargaining unit, and who is subsequently transferred to a non-bargaining unit position, shall be deemed to have retained seniority rights in accordance with the provisions of probationthis Agreement for a period of two (2) years from the date of transfer or promotion, minus any time in a non-bargaining unit position at the staff member may Deep Space Network O&M Contract. If, in the opinion of the Company, it becomes necessary or advisable to return to hishim/her former positionto a position within the Bargaining Unit, provided that it is still availableall seniority rights accrued before such transfer or promotion will be restored within the two (2) year period. If an employee opts to return to his or her former position, the employee may not bid on another position for six months. Should the staff In no case shall he/she displace any member fail probation, the Hospital shall return the staff member to his/her former position if it is still available. Should the staff member’s position not be available, the employee may be offered a vacant position to the classification of the former title held by the employee before the promotion, if one exists at University Hospital. If the vacant position is in a different department, the employee must serve a 90 calendar day probation period. If not, the employee will be placed on the recall list for one yearUnit.

Promotions and Transfers. Professional staff are eligible for a promotion which occurs when there is (a) When a vacancy at a higher level for which they are qualified. The announcement regular employment occurs, the Board will post, for one (1) week, on the Administration Building bulletin board, notice of such vacancy stating the position vacancy will include a description nature of the position, a detailed outline of expected educational qualifications including required knowledge, education and professional requirements skills, and the salary range for the positionwage rate or range. Staff The Board will provide copies of such notices to union members may bid online on any open position for which they qualify provided those positions who are not being reserved regularly employed in the Administration Building. For information purposes only, the Board will post notice of promotional vacancy to positions excluded from this Agreement. Promotions to a vacancy for staff members affected by a layoff or intradepartmental postings. All regular vacant negotiations employment within the bargaining unit positions will be posted on based upon the University Hospital websiterelative abilities and qualifications of employees to satisfactorily perform the work involved. As between employees whose abilities and qualifications are deemed to be relatively equal, seniority will govern. In the event no employee possesses the abilities and qualifications to satisfactorily perform the work involved, the Board may elect, at its discretion, to train an employee or to engage a new employee. An. employee who has become incapacitated by reason of injury and is unable to perform her regular duties may be employed in other work she can do, at a rate of pay commensurate with the duties involved, but in any event for a period no longer than until she is eligible for any retirement pension. The announcement of the position Board may fill a vacancy will be posted daily online. Interested internal candidates are to apply online. Computer Kiosks for the purpose of accessing job vacancies will be available at each Human Resources Office. Beginning thirty (30) days after ratification of this agreement, each internal applicant within a department who applies during the first five (5) days of posting for a higher classification within the same department, as identified on the position posting, shall be interviewed. Each internal candidate will be notified in writing of the decision with respect to his or her candidacy on a timely basis. This decision will indicate: 1.) that the applicant has been offered the position, or 2.) that the applicant has not been offered the position, including a reason for such decision. The Hospital agrees that seniority and all other relevant criteria will be taken into consideration in temporarily pending the selection of internal applicants a regular employee for the vacancy. An employee promoted to a new position shall be required to serve a trial period of six months. If within the set period she fails to qualify, she shall be returned to her former position without loss of seniority and at her former rate of pay. Any other employee promoted or transferred because of the of positions shall also be returned to her former position and former rate of pay, without loss of seniority. Upon the request of an employee and where the Board deems feasible, a system "on the job will be utilized to train and qualify an employee for a position senior to her own. Accordingly, employees may be learn the work of such positions during the regular working hours by arranging to exchange positions without affecting the rate of pay of the employees concerned. Employees have so qualified themselves for a vacancy, to the Board's satisfaction, may be given preference over all other applicants. It is understood that no grievance will be filed by any employee or by the Union where a vacancy outside the bargaining unit is not filled by a member of the bargaining unit The Union shall be of all vacancies, appointments, transfers, lay-offs, recalls, termi- nations of employment, retirements, suspensions, other disciplinary actions. Employees wanting a lateral transfer should have their request on file with the Personnel Department. Transfer requests will be considered by the Board prior to posting a position. Any dispute regarding this paragraph shall be grievable to Step Two of the grievance procedure with the decision at Step Two being final and binding. Transfer in status or classification shall not delay the use of entitled benefits. At the time of promotion, a staff member shall be provided the opportunity to negotiate his/her salary increase and shall receive written notice of final salary offer. Acceptance of the position constitutes acceptance of the salary, and the amount of the promoted staff member’s salary shall not be subject to the grievance procedure. This provision shall not result in any promoted staff member being placed off guide. Voluntarily transferred and promoted staff members shall serve a ninety (90) calendar day probationary period, subject to a ninety (90) calendar day extension. Time spent on an authorized leave shall not count towards the probationary period. Reclassifications and Involuntary transfers within a Department do not serve a probationary period. Such staff member shall retain all benefits and rights pertaining to negotiations unit members, including access to the grievance procedure, except for the decision concerning the outcome and disposition of their probation period. At any time prior to the end of probation, the staff member may return to his/her former position, provided that it is still available. If an employee opts to return to his or her former position, the employee may not bid on another position for six months. Should the staff member fail probation, the Hospital shall return the staff member to his/her former position if it is still available. Should the staff member’s position not be available, the employee may be offered a vacant position to the classification of the former title held by the employee before the promotion, if one exists at University Hospital. If the vacant position is in a different department, the employee must serve a 90 calendar day probation period. If not, the employee will be placed on the recall list for one year.ARTICLE

Promotions and Transfers. Professional staff are eligible Theemployee, in Company seniority, if meets the occupational qualifications and ability set for the position by the Company, will be considered for transfer to fill a vacancy or to be promoted to fill a vacancy in a higher rated job. The employee, where appointed, will be given assistance and instruction in the higher rated job. Nothing in this Article precludes the Company from hiring outsidewhen no person within the bargaining unit satisfies the ability and occupational qualification requirements. Any vacancy in respect of a regular or part-time job shall be posted for a promotion which occurs when there is a vacancy at a higher level for which they are qualified. The announcement minimum of the position vacancy will include a description of the position, a detailed outline of expected educational and professional requirements and the salary range for the position. Staff members may bid online on any open position for which they qualify provided those positions are not being reserved for staff members affected by a layoff or intradepartmental postings. All regular vacant negotiations unit positions will be posted on the University Hospital website. The announcement of the position vacancy will be posted daily online. Interested internal candidates are to apply online. Computer Kiosks for the purpose of accessing job vacancies will be available at each Human Resources Office. Beginning thirty (30) days after ratification of this agreement, each internal applicant within a department who applies during the first five (5) days (exclusive of Saturdays, Sundays, and Paid Holidays) hiring outside or non-bargaining unit personnel for such vacancies. Nothing herein precludes the Company from staffing the posted job on an interim basis until the vacancy is filled. Where the Company does not fill such job within ninety (90) days from the date of posting, the vacancy shall be deemed to be unfilled. Any decision to fill the job following the ninety (90) day period shall require re-posting in accordance with the provisions of this Article. shall include a general description of job requirements and other pertinent information. The Company shall not be unreasonable when setting such requirements. All regular full and part-time employees applying for a higher classification within the same department, as identified on the posted position posting, shall be interviewed. Each internal candidate Upon request, unsuccessful applicants will be notified in writing informed of the decision reasons therefore by the Company. An employee promoted to fill a vacancy in a higher classification shall be on a trial period in such classificationfor a period of three (3) months. The Company may, with respect just cause, at any time during this trial period, return the employee to his or her candidacy on a timely basis. This decision will indicate: 1.) that the applicant has been offered the position, or 2.) that the applicant has not been offered the position, including a reason for such decision. The Hospital agrees that seniority and all other relevant criteria will be taken into consideration in the selection former classification with no loss of internal applicants for a position. Any dispute regarding this paragraph shall be grievable to Step Two of the grievance procedure with the decision at Step Two being final and binding. Transfer in status or classification shall not delay the use of entitled benefitsseniority. At the time conclusion of promotiona successful trial period, a staff member the employeewill beadvised in writing that his promotion has been made permanent. Without consent, no employee shall be provided the opportunity transferred to negotiate his/her salary increase and shall receive written notice of final salary offer. Acceptance of the position constitutes acceptance of the salary, and the amount of the promoted staff member’s salary shall not be subject to the grievance procedure. This provision shall not result in any promoted staff member being placed off guide. Voluntarily transferred and promoted staff members shall serve a ninety (90) calendar day probationary period, subject or assigned to a ninety (90) calendar day extension. Time spent on an authorized leave shall not count towards position outside the probationary period. Reclassifications bargaining unit and Involuntary transfers within a Department do not serve a probationary period. Such staff member shall retain all benefits and rights pertaining to negotiations unit members, including access to the grievance procedure, except for the decision concerning the outcome and disposition of their probation period. At any time prior to the end of probation, the staff member may return to his/her former position, provided that it is still available. If an employee opts to return to his or her former position, the employee may not bid on another position for six months. Should the staff member fail probation, the Hospital shall return the staff member to his/her former position if it is still available. Should the staff member’s position not be available, the employee may be offered a vacant position to the classification of the former title held by the employee before the promotion, if one exists at University Hospital. If the vacant position is in a different department, the employee must serve a 90 calendar day probation period. If not, the employee will not be placed penalized for such refusal. Without consent, no employee shall be permanently assigned or transferred to another classification and the employee will not be penalized for such refusal. Where an employee is promoted higher pay classification, he shall immediately move into the higher salary scale and receive a salary increase which is at least equivalent to one full increment in his former group, plus the amount necessary to place him on the recall list for one yearscale in the new classification, and shall automatically progress upward on the annual or semi-annual anniversary date of the upgrading.

Promotions and Transfers. Professional staff The employee in order of Company seniority, if meetsthe abilities and qualifications set for the position by the Company,will be considered for transfer to fill a vacancy or to be promoted to fill a vacancy in a higher ratedjob. The employee where appointedwill be given assistanceand instruction inthe higher ratedjob. Nothinginthis article precludes the Company from hiring outside where no person within the bargaining unit satisfies the requirements. All internal applicants will be interviewed before any external applicants are eligible considered. Any vacancy in respect of a full-time or regular part-timejob shall be posted for a promotion which occurs when there is a vacancy at a higher level for which they are qualified. The announcement minimum of the position vacancy will include a description of the position, a detailed outline of expected educational and professional requirements and the salary range for the position. Staff members may bid online on any open position for which they qualify provided those positions are not being reserved for staff members affected by a layoff or intradepartmental postings. All regular vacant negotiations unit positions will be posted on the University Hospital website. The announcement of the position vacancy will be posted daily online. Interested internal candidates are to apply online. Computer Kiosks for the purpose of accessing job vacancies will be available at each Human Resources Office. Beginning thirty (30) days after ratification of this agreement, each internal applicant within a department who applies during the first five (5) days exclusive of Saturdays, Sundays or Paid Holidays prior to hiring outside or non-bargaining unit personnelfor such vacancies or new positions. Nothing herein precludes the Company from staffing the posted job on an interim basis, not exceedingtwo (2) months, until the vacancy is filled. posting for a higher classification within shall contain the same department, as identified on the position posting, shall be interviewed. Each internal candidate will be notified in writing general duties of the decision with respect to his or her candidacy on a timely basis. This decision will indicate: 1.) that the applicant has been offered the position, or 2.) that qualifications required, the applicant has not been offered work week hours, and salary range. The job requirementsas determined by management must be relevant to the position, including . An employeepromoted to fill in a reason higher rated job shall be on probation in such job for such decisiona period of three (3) months. The Hospital agrees that seniority and all other relevant criteria will be taken into consideration in Company may, with cause, at any time during this probationary period, return the selection employee to former job with no loss of internal applicants for a position. Any dispute regarding this paragraph shall be grievable to Step Two of the grievance procedure with the decision at Step Two being final and binding. Transfer in status or classification shall not delay the use of entitled benefitsseniority. At the time conclusion of promotion, a staff member shall be provided the opportunity to negotiate his/her salary increase and shall receive written notice of final salary offer. Acceptance of the position constitutes acceptance of the salary, and the amount of the promoted staff member’s salary shall not be subject to the grievance procedure. This provision shall not result in any promoted staff member being placed off guide. Voluntarily transferred and promoted staff members shall serve a ninety (90) calendar day successful probationary period, subject to a ninety (90) calendar day extension. Time spent on an authorized leave shall not count towards the probationary period. Reclassifications and Involuntary transfers within a Department do not serve a probationary period. Such staff member shall retain all benefits and rights pertaining to negotiations unit members, including access to the grievance procedure, except for the decision concerning the outcome and disposition of their probation period. At any time prior to the end of probation, the staff member may return to his/her former position, provided that it is still available. If an employee opts to return to his or her former position, the employee may not bid on another position for six months. Should the staff member fail probation, the Hospital shall return the staff member to his/her former position if it is still available. Should the staff member’s position not be available, the employee may be offered a vacant position to the classification of the former title held by the employee before the promotion, if one exists at University Hospital. If the vacant position is in a different department, the employee must serve a 90 calendar day probation period. If not, period the employee will be placed advised in writing that promotion has been made permanent. Without consent, no employee shall be transferred or assigned to a position outside the bargaining unit and the employee will not be penalized for such refusal. When an employee is transferred into a higher pay classification, shall immediately move into the higher salary scale and receive increasewhich is at least the equivalentof one (1) full increment in former group, plus the amount necessary to place on step in the new group, and shall automatically progressupwardon the annualor semi-annual anniversarydate of its upgrading. Full increment meansthe scale increase in pay that the employee would have next received had remained in former classification, or if is at the top of scale, the increase last received in reaching the top rate. Acceleration of progression within a group shall a change of anniversary date consistent with the date of acceleration and upward progressions shall automatically occur on the recall list for annual or date of the acceleration implementation. Should an employee be reclassifiedto a job group which is lower than current job group wage rate will remain red-circled until such time as the increases in the lower group attain the level of red-circledsalary. The provision of above does not apply to an employeewho, having been promoted, fails to successfully complete probationary period and is returned to former job; to an employee who applies through the posting procedure and is appointed to a classification lower than existing position, or to an employee who exercises rights under Section Lay-offs. No employee will be transferred or reclassifiedto a lower job classification in a group without just cause. When an employee is temporarily assignedto perform work in a higher rated classificationfor any period in excess of one year.hour in a tour the following shall apply:

Promotions and Transfers. Professional staff are eligible (a) When a permanent job vacancy occurs or a new position is created, the Board shall post notice of the job vacancy for a promotion which occurs when there period of ten (10) working days (and forward a copy of the job posting to the Union President and the Recording Secretary of the Union) before any such job is a vacancy at a higher level for which they are qualifiedpermanently filled, in order that all members will know about the position and have opportunity to make written application. Notices will be posted or delivered via facsimile to all Board and locations. The announcement of Board will also post notices on a Board internet web site and will maintain a toll free telephone number through which employees may obtain information listing current Such notices shall contain the position vacancy will include a description following information: Nature of the position, a detailed outline work location, qualifications, required knowledge, education and skills, wage or salary rate or range. In cases of expected educational permanent transfer or promotion (other than appointments to positions outside the scope of the bargaining unit), the following factors shall be considered: seniority; skill, competence, qualifications and professional requirements and ability. Where the salary range factors in as applicable to the position, have been met by more than one employee, the position will be awarded to the employee having the greatest seniority as in factor Notwithstanding persons the bargaining unit applying for the position. Staff members position of Educational Assistant may bid online on any open position for which they qualify provided those positions are not being reserved for staff members affected be assessed, at the Educational Assistant Placement meeting, by a layoff or intradepartmental postingsBoard appointed Interviewing Committee inclusive of a representative designated by the Union. All regular vacant negotiations unit positions The committee’s responsibility will be posted on to determine whether or not the University Hospital website. The announcement applicant’s skill, competence, qualifications and ability are adequate to meet the individual needs of the child and/or specific program needs of the position vacancy being applied for. The Union will not participate any other assessments other than at the placement meeting. The Employer agrees that during the posting procedure, no outside advertisement shall be posted daily online. Interested internal candidates are made until members of the Union have had opportunity to apply onlineand have received the decision. Computer Kiosks When selecting employees under Article temporary employees or applications outside of the bargaining unit shall not be eligible for consideration. The successful applicant shall be placed on trial for a period of two (2) months. Such trial promotion shall become permanent after the purpose period of accessing job vacancies will two (2) months. In the event the successful applicant proves unsatisfactory in the position during the aforementioned trial period, shall be available at each Human Resources Officereturned to former position without loss of seniority. Beginning The Board and the successful applicant may, however, within the first thirty (30) calendar days after ratification of this agreement, each internal applicant within a department who applies during the first five (5) days of posting for a higher classification within the same department, as identified on the position posting, shall be interviewed. Each internal candidate will be notified in writing of the decision with respect to his or her candidacy on a timely basis. This decision will indicate: 1.) mutually agree that the applicant has been offered the position, or 2.) employee return to former position notwithstanding that the applicant employee has not been offered the position, including a reason for such decision. The Hospital agrees that seniority and all other relevant criteria will proved to be taken into consideration unsatisfactory in the selection of internal applicants for a position. Any dispute regarding other employee promoted or transferred because of the re-arrangement of positions shall also be returned to former position without loss of seniority. The Board shall not be restricted from temporarily assigning a regular permanent employee to a job which qualifies for posting until the posting procedure has been completed and arrangements have been made to fill the vacancy, but such period shall not exceed two (2) months. It is understood that Educational Assistant positions are filled through the processes described subsequently in this paragraph Article and are not subject to the foregoing two (2) month limitation and accordingly may be filled temporarily by new employees as required. Except as otherwise provided above in relation to Educational Assistant positions, or as provided under Clause in the event a temporary position extends beyond a two (2) month period, or such other longer period as may be mutually agreed between the Board and the Union, the position shall be grievable considered permanent and the rate established as in Schedule A shall apply and the position will be posted in accordance with this Article. When an employee is promoted to Step Two of the grievance procedure with the decision another classification and such promotion would not otherwise result in any increase in salary at Step Two being final and binding. Transfer in status or classification shall not delay the use of entitled benefits. At the time of the promotion, a staff member the employee shall be provided placed in an experience grade in new classification which will provide an immediate increase over previous salary rate. The date of promotion to the opportunity to negotiate his/her salary increase and new classification shall receive written notice of final salary offer. Acceptance become the anniversary date for application of the salary progression. When any position constitutes acceptance not covered by this Agreement is established during the term of this Agreement or when the salaryrequired skills, qualificationsor educational requirements of a posted position are substantially increased, the position will be evaluated through the Pay Equity process, The rate of pay will be adjusted effective retroactively to the date of appointment for the if any, to the rate resulting from job evaluation through the Pay Equity process. When a job is posted pursuant to the provisions of Clause of this Agreement, part- time shall be entitled to apply for the posted position. In such case, Clauses through shall apply. Should a part-time employee have completed probationary period and the amount of the is promoted staff member’s salary to a full-time position, shall not be subject to the grievance procedure. This provision a further probationary period but shall not result in any promoted staff member being placed off guide. Voluntarily transferred and promoted staff members shall serve a ninety (90) calendar day probationary period, be subject to Clause The Local Union President and Secretary shall receive a ninety (90) calendar day extension. Time spent on an authorized leave copy of all job and shall not count towards the probationary period. Reclassifications and Involuntary transfers within a Department do not serve a probationary period. Such staff member shall retain be advised of all benefits and rights pertaining to negotiations unit members, including access to the grievance procedure, except for the decision concerning the outcome and disposition of their probation period. At any time prior to the end of probation, the staff member may return to his/her former position, provided that it is still available. If an employee opts to return to his or her former position, the employee may not bid on another position for six months. Should the staff member fail probation, the Hospital shall return the staff member to his/her former position if it is still available. Should the staff member’s position not be available, the employee may be offered a vacant position to the classification of the former title held by the employee before the promotion, if one exists at University Hospital. If the vacant position is in a different department, the employee must serve a 90 calendar day probation period. If not, the employee will be placed on the recall list for one yearsuccessful applicants.

Promotions and Transfers. Professional staff are eligible An employee who desires consideration for an available higher rated bargaining unit job opening shall make written application on a promotion which occurs when there is a vacancy at a higher level for which they are qualified. The announcement of form specified by the position vacancy will include a description of the positionCompany, a detailed outline of expected educational and professional requirements stating his/her qualifications and the salary range for the position. Staff members may bid online on any open position for which they qualify provided those positions he/she is applying. The Company will consider all such written requests on the basis of skill, ability, experience, performance, and quality of work, conduct, and adherence to work rules and attendance in making promotions. When qualified employees exist and all such factors are not being reserved for staff members affected equal as determined by a layoff the Program Manager or intradepartmental postings. All regular vacant negotiations the Assistant Program Manager, bargaining unit positions seniority will be posted on the University Hospital websitegoverning factor. The announcement of the position vacancy will be posted daily online. Interested internal candidates are to apply online. Computer Kiosks for the purpose of accessing job vacancies will be available at each Human Resources Office. Beginning thirty (30) days after ratification of this agreement, each internal applicant within a department An employee who applies during the first five (5) days of posting desires consideration for a higher classification within transfer to an available bargaining unit job opening which is the same department, as identified on the position posting, or lower Labor Grade shall be interviewed. Each internal candidate will be notified in writing of the decision with respect to his or her candidacy make written application on a timely basis. This decision will indicate: 1.) that form specified by the applicant has been offered the position, or 2.) that the applicant has not been offered the position, including a reason for such decision. The Hospital agrees that seniority and all other relevant criteria will be taken into consideration in the selection of internal applicants for a position. Any dispute regarding this paragraph shall be grievable to Step Two of the grievance procedure with the decision at Step Two being final and binding. Transfer in status or classification shall not delay the use of entitled benefits. At the time of promotion, a staff member shall be provided the opportunity to negotiate Company stating his/her salary increase qualifications and shall receive written notice of final salary offer. Acceptance of the position constitutes acceptance for which he/she is applying. The Company will make reasonable efforts to accommodate such transfers considering such factors as skill, experience, performance, quality of the salarywork, conduct, adherence to work rules, attendance, and operational requirements. When qualified employees exist and all such factors are equal, bargaining unit seniority shall be the amount governing factor. All requests for promotions or transfers will be answered by the Company. Disputes arising between the parties as to the interpretation and/or application of the promoted staff member’s salary this section shall not be subject to the grievance procedure. The Company will then notify the Union and all applicants within five (5) working days of the resulting award. Employees transferred or promoted into a new classification must work in the classification for a minimum of six (6) months (excluding progression within a classification) before they are eligible for promotion or transfer to a different classification. This provision shall not result may be waived by mutual agreement. An employee who has seniority in any promoted staff member being placed off guide. Voluntarily a classification within the bargaining unit, and who is subsequently transferred and promoted staff members shall serve a ninety (90) calendar day probationary period, subject to a ninety non-bargaining unit position, shall be deemed to have retained seniority rights in accordance with the provisions of this Agreement for a period of two (902) calendar day extensionyears from the date of transfer or promotion, minus any time in a non-bargaining unit position at all Military bases covered by this agreement. Time spent on an authorized leave shall not count towards If, in the probationary opinion of the Company, it becomes necessary or advisable to return him/her to a position within the Bargaining Unit, all seniority rights accrued before such transfer or promotion will be restored within the two (2) year period. Reclassifications and Involuntary transfers within a Department do not serve a probationary period. Such staff In no case shall he/she displace any member shall retain all benefits and rights pertaining to negotiations unit members, including access to the grievance procedure, except for the decision concerning the outcome and disposition of their probation period. At any time prior to the end of probation, the staff member may return to his/her former position, provided that it is still available. If an employee opts to return to his or her former position, the employee may not bid on another position for six months. Should the staff member fail probation, the Hospital shall return the staff member to his/her former position if it is still available. Should the staff member’s position not be available, the employee may be offered a vacant position to the classification of the former title held by the employee before the promotion, if one exists at University Hospital. If the vacant position is in a different department, the employee must serve a 90 calendar day probation period. If not, the employee will be placed on the recall list for one yearUnit.

Promotions and Transfers. Professional staff Promotions and transfers be on the basis of ability and diligence provided that where two or employees who are eligible qualified, have equal ability and diligence, departmental seniority shall prevail. Employees who are reclassified or transferred to another job designation for any reason shall carry to the new job designation their respective accumulated seniority. Any employee promoted or as provided be on trial in new job designation for a promotion which occurs when there is a vacancy at a higher level for which they are qualified. The announcement period of the position vacancy will include a description of the position, a detailed outline of expected educational and professional requirements and the salary range for the position. Staff members may bid online on any open position for which they qualify provided those positions are not being reserved for staff members affected by a layoff or intradepartmental postings. All regular vacant negotiations unit positions will be posted on the University Hospital website. The announcement of the position vacancy will be posted daily online. Interested internal candidates are to apply online. Computer Kiosks for the purpose of accessing job vacancies will be available at each Human Resources Office. Beginning thirty (30) working days after ratification (with the exception of Traffic repair persons Signs and Signals certified and or a greater period of time as may be agreed to by the Corporation and Union. If, during that is not satisfactory to the Corporation, shall be returned to former job with no loss of seniority. Personnel of the Parks and Recreation and Public Works (Outside Workers) may on a temporary basis be transferred to the inside workers departments without loss of seniority and without loss of normal rate of pay. FOURTEEN JOB VACANCIES When job vacancies occur or new jobs are created the permanent establishment a notice thereof shall be on the Corporation's premises for five (5) days. selection of successful applicant is existing staff such selection be in Clause Positions bargaining unit will be posted within days, Union informed. All internal applicants for posted jobs shall be by letter of their acceptance or non-acceptance for said job within ten (10) working days of the applicant being selected. The name of the successful applicant will be posted. Corporation shall have the right to fill any temporarily while job is posted, and nothing i n this Article implies that any vacancy the permanent: staff will necessarily be filled. successful for a position shall not be selected solely on basis of having performed in that position on a temporary basis. An employee who has incapacitated at work by or compensable occupational disease, or who advancing years or disablement is t o perform regular duties, be employed in work which can perform if such is available, without regard to other seniority provisions of this agreement, each internal applicant within a department who applies during the first five (5) days of posting for a higher classification within the same department, as identified on the position posting, shall be interviewed. Each internal candidate will be notified in writing of the decision with respect to his or her candidacy on a timely basis. This decision will indicate: 1.) except that the applicant has been offered the position, or 2.) that the applicant has not been offered the position, including a reason for such decision. The Hospital agrees that seniority and all other relevant criteria will be taken into consideration in the selection of internal applicants for a position. Any dispute regarding this paragraph shall be grievable to Step Two of the grievance procedure with the decision at Step Two being final and binding. Transfer in status or classification shall not delay the use of entitled benefits. At the time of promotion, a staff member shall be provided the opportunity to negotiate his/her salary increase and shall receive written notice of final salary offer. Acceptance of the position constitutes acceptance of the salary, and the amount of the promoted staff member’s salary shall not be subject to the grievance procedure. This provision shall not result in any promoted staff member being placed off guide. Voluntarily transferred and promoted staff members shall serve a ninety (90) calendar day probationary period, subject to a ninety (90) calendar day extension. Time spent on an authorized leave shall not count towards the probationary period. Reclassifications and Involuntary transfers within a Department do not serve a probationary period. Such staff member shall retain all benefits and rights pertaining to negotiations unit members, including access to the grievance procedure, except for the decision concerning the outcome and disposition of their probation period. At any time prior to the end of probation, the staff member may return to his/her former position, provided that it is still available. If an employee opts to return to his or her former position, the employee may not bid on another position for six months. Should the staff member fail probation, the Hospital shall return the staff member to his/her former position if it is still available. Should the staff member’s position not be available, the employee may be offered a vacant position to the classification of the former title held by the employee before the promotion, if one exists at University Hospital. If the vacant position is in a different department, the employee must serve a 90 calendar day probation period. If not, the employee will be placed on the recall list for one yeardisplace other employee.

Promotions and Transfers. Professional staff When it becomes necessary to transfer or promote employees within the diction of Local the Company shall give preference to members of the Union if such members are eligible available and are capable after normal training of doing the work. New employees shall be on probation €or the first forty-five days worked. After having served the probationary period, a tem- porary employee will be assigned to a temporary employment call-in list and shall be called to employment in order of total service, provided that he is capable of performing the work for which ,he is called; makes himself available for work and works as required in any area. All requests for new or additional help shall be made through the Employment Department and all applicants applying to any xxxxxxx for work shall be referred to the Employment Department. Seniority consideration of seniority in promotion, the first consideration shall be Classification Seniority. Where Classification Senior- ity is equal, Department shall be consid- ered, both Classification and Department Seniority are equal, General Service under Local juris- diction shall be the deciding factor. Promotions from one step to a higher one within a given Line of Progression shall be on the basis of seniority and ability to the work required. In cases where the employee to be promoted not the senior employee, the Company will present the name of the employee selected to the Union who have an opportunity to discuss the Company the qualifi- cations of the employee concerned. The Company shall take such into consideration ita making its decision; such decision may be subject to the Grievance Procedure. An may freeze where it can shown that he is medically unfit or otherwise unsuitable for promotion or with the consent of the Superintendent of the de art- ment concerned. Any who is frozen will there- after, for all purposes of promotion, be considered junior to the employee accepting the promotion. If, because of re-organization, become necessary, the employee who was promoted and has to revert, goes back the employee or employees he passed over originally. The Company agrees to service from January on the basis of days being considered one month’s service, from hours worked as shown on the payroll year-end summary. Where the total is percent or more of the available paid hours, credit will be given for a promotion which occurs full year's Available paid hours will be the lesser of the accumulated amounts of the hours to each tour. be calculated at the end of each payroll year and the total at that time, shown in months and days, will be used for all purposes where i s a exceptin id) for vacations, for the full payroll year following. or for the will be and any and all reasons: voluntarily the Comp- any's employ or for just cause; to report for work after e recall, as per 9.02; failing to return from granted leave of absence; any period of twenty-four consecutive months off the payroll. Service be pared by March 1st of each year showing total service months and days as of the previous payroll year-end. Any requests for checking of service calculations must be made within days of the date the service is issued. After such check or after days, if no check is requested, the service list will be considered final. As lists are issued in sub- sequent years, requests for checking will be entertained only in respect to the period following the latest accepted list. Employees who are absent through sickness or accidents or who return to the Union's after or the Company outside the bargaining unit, shell ac- cumulate service for the purpose of vacation ment and other but such service shall not be considered to the extent it change his seniority position on tho local Union's REDUCTION IN FORCE AND RE-EMPLOYMENT When men are being laid off or rehired, the oldest in point of service shall have preference of ex- cept that where a man goes into a job on his seniority he shall have access only to the bottom job. The man to be laid off from the department w i l l be the most junior in General Service. Regular employees have been Laid off shall be entitled to be re-employed for any occupation when there is a vacancy vacancy, the Union's jurisdiction, pro- vided the employee entitled to re-employment returns to the service of the Company within fifteen days of notice by Registered Mail. Failure to report within fifteen days of recall w i l l result in loss of recall rights, except in the case of an employee recalled for casual work or for employment of short duration at a higher level for time when he is employed else- where, in which they are qualified. The announcement case refusal of the position vacancy recall itself will include a description of the position, a detailed outline of expected educational and professional requirements and the salary range for the position. Staff members may bid online on any open position for which they qualify provided those positions are not being reserved for staff members affected by a layoff or intradepartmental postings. All regular vacant negotiations unit positions will be posted on the University Hospital website. The announcement of the position vacancy will be posted daily online. Interested internal candidates are to apply online. Computer Kiosks for the purpose of accessing job vacancies will be available at each Human Resources Office. Beginning thirty (30) days after ratification of this agreement, each internal applicant within a department who applies during the first five (5) days of posting for a higher classification within the same department, as identified on the position posting, shall be interviewed. Each internal candidate will be notified in writing of the decision with respect to his or her candidacy on a timely basis. This decision will indicate: 1.) that the applicant has been offered the position, or 2.) that the applicant has not been offered the position, including a reason for such decision. The Hospital agrees that seniority and all other relevant criteria will be taken into consideration in the selection of internal applicants for a position. Any dispute regarding this paragraph shall be grievable to Step Two of the grievance procedure with the decision at Step Two being final and binding. Transfer in status or classification shall not delay the use of entitled benefits. At the time of promotion, a staff member shall be provided the opportunity to negotiate his/her salary increase and shall receive written notice of final salary offer. Acceptance of the position constitutes acceptance of the salary, and the amount of the promoted staff member’s salary shall not be subject to the grievance procedure. This provision shall not result in any promoted staff member being placed loss recall rights. lay-off guide. Voluntarily transferred of a regular employee be a termina- tion of employment and promoted staff members shall serve a ninety (90) calendar day probationary period, subject to a ninety (90) calendar day extension. Time spent on an authorized leave shall not count towards recall rights will lapse if the probationary period. Reclassifications and Involuntary transfers within a Department do not serve a probationary period. Such staff member shall retain all benefits and rights pertaining to negotiations unit members, including access to the grievance procedure, except for the decision concerning the outcome and disposition of their probation period. At any time prior to the end of probation, the staff member may return to his/her former position, provided that it is still available. If an employee opts to return to his or her former position, the employee may not bid on another position for six layoff lasts without re- employment more than twenty-four months. Should Former employees who are after being off the staff member fail probation, the Hospital Company payroll for a period of twenty-four or more consecutive months shall return the staff member to his/her former position if it is still available. Should the staff member’s position not be available, the employee may be offered a vacant position to the classification of the former title held by the employee before the promotion, if one exists at University Hospital. If the vacant position is in a different department, the employee must serve a 90 calendar day probation period. If not, the employee will be placed on the recall list for one yearconsidered as new employees.