Common use of PROMOTIONS, VACANCIES Clause in Contracts

PROMOTIONS, VACANCIES. 1. A promotion is a change in an open job classification which results in additional compensation during the regular work day. Promotions are not meant to include the taking on of additional duties within the same job classification or work involving overtime, shift differential or premium pay. 2. Whenever a vacancy in a position occurs, which position shall be considered to be a promotion within the meaning of Section A, or whenever a new job is created, the Employer shall publicize the same by giving written notice of such vacancy by posting the job classification and its duties. No vacancy shall be filled, except on a temporary basis, until such vacancy shall have been posted for five (5) working days. 3. Any employee may apply for a vacancy as defined in Sections A and B above. Promotions within the bargaining unit shall be made on the basis of seniority, qualifications and testing. Interested bargaining unit members will be given the opportunity to take a pre- qualifying written exam for working leader, utility worker, high school maintenance, grounds and maintenance technician. (All tests will be determined by management and will be subject to change.) A three (3) month waiting period is required before a retest will be allowed. (The skills of the working leader shall be determined by management and will be subject to change.) Upon appeal, the Chapter Chairperson or Chief Xxxxxxx, may review a bargaining unit members test scores. To be eligible for promotion to a working leader position the employee must have a good attendance record and no disciplinary record for the past two years. The employee must have successfully completed a hands on test to be considered qualified. If the employee is not given a position / promotion within two years, they must re-qualify. Seniority applicants meeting the established posted testing standards and qualifications shall have a personal interview with the building or department supervisor. The senior qualified applicant shall be given first consideration for a promotion in every case where the Employer has determined such senior applicant to have the qualifications, ability and experience for the specific position. Unsatisfactory attendance and/or discipline records may be grounds for not granting an employee a promotion. 4. The trial period for promotion shall be thirty (30) working days. During the trial period, the employee will receive the compensation rate of the job the employee is performing. It is understood that the thirty (30) working day trial period is the maximum time line, while there is no intended minimum time for such trial period. However, the trial period shall be of such duration as to afford the employee a reasonable opportunity to demonstrate competency to perform satisfactorily on the job. During the thirty (30) working day trial period the employee shall have the opportunity to revert back to the former classification and a letter of explanation shall be submitted to the Employer. Likewise, if the employee is unsatisfactory in the new position, the employee will be returned to the former or similar position, and notice and reasons shall be submitted to the employee in writing by the Employer. The matter then may become a proper subject for the 2nd step of the grievance procedure. The employee's salary shall revert to the classification from which the employee was promoted. This salary shall not be affected. 5. Any employee assigned to work above classification for two (2) days or more within a pay period shall receive the higher pay for all time worked in such higher job classification. If an employee temporarily works below job classification, the employee shall still receive the regular classification pay. Seasonal adjustments may alter an employee's job classification with the appropriate pay rate change under the wage scale hereinafter set forth. 6. An employee who is promoted during the probationary period shall be considered to have satisfactorily completed the probationary period in the classification from which promoted. 7. Working Leaders shall work well and cooperate with other staff members. Working leaders have responsibilities which include the performance of duties above and beyond those stipulated in the job description for building custodians. Specifically, working leaders, where assigned, will direct work in consultation with the supervisor and/or building administrators. Working Leaders are to relay the supervisor’s directions to other custodians and report back to supervision on the progress of all assigned custodial work within their building, but shall not be interpreted as to furnishing the Employer with employee evaluation reports. Working leaders will not discipline or evaluate.

PROMOTIONS, VACANCIES. 1. A promotion is The employee in order of Company seniority, if they meet the ability and qualification requirements set by the Company, will be considered for transfer to fill a change in an open job classification which results in additional compensation during the regular work day. Promotions are not meant vacancy or to include the taking on of additional duties within the same job classification or work involving overtime, shift differential or premium pay. 2. Whenever be promoted to fill a vacancy in a position occurshigher rated job. The employee where appointed, which position will be given assistance and instruction in the higher rated job. Nothing in the Article precludes the Company from hiring outside where no person within the bargaining unit satisfies the ability and qualification requirements. 9.2.1 Any vacancy in respect of a permanent job shall be considered posted a minimum of seven (7) days prior to be a promotion within filling the meaning of Section A, or whenever a new job is created, the Employer vacancy. Such posting shall publicize the same by giving written notice of such vacancy by posting identify the job classification and its dutiesa list of qualifications for the position to be filled. No 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 filleddeemed 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. 9.2.2 An employee promoted to fill a vacancy in a higher classification shall be on a trial period in such classification for a period of three (3) 9.2.3 Employees who perform in a job classification, except on a temporary basis, until different from their regular classification will not be penalized for errors committed during such vacancy shall have been posted for five (5) working daysperformance where such errors are the result of a lack of training in that job function. 3. Any employee may apply 9.2.4 Should an applicant for a vacancy as defined in Sections A and B above. Promotions within promotion or transfer be unsuccessful, it is agreed that management will discuss with the bargaining unit shall be made on the basis of seniorityemployee, qualifications and testing. Interested bargaining unit members will be given the opportunity to take a pre- qualifying written exam for working leaderif so requested, utility worker, high school maintenance, grounds and maintenance technician. (All tests will be determined by management why their promotion or transfer was denied and will be subject to change.) A three (3) month waiting period is required before a retest will be allowed. (The skills of the working leader shall be determined by management and will be subject to change.) Upon appeal, the Chapter Chairperson or Chief Xxxxxxx, may review a bargaining unit members test scores. To be eligible for promotion to a working leader position the employee must have a good attendance record and no disciplinary record for the past two years. The employee must have successfully completed a hands on test to be considered qualified. If the employee is not given a position / promotion within two years, they must re-qualify. Seniority applicants meeting the established posted testing standards and qualifications shall have a personal interview with the building or department supervisor. The senior qualified applicant shall be given first consideration for a promotion in every case where the Employer has determined such senior applicant to have the qualifications, ability and experience for the specific position. Unsatisfactory attendance and/or discipline records may be grounds for not granting an employee a promotion. 4. The trial period for promotion shall be thirty (30) working days. During the trial period, the employee will receive the compensation rate of the job the employee is performing. It is understood that the thirty (30) working day trial period is the maximum time line, while there is no intended minimum time for such trial period. However, the trial period shall be of such duration as to afford the employee a reasonable opportunity to demonstrate competency to perform satisfactorily on the job. During the thirty (30) working day trial period the employee shall have the opportunity to revert back bring to the former classification and a letter of explanation shall be submitted to the Employer. Likewise, if the employee is unsatisfactory in the new position, the employee will be returned to the former or similar position, and notice and reasons shall be submitted to the employee in writing by the Employer. The matter then may become a proper subject for the 2nd step of the grievance procedure. The employee's salary shall revert to the classification from attention any shortcomings which the employee was promoted. This salary shall not be affectedmay affect their opportunities for advancement. 5. Any employee assigned to work above classification for two (2) days or more within a pay period shall receive the higher pay for all time worked in such higher job classification. If an employee temporarily works below job classification, the employee shall still receive the regular classification pay. Seasonal adjustments may alter an employee's job classification with the appropriate pay rate change under the wage scale hereinafter set forth. 6. An employee who is promoted during the probationary period shall be considered to have satisfactorily completed the probationary period in the classification from which promoted. 7. Working Leaders shall work well and cooperate with other staff members. Working leaders have responsibilities which include the performance of duties above and beyond those stipulated in the job description for building custodians. Specifically, working leaders, where assigned, will direct work in consultation with the supervisor and/or building administrators. Working Leaders are to relay the supervisor’s directions to other custodians and report back to supervision on the progress of all assigned custodial work within their building, but shall not be interpreted as to furnishing the Employer with employee evaluation reports. Working leaders will not discipline or evaluate.

PROMOTIONS, VACANCIES. 1. A promotion is The employee in order of Company seniority, if they meet the ability and qualification requirements set by the Company, will be considered for transfer to fill a change in an open job classification which results in additional compensation during the regular work day. Promotions are not meant vacancy or to include the taking on of additional duties within the same job classification or work involving overtime, shift differential or premium pay. 2. Whenever be promoted to fill a vacancy in a position occurshigher rated job. The employee where appointed, which position will be given assistance and instruction in the higher rated job. Nothing in the Article precludes the Company from hiring outside where no person within the bargaining unit satisfies the ability and qualification requirements. 9.2.1 Any vacancy in respect of a permanent job shall be considered posted a minimum of seven (7) days prior to be a promotion within filling the meaning of Section A, or whenever a new job is created, the Employer vacancy. Such posting shall publicize the same by giving written notice of such vacancy by posting identify the job classification and its dutiesa list of qualifications for the position to be filled. No 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 filleddeemed 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. 9.2.2 An employee promoted to fill a vacancy in a higher classification shall be on a trial period in such classification for a period of three (3) months, except however, the period may be extended up to a total of six (6) months. The Company may, for good reason, during this time period, return the employee to their former classification with no loss of seniority. At the conclusion of a successful trial period the employee shall be advised in writing that their promotion has been made permanent. 9.2.3 Employees who perform in a job classification, on a temporary basis, until different from their regular classification will not be penalized for errors committed during such vacancy shall have been posted for five (5) working daysperformance where such errors are the result of a lack of training in that job function. 3. Any employee may apply 9.2.4 Should an applicant for a vacancy as defined in Sections A and B above. Promotions within promotion or transfer be unsuccessful, it is agreed that management will discuss with the bargaining unit shall be made on the basis of seniorityemployee, qualifications and testing. Interested bargaining unit members will be given the opportunity to take a pre- qualifying written exam for working leaderif so requested, utility worker, high school maintenance, grounds and maintenance technician. (All tests will be determined by management why their promotion or transfer was denied and will be subject to change.) A three (3) month waiting period is required before a retest will be allowed. (The skills of the working leader shall be determined by management and will be subject to change.) Upon appeal, the Chapter Chairperson or Chief Xxxxxxx, may review a bargaining unit members test scores. To be eligible for promotion to a working leader position the employee must have a good attendance record and no disciplinary record for the past two years. The employee must have successfully completed a hands on test to be considered qualified. If the employee is not given a position / promotion within two years, they must re-qualify. Seniority applicants meeting the established posted testing standards and qualifications shall have a personal interview with the building or department supervisor. The senior qualified applicant shall be given first consideration for a promotion in every case where the Employer has determined such senior applicant to have the qualifications, ability and experience for the specific position. Unsatisfactory attendance and/or discipline records may be grounds for not granting an employee a promotion. 4. The trial period for promotion shall be thirty (30) working days. During the trial period, the employee will receive the compensation rate of the job the employee is performing. It is understood that the thirty (30) working day trial period is the maximum time line, while there is no intended minimum time for such trial period. However, the trial period shall be of such duration as to afford the employee a reasonable opportunity to demonstrate competency to perform satisfactorily on the job. During the thirty (30) working day trial period the employee shall have the opportunity to revert back bring to the former classification and a letter of explanation shall be submitted to the Employer. Likewise, if the employee is unsatisfactory in the new position, the employee will be returned to the former or similar position, and notice and reasons shall be submitted to the employee in writing by the Employer. The matter then may become a proper subject for the 2nd step of the grievance procedure. The employee's salary shall revert to the classification from attention any shortcomings which the employee was promoted. This salary shall not be affectedmay affect their opportunities for advancement. 5. Any employee assigned to work above classification for two (2) days or more within a pay period shall receive the higher pay for all time worked in such higher job classification. If an employee temporarily works below job classification, the employee shall still receive the regular classification pay. Seasonal adjustments may alter an employee's job classification with the appropriate pay rate change under the wage scale hereinafter set forth. 6. An employee who is promoted during the probationary period shall be considered to have satisfactorily completed the probationary period in the classification from which promoted. 7. Working Leaders shall work well and cooperate with other staff members. Working leaders have responsibilities which include the performance of duties above and beyond those stipulated in the job description for building custodians. Specifically, working leaders, where assigned, will direct work in consultation with the supervisor and/or building administrators. Working Leaders are to relay the supervisor’s directions to other custodians and report back to supervision on the progress of all assigned custodial work within their building, but shall not be interpreted as to furnishing the Employer with employee evaluation reports. Working leaders will not discipline or evaluate.

PROMOTIONS, VACANCIES. 1. A promotion is The employee in order of Company seniority, if he meets the ability and qualification requirements set by the Company, will be considered for transfer to fill a change in an open job classification which results in additional compensation during the regular work day. Promotions are not meant vacancy or to include the taking on of additional duties within the same job classification or work involving overtime, shift differential or premium pay. 2. Whenever be promoted to fill a vacancy in a position occurshigher rated job. The employee where appointed, which position will be given assistance and instruction in the higher rated job. Nothing in the Article precludes the Company from hiring outside where no person within the bargaining unit satisfies the ability and qualification requirements. 9.2.1 Any vacancy in respect of a permanent job shall be considered posted a minimum of seven (7) days prior to be a promotion within filling the meaning of Section A, or whenever a new job is created, the Employer vacancy. Such posting shall publicize the same by giving written notice of such vacancy by posting identify the job classification and its dutiesa list of qualifications for the position to be filled. No 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 filleddeemed 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. 9.2.2 An employee promoted to fill a vacancy in a higher classification shall be on a trial period in such classification for a period of three (3) months, except however, the period may be extended up to a total of six (6) months. The Company may, for good reason, during this time period, return the employee to his former classification with no loss of seniority. At the conclusion of a successful trial period the employee shall be advised in writing that his promotion has been made permanent. 9.2.3 Employees who perform in a job classification, on a temporary basis, until such vacancy shall have been posted different from their regular classification will not be penalized 9.2.4 Should an applicant for five (5) working days. 3. Any employee may apply for a vacancy as defined in Sections A and B above. Promotions within promotion or transfer be unsuccessful, it is agreed that management will discuss with the bargaining unit shall be made on the basis of seniorityemployee, qualifications and testing. Interested bargaining unit members will be given the opportunity to take a pre- qualifying written exam for working leaderif so requested, utility worker, high school maintenance, grounds and maintenance technician. (All tests will be determined by management why his promotion or transfer was denied and will be subject to change.) A three (3) month waiting period is required before a retest will be allowed. (The skills of the working leader shall be determined by management and will be subject to change.) Upon appeal, the Chapter Chairperson or Chief Xxxxxxx, may review a bargaining unit members test scores. To be eligible for promotion to a working leader position the employee must have a good attendance record and no disciplinary record for the past two years. The employee must have successfully completed a hands on test to be considered qualified. If the employee is not given a position / promotion within two years, they must re-qualify. Seniority applicants meeting the established posted testing standards and qualifications shall have a personal interview with the building or department supervisor. The senior qualified applicant shall be given first consideration for a promotion in every case where the Employer has determined such senior applicant to have the qualifications, ability and experience for the specific position. Unsatisfactory attendance and/or discipline records may be grounds for not granting an employee a promotion. 4. The trial period for promotion shall be thirty (30) working days. During the trial period, the employee will receive the compensation rate of the job the employee is performing. It is understood that the thirty (30) working day trial period is the maximum time line, while there is no intended minimum time for such trial period. However, the trial period shall be of such duration as to afford the employee a reasonable opportunity to demonstrate competency to perform satisfactorily on the job. During the thirty (30) working day trial period the employee shall have the opportunity to revert back bring to the former classification and a letter of explanation shall be submitted to the Employer. Likewise, if the employee is unsatisfactory in the new position, the employee will be returned to the former or similar position, and notice and reasons shall be submitted to the employee in writing by the Employer. The matter then may become a proper subject for the 2nd step of the grievance procedure. The employee's salary shall revert to the classification from attention any shortcomings which the employee was promoted. This salary shall not be affectedmay affect his opportunities for advancement. 5. Any employee assigned to work above classification for two (2) days or more within a pay period shall receive the higher pay for all time worked in such higher job classification. If an employee temporarily works below job classification, the employee shall still receive the regular classification pay. Seasonal adjustments may alter an employee's job classification with the appropriate pay rate change under the wage scale hereinafter set forth. 6. An employee who is promoted during the probationary period shall be considered to have satisfactorily completed the probationary period in the classification from which promoted. 7. Working Leaders shall work well and cooperate with other staff members. Working leaders have responsibilities which include the performance of duties above and beyond those stipulated in the job description for building custodians. Specifically, working leaders, where assigned, will direct work in consultation with the supervisor and/or building administrators. Working Leaders are to relay the supervisor’s directions to other custodians and report back to supervision on the progress of all assigned custodial work within their building, but shall not be interpreted as to furnishing the Employer with employee evaluation reports. Working leaders will not discipline or evaluate.

PROMOTIONS, VACANCIES. 1. A promotion is The employee in order of Company seniority, if he meets the ability and qualification requirements set by the Company, will be considered for transfer to fill a change in an open job classification which results in additional compensation during the regular work day. Promotions are not meant vacancy or to include the taking on of additional duties within the same job classification or work involving overtime, shift differential or premium pay. 2. Whenever be promoted to fill a vacancy in a position occurshigher rated job. The employee where appointed, which position will be given assistance and instruction in the higher rated job. Nothing in the Article precludes the Company from hiring outside where no person within the bargaining unit satisfies the ability and qualification requirements. Any vacancy in respect of a permanent job shall be considered posted a minimum of seven (7) days prior to be a promotion within filling the meaning of Section A, or whenever a new job is created, the Employer vacancy. Such posting shall publicize the same by giving written notice of such vacancy by posting identify the job classification and its dutiesa list of qualifications for the position to be filled. No Nothing herein precludes the Company from 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 filleddeemed 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. An employee promoted to fill a vacancy in a higher classification shall be on a trial period in such classification fora period (3) months, except however, the period may be extended up to a total of six (6) months. The Company may, for good reason, during this time period, return the employee to his former classification with no loss of seniority. At the conclusion of a successful trial period the employee shall be advised in writing that his promotion has been made permanent. Employees who perform in a job classification, on a temporary basis, until different from their regular classification will not be penalized for errors committed during such vacancy shall have been posted performance where such errors are the result of a lack of training in that job function. Should an applicant for five (5) working days. 3. Any employee may apply for a vacancy as defined in Sections A and B above. Promotions within promotion or transfer be unsuccessful, it is agreed that management will discuss with the bargaining unit shall be made on the basis of seniorityemployee, qualifications and testing. Interested bargaining unit members will be given the opportunity to take a pre- qualifying written exam for working leaderif so requested, utility worker, high school maintenance, grounds and maintenance technician. (All tests will be determined by management why his promotion or transfer was denied and will be subject to change.) A three (3) month waiting period is required before a retest will be allowed. (The skills of the working leader shall be determined by management and will be subject to change.) Upon appeal, the Chapter Chairperson or Chief Xxxxxxx, may review a bargaining unit members test scores. To be eligible for promotion to a working leader position the employee must have a good attendance record and no disciplinary record for the past two years. The employee must have successfully completed a hands on test to be considered qualified. If the employee is not given a position / promotion within two years, they must re-qualify. Seniority applicants meeting the established posted testing standards and qualifications shall have a personal interview with the building or department supervisor. The senior qualified applicant shall be given first consideration for a promotion in every case where the Employer has determined such senior applicant to have the qualifications, ability and experience for the specific position. Unsatisfactory attendance and/or discipline records may be grounds for not granting an employee a promotion. 4. The trial period for promotion shall be thirty (30) working days. During the trial period, the employee will receive the compensation rate of the job the employee is performing. It is understood that the thirty (30) working day trial period is the maximum time line, while there is no intended minimum time for such trial period. However, the trial period shall be of such duration as to afford the employee a reasonable opportunity to demonstrate competency to perform satisfactorily on the job. During the thirty (30) working day trial period the employee shall have the opportunity to revert back bring to the former classification and a letter of explanation shall be submitted to the Employer. Likewise, if the employee is unsatisfactory in the new position, the employee will be returned to the former or similar position, and notice and reasons shall be submitted to the employee in writing by the Employer. The matter then may become a proper subject for the 2nd step of the grievance procedure. The employee's salary shall revert to the classification from attention any shortcomings which the employee was promoted. This salary shall not be affectedmay affect his opportunities for advancement. 5. Any employee assigned to work above classification for two (2) days or more within a pay period shall receive the higher pay for all time worked in such higher job classification. If an employee temporarily works below job classification, the employee shall still receive the regular classification pay. Seasonal adjustments may alter an employee's job classification with the appropriate pay rate change under the wage scale hereinafter set forth. 6. An employee who is promoted during the probationary period shall be considered to have satisfactorily completed the probationary period in the classification from which promoted. 7. Working Leaders shall work well and cooperate with other staff members. Working leaders have responsibilities which include the performance of duties above and beyond those stipulated in the job description for building custodians. Specifically, working leaders, where assigned, will direct work in consultation with the supervisor and/or building administrators. Working Leaders are to relay the supervisor’s directions to other custodians and report back to supervision on the progress of all assigned custodial work within their building, but shall not be interpreted as to furnishing the Employer with employee evaluation reports. Working leaders will not discipline or evaluate.

PROMOTIONS, VACANCIES. JOB POSTINGS‌ 12.1 Core Group and Appointments without Posting‌ (a) The parties agree that the senior 28 regular employees in the bargaining unit who are on the attached March 3, 2012 core group list shall not be subject to layoff, relocation, and/or salary adjustment. No employee, regular or auxiliary, who is not on the list is eligible for layoff protection arising from this clause. Core group will be phased out through attrition, commencing January 1, 2003, to zero by June 27, 2019. A promotion It is a change in an open job classification which results in additional compensation during understood that those regular employees not on the attached core group list shall retain their regular work day. Promotions are not meant to include status for all other purposes of the taking on of additional duties within the same job classification or work involving overtime, shift differential or premium payCollective Agreement. 2. Whenever a vacancy (b) While operational needs may fluctuate respecting classes of equipment and services required in a position occurseach geographic area, which position an employee who has "core group status" shall not be considered subject to be a promotion within the meaning of Section Alayoff, or whenever permanently relocated, or red-circled, or otherwise impacted by a non-disciplinary action initiated by the Employer. However, such an employee may be reassigned duties commensurate with the operational needs of the seniority block. (c) When a new job position is created, or when a regular vacancy is created through resignation, discharge, promotion, transfer, or retirement of an incumbent regular employee, the Employer shall publicize determine whether the same by giving written notice of such vacancy by posting the job classification and its duties. No vacancy shall is to be filled, except on and in what location within the service area. However, once the regular complement is reduced to 35, the requirement to fill vacancies pursuant to this clause shall be reinstated. Therefore, the Employer shall maintain a temporary basisminimum of 35 regular employees. Vacancies arising from the discharge of a regular employee shall be filled within 30 calendar days of the discharge being finalized. Where the regular position is to be filled, until such vacancy it shall have been posted for five be offered within the seniority block in the following sequence: (51) working dayssenior qualified regular employee within the classification series; (2) senior qualified auxiliary employee within the classification series; (3) senior qualified regular employee in another classification series; (4) senior qualified auxiliary employee in another classification series. 3. Any employee may apply for a vacancy as defined in Sections A (d) Vacancies arising at or above the Xxxxxxx 1 and B above. Promotions within the bargaining unit Trade Leadhand levels shall be made on the basis of seniority, qualifications and testing. Interested bargaining unit members will be given the opportunity to take a pre- qualifying written exam for working leader, utility worker, high school maintenance, grounds and maintenance technician. (All tests will be determined by management and will be subject to changethe posting provisions contained in Clause 12.2. (e) A three (3) month waiting period The Employer and the Union agree that the Employer's primary source of business is required before a retest will be allowed. (The skills of the working leader shall be determined by management and will be subject to change.) Upon appeal, the Chapter Chairperson or Chief Xxxxxxx, may review a bargaining unit members test scores. To be eligible for promotion to a working leader position the employee must have a good attendance record and no disciplinary record for the past two years. The employee must have successfully completed a hands on test to be considered qualified. If the employee is not given a position / promotion within two years, they must re-qualify. Seniority applicants meeting the established posted testing standards and qualifications shall have a personal interview contracts it has with the building or department supervisor. The senior qualified applicant shall be given first consideration for a promotion in every case where the Employer has determined such senior applicant Province of BC and other customers to have the qualifications, ability provide road and experience for the specific position. Unsatisfactory attendance and/or discipline records may be grounds for not granting an employee a promotion. 4. The trial period for promotion shall be thirty (30) working days. During the trial period, the employee will receive the compensation rate of the job the employee is performingbridge maintenance and other services. It is understood that the thirty (30) working day trial period Province of BC and other customers may reduce or increase the obligations of the Employer under these contracts and such changes may have a measurable impact on the Employer's operations and staffing requirements. In the event the scope of work in the service area is the maximum time line, while there is no intended minimum time for such trial period. Howeverchanged as described above, the trial period parties agree to meet to renegotiate the level of core group designation. The party seeking the change shall notify the other, in writing, of the specific change/s and the anticipated impacts to the core group designation and bears the onus of justifying any proposed change. Discussions for any adjustments to the core group designation shall be of such duration as to afford facilitated through the employee a reasonable opportunity to demonstrate competency to perform satisfactorily on Labour-Management Committee and in the job. During the thirty (30) working day trial period the employee shall have the opportunity to revert back to the former classification and a letter of explanation event agreement cannot be reached, an arbitrator shall be submitted selected from those listed in Clause 9.2 to make a final and binding decision. Every effort shall be made to resolve this matter within 60 days of receipt of notification as set out above. (f) In the Employer. Likewise, if event that the employee responsibility for highways road and bridge maintenance for the Coquihalla Highway is unsatisfactory in transferred by the new positionProvince of BC to a third party who is not a successor employer, the employee will be returned to the former or similar position, and notice and reasons seniority block for regular employees shall be submitted to the employee in writing by the Employer. The matter then may become a proper subject full bargaining unit for the 2nd step purposes of the grievance procedure. The employee's salary shall revert to the classification from which the employee was promoted. This salary shall not be affectedany resulting labour adjustments under Articles 12, 13 and any related provisions. 5. Any employee assigned to work above classification for two (2) days or more within a pay period shall receive the higher pay for all time worked in such higher job classification. If an employee temporarily works below job classification, the employee shall still receive the regular classification pay. Seasonal adjustments may alter an employee's job classification with the appropriate pay rate change under the wage scale hereinafter set forth. 6. An employee who is promoted during the probationary period shall be considered to have satisfactorily completed the probationary period in the classification from which promoted. 7. Working Leaders shall work well and cooperate with other staff members. Working leaders have responsibilities which include the performance of duties above and beyond those stipulated in the job description for building custodians. Specifically, working leaders, where assigned, will direct work in consultation with the supervisor and/or building administrators. Working Leaders are to relay the supervisor’s directions to other custodians and report back to supervision on the progress of all assigned custodial work within their building, but shall not be interpreted as to furnishing the Employer with employee evaluation reports. Working leaders will not discipline or evaluate.

PROMOTIONS, VACANCIES. 1. A promotion is a change Promotion defined as an increase in an open job classification which results in additional compensation during the regular work day. Promotions are not meant to include the taking on of additional duties within the same job classification annual compensation, excluding summer or work involving overtime, shift differential or premium paysupplemental programs. 2. Whenever a vacancy in a position occurs, which position shall be considered to be a promotion within the meaning of Section A, or whenever a new job is created, the Employer shall publicize the same by giving written notice of such vacancy by posting the job classification and its duties. No vacancy shall be filled, except on a temporary basis, until such vacancy shall have been posted for five (5) working days. 3. Any employee may apply for a vacancy as defined in Sections A and B above1. Promotions within the bargaining unit shall be made on the basis of seniorityseniority and qualification (with the exception of probationary Employees i.e., qualifications and testingEmployees may not bid unless they have completed their probationary period). Interested bargaining unit members However, in the event that there are no qualified applicants, probationary employees may be considered. 2. Employees granted lateral transfers or bids within classification shall spend at least one year in said position before they shall be granted another lateral transfer. 3. Job vacancies will be given posted for a period of seven (7) calendar days, in a conspicuous place in the opportunity to take a pre- qualifying written exam for working leader, utility worker, high school maintenance, grounds and maintenance technicianwork site. Employees interested shall apply within the seven (All tests will be determined by management and will be subject to change.7) A three (3) month waiting period is required before a retest will be allowed. (The skills of the working leader shall be determined by management and will be subject to change.) Upon appeal, the Chapter Chairperson or Chief Xxxxxxx, may review a bargaining unit members test scores. To be eligible for promotion to a working leader position the employee must have a good attendance record and no disciplinary record for the past two years. The employee must have successfully completed a hands on test to be considered qualified. If the employee is not given a position / promotion within two years, they must re-qualify. Seniority applicants meeting the established posted testing standards and qualifications shall have a personal interview with the building or department supervisorcalendar day posting period. The senior Employee applying for the promotion, which is qualified applicant and recommended, shall be given first consideration for granted a promotion in every case where the Employer has determined such senior applicant trial period, not to have the qualifications, ability and experience for the specific position. Unsatisfactory attendance and/or discipline records may be grounds for not granting an employee a promotionexceed sixty (60) days. 4. An interview committee shall recommend a candidate for promotion. The trial period for promotion committee shall be thirty (30) working dayscomprised of those required by federal guidelines, a Local 849 Employee whose job is closely related to the opening, GSRP administrator, and one or more parents. 5. In the event the senior applicant is denied the promotion, reasons for denial shall be given to such Employees upon written request by the individual with copies to the Union except where barred by the Employee. 6. During the trial period, the employee will receive the compensation rate of the job the employee is performing. It is understood that the thirty (30) working day trial period is the maximum time line, while there is no intended minimum time for such trial period. However, the trial period shall be of such duration as to afford the employee a reasonable opportunity to demonstrate competency to perform satisfactorily on the job. During the thirty (30) working day trial period the employee Employee shall have the opportunity to revert back to his/her former classification. 7. If the former classification and a letter of explanation shall be submitted to the Employer. Likewise, if the employee Employee is unsatisfactory in the new position, the employee will be returned Employer shall have the opportunity to place the Employee back in their former or similar position, and classification during the trial period. The Employer shall submit notice and reasons shall be submitted of such move to the employee Union in writing by writing, with a copy to the EmployerEmployee. The matter may then may become a proper subject for the 2nd second step of the grievance procedure. 8. During the trial period, Employee will receive the rate of the job they are performing. 9. The employee's salary shall revert Employer agrees to make available to the classification from which the employee was promoted. This salary shall not be affected. 5. Any employee assigned to work above classification for two (2) days or more within Union a pay period shall receive the higher pay for all time worked in such higher job classification. If an employee temporarily works below job classification, the employee shall still receive the regular classification pay. Seasonal adjustments may alter an employee's job classification with the appropriate pay rate change under the wage scale hereinafter set forth. 6. An employee who is promoted during the probationary period shall be considered to have satisfactorily completed the probationary period in the classification from which promoted. 7. Working Leaders shall work well and cooperate with other staff members. Working leaders have responsibilities which include the performance of duties above and beyond those stipulated in the job description for building custodians. Specifically, working leaders, where assigned, will direct work in consultation with the supervisor and/or building administrators. Working Leaders are to relay the supervisor’s directions to other custodians and report back to supervision on the progress list of all assigned custodial work within their building, but shall not be interpreted as to furnishing the Employer with employee evaluation reports. Working leaders will not discipline or evaluateapplicants for promotion through job postings.

PROMOTIONS, VACANCIES. 1. A promotion is The employee in order of Company seniority, if he meets the ability and qualification requirements set by the Company, will be considered for transfer to fill a change in an open job classification which results in additional compensation during the regular work day. Promotions are not meant vacancy or to include the taking on of additional duties within the same job classification or work involving overtime, shift differential or premium pay. 2. Whenever be promoted to fill a vacancy in a position occurshigher rated job. The employee where appointed, which position will be given assistance and instruction in the higher rated job. Nothing in the Article precludes the Company from hiring outside where no person within the bargaining unit satisfies the ability and qualification requirements. Any vacancy in respect of a permanent job shall be considered posted a minimum of seven (7) days prior to be a promotion within filling the meaning of Section A, or whenever a new job is created, the Employer vacancy. Such posting shall publicize the same by giving written notice of such vacancy by posting identify the job classification and its dutiesa list of qualifications for the position to be filled. No 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 filleddeemed 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. An employee promoted to fill a vacancy in a higher classification shall be on a trial period in such classification for a period of three (3) months, except however, the period may be extended up to a total of six (6) months. The Company may, for good reason, during this time period, the employee to his former classification with no loss of seniority. At the conclusion of a successful trial period the employee shall be advised in writing that his promotion has been made permanent. Employees who perform in a job classification, on a temporary basis, until different from their regular classification will not be penalized for errors committed during such vacancy shall have been posted performance where such errors are the result of a lack of training in that job function. Should an applicant for five (5) working days. 3. Any employee may apply for a vacancy as defined in Sections A and B above. Promotions within promotion or transfer be unsuccessful, it is agreed that management will discuss with the bargaining unit shall be made on the basis of seniorityemployee, qualifications and testing. Interested bargaining unit members will be given the opportunity to take a pre- qualifying written exam for working leaderif so requested, utility worker, high school maintenance, grounds and maintenance technician. (All tests will be determined by management why his promotion or transfer was denied and will be subject to change.) A three (3) month waiting period is required before a retest will be allowed. (The skills of the working leader shall be determined by management and will be subject to change.) Upon appeal, the Chapter Chairperson or Chief Xxxxxxx, may review a bargaining unit members test scores. To be eligible for promotion to a working leader position the employee must have a good attendance record and no disciplinary record for the past two years. The employee must have successfully completed a hands on test to be considered qualified. If the employee is not given a position / promotion within two years, they must re-qualify. Seniority applicants meeting the established posted testing standards and qualifications shall have a personal interview with the building or department supervisor. The senior qualified applicant shall be given first consideration for a promotion in every case where the Employer has determined such senior applicant to have the qualifications, ability and experience for the specific position. Unsatisfactory attendance and/or discipline records may be grounds for not granting an employee a promotion. 4. The trial period for promotion shall be thirty (30) working days. During the trial period, the employee will receive the compensation rate of the job the employee is performing. It is understood that the thirty (30) working day trial period is the maximum time line, while there is no intended minimum time for such trial period. However, the trial period shall be of such duration as to afford the employee a reasonable opportunity to demonstrate competency to perform satisfactorily on the job. During the thirty (30) working day trial period the employee shall have the opportunity to revert back bring to the former classification and a letter of explanation shall be submitted to the Employer. Likewise, if the employee is unsatisfactory in the new position, the employee will be returned to the former or similar position, and notice and reasons shall be submitted to the employee in writing by the Employer. The matter then may become a proper subject for the 2nd step of the grievance procedure. The employee's salary shall revert to the classification from attention any which the employee was promoted. This salary shall not be affectedmay affect his opportunities for advancement. 5. Any employee assigned to work above classification for two (2) days or more within a pay period shall receive the higher pay for all time worked in such higher job classification. If an employee temporarily works below job classification, the employee shall still receive the regular classification pay. Seasonal adjustments may alter an employee's job classification with the appropriate pay rate change under the wage scale hereinafter set forth. 6. An employee who is promoted during the probationary period shall be considered to have satisfactorily completed the probationary period in the classification from which promoted. 7. Working Leaders shall work well and cooperate with other staff members. Working leaders have responsibilities which include the performance of duties above and beyond those stipulated in the job description for building custodians. Specifically, working leaders, where assigned, will direct work in consultation with the supervisor and/or building administrators. Working Leaders are to relay the supervisor’s directions to other custodians and report back to supervision on the progress of all assigned custodial work within their building, but shall not be interpreted as to furnishing the Employer with employee evaluation reports. Working leaders will not discipline or evaluate.

PROMOTIONS, VACANCIES. 1. A promotion is a change in an open job classification which results in additional compensation during the regular work day. Promotions are not meant to include the taking on of additional duties within the same job classification or work involving overtime, shift differential or premium pay. 2. Whenever a vacancy in a position occurs, which position shall be considered to be a promotion within the meaning of Section A, or whenever a new job is created, the Employer shall publicize the same by giving written notice of such vacancy by posting the job classification and its duties. • No vacancy shall be filled, except on a temporary basis, until such vacancy shall have been posted for five (5) working days. 3. Any employee may apply for a vacancy as defined in Sections A and B above. Promotions within the bargaining unit shall be made on the basis of seniority, qualifications and testing. Interested bargaining unit members will be given the opportunity to take a pre- qualifying written exam for working leader, utility worker, high school maintenance, grounds and maintenance technician. (All tests will be determined by management and will be subject to change.) A three (3) month waiting period is required before a retest will be allowed. (The skills of the working leader shall be determined by management and will be subject to change.) Upon appeal, the Chapter Chairperson or Chief Xxxxxxx, may review a bargaining unit members member test scoresscore. To be eligible for promotion to a working leader position the employee must have a good attendance record and no disciplinary record for the past two years. The employee must have successfully completed a hands hands-on test to be considered qualified. If the employee is not given a position / promotion within two years, they must re-qualify. Seniority applicants meeting the established posted testing standards and qualifications shall have a personal interview with the building or department supervisor. The senior qualified applicant shall be given first consideration for a promotion in every case where the Employer has determined such senior applicant to have the qualifications, ability and experience for the specific position. Unsatisfactory attendance and/or discipline records may be grounds for not granting an employee a promotion. 4. The trial period for promotion shall be thirty (30) working days. During the trial period, the employee will receive the compensation rate of the job the employee is performing. It is understood that the thirty (30) working day trial period is the maximum time line, while there is no intended minimum time for such trial period. However, the trial period shall be of such duration as to afford the employee a reasonable opportunity to demonstrate competency to perform satisfactorily on the job. During the thirty (30) working day trial period the employee shall have the opportunity to revert back to the former classification and a letter of explanation shall be submitted to the Employer. Likewise, if the employee is unsatisfactory in the new position, the employee will be returned to the former or similar position, and notice and reasons shall be submitted to the employee in writing by the Employer. The matter then may become a proper subject for the 2nd step of the grievance procedure. The employee's salary shall revert to the classification from which the employee was promoted. This salary shall not be affected. 5. Any employee assigned to work above classification for two (2) days or more within a pay period shall receive the higher pay for all time worked in such higher job classification. If an employee temporarily works below job classification, the employee shall still receive the regular classification pay. Seasonal adjustments may alter an employee's job classification with the appropriate pay rate change under the wage scale hereinafter set forth. 6. An employee who is promoted during the probationary period shall be considered to have satisfactorily completed the probationary period in the classification from which promoted. 7. Working Leaders shall work well and cooperate with other staff members. Working leaders have responsibilities which include the performance of duties above and beyond those stipulated in the job description for building custodians. Specifically, working leaders, where assigned, will direct work in consultation with the supervisor and/or building administrators. Working Leaders are to relay the supervisor’s directions to other custodians and report back to supervision on the progress of all assigned custodial work within their building, but shall not be interpreted as to furnishing the Employer with employee evaluation reports. Working leaders will not discipline or evaluate.

PROMOTIONS, VACANCIES. 1. A promotion is a change in an open job classification which results in additional compensation during posted vacancy can be filled at the regular work day. Promotions are not meant to include discretion of the taking on of additional duties within the same job classification or work involving overtime, shift differential or premium pay. 2. Whenever a vacancy in a position occurs, which position shall be considered to be a promotion within the meaning of Section A, or whenever a new job is created, the Employer shall publicize the same by giving written notice of such vacancy by posting the job classification and its duties. No vacancy shall be filled, except Corporation on a temporary basisbasis pending completion of the posting procedure. It is agreed that any decision or confirmation on the appointment or non- appointment of an applicant, until such vacancy if from within the bargaining unit, will normally be made within fifteen (15) working days following closing of applications. In cases where a promoted employee is delayed from starting in the new position, the appropriate rate of pay for the new position will be paid commencing four (4) weeks after the appointment is made, unless a grievance is in progress. for Applicant It is generally that parties the of the civic service. Therefore changes, or both preference will be given according to seniority provided that skill, and of applicants meet the the position Period Schedule " A Employees For classifications in Schedule " A, employees appointed to positions in Groups and under Article Clause shall have been posted for serve a trial period of sixty-five (565) working days. 3, during which time the employee may return, or be returned to his previous position and salary rate, without loss of seniority or benefits. Employees in Groups and appointed to positions under Article Xxxxxx shall serve a trial period of eighty-five (85) working days, during which time the employee may return, or be returned to his previous position and salary rate, without loss of seniority or benefits. Any other employee may apply for a vacancy as defined in Sections A and B above. Promotions within the bargaining unit shall be made on the basis of seniority, qualifications and testing. Interested bargaining unit members will be given the opportunity to take a pre- qualifying written exam for working leader, utility worker, high school maintenance, grounds and maintenance technician. (All tests will be determined by management and will be subject to change.) A three (3) month waiting period is required before a retest will be allowed. (The skills promoted or transferred because of the working leader rearrangement of positions shall also be determined by management returned to his former position and will be subject salary rate, without loss of seniority or benefits. For classifications in Schedule employees recommended for appointment to change.) Upon appeal, the Chapter Chairperson or Chief Xxxxxxx, may review a bargaining unit members test scores. To be eligible for promotion positions in response to a working leader position the employee must have a good attendance record and no disciplinary record for the past two years. The employee must have successfully completed a hands on test to be considered qualified. If the employee is not given a position / promotion within two years, they must re-qualify. Seniority applicants meeting the established posted testing standards and qualifications shall have a personal interview with the building or department supervisor. The senior qualified applicant job shall be given first consideration for a promotion up to ten days training time in every case where which to determine their suitability and capability prior to retaining them on the Employer has determined such senior applicant probationary period, and if they fail to have the qualificationsdo so, ability and experience for the specific position. Unsatisfactory attendance and/or discipline records may be grounds for not granting an employee a promotion. 4. The trial period for promotion shall be thirty (30) working daysreturned to their former positions without loss of seniority. During the trial period, the employee will receive the compensation rate of the job the employee is performing. It is understood that the Employees wishing to do so may revert to their former position within a thirty (30) working day trial period is following commencement in the maximum time line, while there is no intended minimum time for such trial periodposition. However, Those employees who successfully complete the trial training period shall be appointed to the position subject to satisfactory completion of such duration as the probationary period of fifty- five (55) working days. Employees failing to afford satisfactorily complete the employee a reasonable opportunity probationary period shall be returned to demonstrate competency to perform satisfactorily on the jobtheir former position without loss of seniority or benefits. During the Should no successful applicant be found within thirty (30) working day trial period days after the employee shall have closure of the opportunity to revert back to the former classification and a letter of explanation shall be submitted to the Employer. Likewise, if the employee is unsatisfactory in the new positionposting file, the employee vacancy will be returned if it is to the former or similar position, and notice and reasons shall be submitted to the employee in writing by the Employer. The matter then may become a proper subject for the 2nd step of the grievance procedure. The employee's salary shall revert to the classification from which the employee was promoted. This salary shall not be affectedfilled. 5. Any employee assigned to work above classification for two (2) days or more within a pay period shall receive the higher pay for all time worked in such higher job classification. If an employee temporarily works below job classification, the employee shall still receive the regular classification pay. Seasonal adjustments may alter an employee's job classification with the appropriate pay rate change under the wage scale hereinafter set forth. 6. An employee who is promoted during the probationary period shall be considered to have satisfactorily completed the probationary period in the classification from which promoted. 7. Working Leaders shall work well and cooperate with other staff members. Working leaders have responsibilities which include the performance of duties above and beyond those stipulated in the job description for building custodians. Specifically, working leaders, where assigned, will direct work in consultation with the supervisor and/or building administrators. Working Leaders are to relay the supervisor’s directions to other custodians and report back to supervision on the progress of all assigned custodial work within their building, but shall not be interpreted as to furnishing the Employer with employee evaluation reports. Working leaders will not discipline or evaluate.