PROMOTIONS, TRANSFERS AND STAFF CHANGES Sample Clauses

PROMOTIONS, TRANSFERS AND STAFF CHANGES. 12.01 Where a vacancy occurs in a classification within the bargaining unit, notice of such vacancy shall be posted on designated bulletin boards in the University for a minimum period of five working days. 12.02 Such notice of vacancy shall state the nature of the position in the classification, the basic qualifications required, salary range and length of probationary period. A position description will be made available for review to any prospective applicant. 12.03 Applications for such posted vacancies shall be considered in the following order: first, continuing employees within the bargaining unit; second, non-continuing employees within the bargaining unit. All internal applications for such posted vacancy shall be considered. All qualified internal applicants shall be interviewed before external candidates are considered. (a) Among competing applicants for such posted vacancy the following factors shall be considered: the ability to perform in an efficient manner the required duties of the position; previous work record including job conduct and work performance; qualifications; and skill. Where these factors among two or more competitors for the vacancy are equivalent, relative length of service with the Employer (seniority) shall govern. The above factors shall be considered and applied fairly. (b) An external applicant will not be selected as the successful candidate except in cases where there are no qualified bargaining unit applicants.
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PROMOTIONS, TRANSFERS AND STAFF CHANGES. ‌ 8.01 The skill and experience of an employee and their capacity to perform the required job duties, shall be the determining factors in all cases of appointment, transfer, promotion and in the advancement of employees to higher classifications, and where these are considered relatively equal between two or more employees, seniority shall be the determining factor. The above factors will be applied in a fair manner. (a) When an employee is promoted through the job posting process from one job classification to another they shall be paid at the rate of the classification to which they have been promoted.
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PROMOTIONS, TRANSFERS AND STAFF CHANGES. 12.01 Where a vacancy occurs in a classification within the bargaining unit, notice of such vacancy shall be posted on the HR Web Site for a minimum period of six (6) working days and electronic copies of such notice of vacancy will be forwarded to the CUPE 2424 office e-mail. 12.02 Such notice of vacancy shall state the nature of the position in the classification, the basic qualifications required, salary range and length of probationary period. A position description will be made available for review to any prospective applicant. 12.03 Applications for such posted vacancies shall be considered in the following order: first, continuing employees within the bargaining unit; second, non-continuing employees within the bargaining unit. All internal applications for each level of priority shall first be considered before proceeding to the next level of priority. All qualified internal applicants shall be interviewed before external candidates are considered. a) Among competing applicants for such posted vacancy the following factors shall be considered: the ability to perform in an efficient manner the required duties of the position; previous work record including job conduct and work performance; qualifications; and skill. Where these factors among two or more competitors for the vacancy are equivalent, relative length of service with the Employer (seniority) shall govern. The above factors shall be considered and applied fairly. b) An external applicant will not be selected as the successful candidate except in cases where there are no qualified bargaining unit applicants. 12.05 Within five (5) working days of the date of appointment to a vacant position, the name of the successful applicant shall be sent to each applicant. 12.06 While an employee will not be restricted in the number of applications made, the Employer will be under no obligation to consider application from a person who has been hired or promoted within the previous six months. 12.07 When promoted or transferred from a continuing or term position, the employee shall be on a training period of three (3) months, except that this training period may be reduced to a period of not less than one (1) month. If the employee finds the job unsatisfactory or is unable to meet the basic job requirements, they shall be returned to their former a) When an employee is on an approved assignment in a higher classification level for a period of at least ten (10) consecutive working days, which assignment h...
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PROMOTIONS, TRANSFERS AND STAFF CHANGES. Where a vacancy occurs in a within the bargaining unit, notice of such, vacancy be posted on designated bulletin boards in the for a minimum period of five working days. Such notice of vacancy shall state the nature of the position in the classification, the basic qualifications required, salary range and length of probationary period. A position description will be made available for review any prospective applicant. All internal for such posted vacancy shall be considered. All qualified internal applicants shall be interviewed before external candidates are considered.
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PROMOTIONS, TRANSFERS AND STAFF CHANGES. The Employer and the Union agree that in cases of promotions, transfers, non-disciplinary demotions of employees within the bargaining unit, the Employer will consider skill, ability, qualifications, knowledge and experience of the employee affected. When such factors are deemed to be relatively equal, seniority shall be the governing factor. Where the qualifications for all intents and purposes are relatively equal (7 point variance in the final score) between two or more employees, seniority shall govern. In making its decision, the Employer will not act in an arbitrary manner. Where staff changes are necessary due to operational requirements within a work unit and location, staff will be offered any assignments according to Seniority. Where no employee has accepted a specific assignment, that assignment shall be assigned by reverse seniority. An employee applying for a vacancy may request and shall receive verbally, reasons why they did not get the job. Any such request shall be made within three (3) working days of the filling of the vacancy, or where the employee shall have reasonably become aware of the filling of the vacancy and the answer shall be given within three (3) working days of making the request. The successful applicant for promotion or transfer within the bargaining unit may be employed in the position for a period of six months based upon satisfactory service. Following which, the employee shall be declared permanent. In the event the successful applicant proves unsatisfactory or the applicant is not satisfied in the position during this period, they shall be returned to a similar position at their former wage/salary rate, without loss of seniority. Any other employee promoted or transferred because of the rearrangement of positions shall be returned to a similar position at their former wage or salary rate, without loss of seniority.
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PROMOTIONS, TRANSFERS AND STAFF CHANGES a) Where a vacancy occurs in a classification within the bargaining unit, notice of such vacancy shall be posted on the HR Web Site for a minimum period of six (6) working days and electronic copies of such notice of vacancy will be forwarded to the CUPE 2424 office e-mail. b) The Employer will provide a notice of open continuing and term bargaining unit positions to the Union monthly with a confirmation of how the Employer plans to fulfill the substantive duties of each position within thirty (30) days from the departure of the incumbent. 12.02 Such notice of vacancy shall state the job title, and the nature of the position in the classification, the basic qualifications required, salary range and length of probationary period, and hours of work. A position description will be made available for review to any prospective applicant. a) Applications for such posted vacancies shall be considered in the following order: first, continuing employees within the bargaining unit (internally called Priority 1 (P1) Status); second, non-continuing employees within the bargaining unit (internally called Priority 2 (P2) Status). All internal applications for each level of priority shall first be considered before proceeding to the next level of priority. All qualified internal applicants shall be interviewed before external candidates are considered.
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PROMOTIONS, TRANSFERS AND STAFF CHANGES. Where a vacancy occurs in a classification within the bargaining unit, notice of such vacancy shall be posted on designated bulletin boards in the University for a minimum period of five working days. Such notice of vacancy shall state the nature of the position in the classification, the basic qualifications required, salary range and length of probationary period. A position description will be made available for review to any prospective applicant. Applications for such posted vacancies shall be considered in the following order: first, continuing employees within the bargaining unit; second, non-continuing employees within the bargaining unit. All internal applications for each level of priority shall first be considered before proceeding to the next level of priority. All qualified internal applicants shall be interviewed before external candidates are considered.
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PROMOTIONS, TRANSFERS AND STAFF CHANGES. 12.01 Where a vacancy occurs in a classification within the bargaining unit, notice of such vacancy shall be posted on designated bulletin boards in the University for a minimum period of five working days. 12.02 Such notice of vacancy shall state the nature of the position in the classification, the basic qualifications required, salary range and length of probationary period. A position description will be made available for review to any prospective applicant. 12.03 All internal applications for such posted vacancy shall be considered. All qualified internal applicants shall be interviewed before external candidates are considered. (a) Among competing applicants for such posted vacancy the following factors shall be considered: the ability to perform in an efficient manner the required duties of the position; previous work record including job conduct and work performance; qualifications; and skill. Where these factors among two or more competitors for the vacancy are equivalent, relative length of service with the Employer (seniority) shall govern. The above factors shall be considered and applied fairly. (b) An external applicant will not be selected as the successful candidate except in cases where there are no qualified bargaining unit applicants.
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PROMOTIONS, TRANSFERS AND STAFF CHANGES. 18.01 Role of Seniority in Promotions, Transfers, and Staff Changes Both parties recognize: (a) The principle of promotion within the service of the Employer. (b) That job opportunity should increase in proportion to length of service. Therefore, in making staff changes, transfers, or promotions, appointments will be made of the applicant(s) with the greatest seniority and having the required qualifications in accordance with Article 13.02.
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Related to PROMOTIONS, TRANSFERS AND STAFF CHANGES

  • PROMOTIONS AND STAFF CHANGES 11.01 Job Postings a) When a vacancy occurs or a new position is created for a regular position which the Employer has decided to fill it shall be posted on all bulletin boards for five (5) working days and filled within forty (40) working days of the posting closing. Positions may be advertised in the media only after the Employer has determined an internal applicant is not the successful applicant. Where the Employer decides not to fill a vacant position, the Employer will provide an explanation to the Union if so requested. b) The Employer, on a temporary basis, may fill a posted position during the posting and selection period. c) For temporary positions of up to forty-two (42) days, a posting is not required. Positions of longer than forty-two (42) days (seventy-eight (78) days only in the case of temporary aquatic program positions) shall be posted except where the vacancy is created by the absence of an Employee due to vacation. d) If a temporary position is made into a regular position, the new regular position shall be posted at least 14 days prior to the end of the temporary position. (i) A posting shall include the following information: Nature of position, qualifications, skills, required knowledge and education, current shift hours and days, number of hours of work per week, and wage rate. (ii) Such qualifications may not be established in an arbitrary or discriminatory manner, and shall reflect the contents of the Job Description. 11.02 Role of Seniority in Appointments, Promotions, Demotions and Transfers a) Both parties recognize the principle of promotion within the service of the Employer in the bargaining unit (i) For classifications required by their job description to supervise other employees in the bargaining unit listed in XXX#4, appointments, promotions, demotions, and transfers shall be based on the ability, knowledge, qualifications and seniority of the Regular Employees considered. Where the ability, qualifications and knowledge of the applicants are relatively equal, the senior applicant will be the successful candidate. (ii) For all other classifications, where the ability, qualifications and knowledge are sufficient to perform the functions of the posted position, the senior applicant shall be appointed. c) If the position is not filled by a Regular Employee in (i) or (ii) above, the ability and qualifications of Casual, Temporary and Seasonal Employees shall be considered, and if relatively equal, the senior applicant as determined in Article 10.05 shall be appointed. d) If the position is not filled by an Employee in b (i), (ii), or c) above, all other applicants shall be considered.

  • VACANCIES, TRANSFERS AND PROMOTIONS A. As it relates to individual employees who are not regulated by the Teacher Tenure Act, a vacancy is defined as a newly created position or a current position in the bargaining unit which the Board intends to fill which has become open due to death, reassignment, retirement, resignation or dismissal of an employee. Such positions will not be posted until all teachers are assigned. 1. The above vacancies shall be posted online and via school email to all staff. 2. Positions as described above shall be posted at least ten (10) business days prior to being permanently filled, unless the vacancy occurs and is posted within ten (10) business days of the first official teacher work day of the school year. In that case, the posting period will be five (5) business days. 3. Any employee may apply for such positions by submitting a written letter to the Superintendent's Office. 4. After the last instructional day of the year, the Board shall post vacancies at the Superintendent’s Office. An employee with a request for a transfer on file under D. below or who has requested summer vacancy notices under C. below will be notified. B. As it relates to individual employees who are not regulated by the Teacher Tenure Act, an employee desiring to learn of position vacancies that occur during the summer shall leave self-addressed, stamped envelopes in the Personnel Office. Application for and filling of such summer vacancies shall follow the procedures in B. above. C. As it relates to individual employees who are not regulated by the Teacher Tenure Act, a request by an employee for transfer to a different building or position may be made at any time. Such request shall be made in writing to the Personnel Office with a copy to the Association President. The application shall set forth the school, grade or position sought, and the applicant's qualifications. Such request shall be reviewed twice each year to assure active consideration by the Board. In the event an employee is granted a transfer, the record of the transfer and any pertinent information related to the transfer shall be placed into the employee’s personnel file. No employee will be discriminated against because of a request to transfer.

  • TRANSFERS AND PROMOTIONS 9.1 Notices for permanent full-time vacancies within this bargaining unit, including full-time entry level positions, shall be posted online though the district website posting system and an email will be sent out to every employee notifying them of the job opening, and a copy of each posting shall be sent to the Union Vice-President. Notices shall be posted five (5) working days prior to the application deadline, unless in an emergency the time frame may be reduced after consulting with the local Vice-President of the Union. No permanent appointment shall be made until after the deadline for filing applications. The positions will be filled, if possible, from those seeking a lateral transfer and if not possible, from those seeking promotion. Part-time employees will be given preference for full-time vacancies over outside applicants. Transfers will be honored according to seniority. Positions that will be or have been vacant for at least 6 months shall be posted within 10 days of the vacancy. Also all posted positions will be filled within 30 days of the vacancy. Vacancies means any permanent separation of employment and does not apply when positions are not being filled due to 7:5. 9.2 Service in a part-time position will be converted to full-time equivalency and used to determine seniority status in bidding for an upgraded position (i.e. four (4) hours per work day equals two (2) years full-time seniority). 9.3 The written notice of a vacancy shall contain: (a) type of vacancy; (b) position description; (c) location and shift; (d) starting date; (e) qualifications; (f) salary; and (g) other relevant information. 9.4 The written notice set forth for a particular position shall not be substantively changed after posting. 9.5 Employees who desire a transfer to a posted position may apply as specified in the posting notice. The decision on transfer requests shall be awarded to the most senior applicant, provided he or she is qualified for the position.

  • Business Changes Change in any material respect the nature of the business of the Borrower or its Subsidiaries as conducted on the Effective Date.

  • Implementation of Changes If Tenant: (i) approves in writing the cost or savings and the estimated extension in the time for completion of Landlord’s Work, if any, and (ii) deposits with Landlord any Excess TI Costs required in connection with such Change, Landlord shall cause the approved Change to be instituted. Notwithstanding any approval or disapproval by Tenant of any estimate of the delay caused by such proposed Change, the TI Architect’s determination of the amount of Tenant Delay in connection with such Change shall be final and binding on Landlord and Tenant.

  • 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.

  • Advise of Changes Advise Seller promptly in writing of any fact that, if known at the Closing Date, would have been required to be set forth or disclosed in or pursuant to this Agreement, or which would result in the breach by Purchaser of any of its representations, warranties, covenants or agreements hereunder;

  • Provisions governing staff and subcontractors A. To require any subcontractor to execute documents that binds the subcontractor to comply with the provisions of this Contract. Subcontractor means an individual or entity to which the Contractor has contracted with or delegated some of its management functions or responsibilities of providing all or a part of the services required of the Contractor under this Contract. B. That it is responsible for the behavior of its staff and subcontractors to ensure a violence-free contractual relationship. The Contractor understands that any remarks, gestures or actions toward HHSC employees, volunteers or clients that carry an implied threat of any kind, even if intended to be in jest, will be taken seriously and may lead to corrective action, up to and including terminating this contractor. C. To comply with the requirements of the Immigration Reform and Control Act of 1986 regarding employment verification and retention of verification forms for an individual hired on or after November 6, 1986, who will perform any labor or services under this Contract. D. To certify and ensure that it utilizes and will continue to utilize, for the term of this Contract, the U. S. Department of Homeland Security's e- Verify system to determine the eligibility of: 1. all people employed during the Contract term to perform duties within Texas; and 2. all people (including subcontractors). E. That representatives of HHSC, AG-MFCU and HHS may conduct interviews of Contractor personnel, subcontractors and their personnel, witnesses, and clients without a Contractor's representative present unless the person interviewed voluntarily requests that the representative be present. The Contractor must not coerce its personnel, subcontractors and their personnel, witnesses, or clients to accept representation by the Contractor, and the Contractor agrees that no retaliation will occur to a person who denies the Contractor's offer of representation. Nothing in the Contract limits a person's right to counsel of his or her choice. Requests for interviews are to be complied with in the form and the manner requested. The Contractor must ensure by contract or other means that its personnel and subcontractors cooperate fully in any investigation conducted by representatives of HHSC, AG-MFCU and HHS. F. That if it is a Home and Community Support Services agency ("HCSSA"), the Contractor will hire Personal Assistance Services and Community Support Services providers chosen by the client or the client's legally authorized representative, if requested, and provided the individual who will provide the services: 1. meets minimum qualifications for the service; 2. is willing to be employed as an attendant by the Contractor; and 3. is willing, and determined competent by the Contractor, to deliver the service(s) according to the client's individual service plan.

  • TRANSFERS AND VACANCIES 8.3.1 School Directors will, through the Superintendent’s Designee, announce and post all intra-school vacancies when they occur or become known. Teachers within that school will have five (5) school days from the date of posting in which to apply for the vacancy. If this vacancy is not filled by an intra-school teacher, then the vacancy will be posted as stated in Section 8.3.3. 8.3.2 Teachers returning from leave may apply for any school vacancies posted for the school to which they were assigned when their leave commenced. 8.3.3 All school vacancies shall be posted on the District’s website for at least five (5) days as these vacancies occur. Teachers will be given the opportunity to apply for these vacancies or openings as they are posted. Applications will be submitted to the Superintendent’s Designee. 8.3.4 Teachers returning from any leave of absence will be notified all available vacancies for the next school year and may apply for these vacancies as they are posted. To ensure positions, these teachers may also be assigned to positions by the Superintendent’s Designee. 8.3.5 Notification of vacancies occurring after the regular school year will be posted on the District website as well as e-mailed to all district staff via the district e-mail system. During the ten calendar days prior to the first teacher workday, the five (5) day posting may be waived. Administrators will make every effort to contact teachers who have previously expressed an interest through a Request of Transfer submitted to the Superintendent’s Designee by March 15 (8.2.1.1). 8.3.6 All qualified in-district applicants for teacher vacancies shall be interviewed by the appropriate administrator and school hiring team when possible. Each interviewed applicant shall be notified in writing of the disposition of his/her application. 8.3.7 The Association and Board of Education agree that collaboration in the teacher hiring process is desirable and that every opportunity should be given to district teachers to provide their input on hiring teams. We collectively understand that circumstances may lead to the need for hiring decisions to be made by administration without consultation. We understand this should not be a consistent occurrence and all efforts will be made to follow the above philosophy. Finally, we agree that the Superintendent will make final hiring recommendations to the Board of Education.

  • VACANCIES, PROMOTIONS AND TRANSFERS A. Whenever a teacher is interested in being considered for assignment to any professional position in the district, he/she shall file written notice of his/her interest to the Assistant Superintendent of Human Resources. The Board declares its intention to give full consideration to present staff members in all vacancies in which they have expressed an interest. 1. It is agreed that any vacancy occurring during the current school year shall only be filled on a temporary basis for the remainder of that school year. By May 1 of each year, a list of all vacancies shall be posted in a designated area in each administrative unit. Any teacher with proper qualifications may, within seven (7) calendar days of May 1 and all subsequent postings until August 1 of each year, apply for and shall be granted an interview before such vacancy is filled, with the exception of when reductions in grade levels/subject areas occur in a building allowing first right of refusal to displaced staff for any open positions in his/her individual building. Vacant positions will be posted for three (3) work days after August 1 and prior to the first reported student instructional day of each year. 2. Any teacher requesting transfer between administrative units shall notify the Assistant Superintendent of Human Resources by April 30 for transfer in the subsequent year. Involuntary transfers within a building will occur prior to extending consideration to voluntary transfer requests. Before vacancies are filled, the qualifications of each teacher who has requested transfer shall be reviewed. 3. It is agreed that any teacher making written request to be assigned a position whose FTE is less than their current assignment has no guarantee of a future increase in FTE except as provided by the process defined elsewhere in this Article. 4. A vacancy shall be defined for purposes of this contract as a position presently unfilled, one to be open in the future or a new position, and which has no teacher on leave of absence or layoff status with the claim to the position. B. Since the frequent transfer of teachers from one school and/or grade level to another is disruptive to the educational process and interferes with optimum teacher performance, the parties agree that unrequested transfers of teachers are to be minimized.

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