Common use of Promotions Clause in Contracts

Promotions. A. Employees who apply for a promotion when an opening occurs in their present research or training project or department, as applicable, shall be promoted on the basis of classification seniority, provided the employee has the skill, ability, experience, and educational background. The employee's University Personnel Record shall also be taken into consideration as one of the factors in evaluating an applicant for promotion. The selection herein shall be subject to the grievance and arbitration procedure. B. When there is such a vacancy, it shall be posted for a period of five (5) working days at centrally located bulletin boards. If the opening is not filled from within the research or training project or department as applicable in Section A above, then the employee shall be selected on the basis of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, and physical fitness to perform the available work. During this period, the Employer will not interview or hire anyone outside of the University. The Investigator, Project Director or Supervisor involved shall be the sole judge of the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a four (4) month probationary period. In the event the employee does not successfully complete thirty (30) days in the new position, the employee may return to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned to a former position under these provisions. Between day 31 and the end of the four (4) month probation, if the employee does not successfully complete the probationary period, he/she may return to his/her previous position providing the position has not yet been filled or canceled. Management will use its best efforts to place the employee in a position equivalent to the former position when the promoted employee does not successfully complete his/her four

Promotions. A. Employees who apply for (a) Whenever a promotion when an opening promotional opportunity occurs in their present research or training project or a department, as applicable, shall be promoted on the basis of classification seniority, provided the employee has the skill, ability, experience, and educational background. The employee's University Personnel Record shall also be taken into consideration as one of the factors in evaluating an applicant for promotion. The selection herein shall be subject to the grievance and arbitration procedure. B. When there is such a vacancy, it job opening shall be posted simultaneously for a period of five (5) working days at centrally located bulletin boardswithin and outside the department. Preference for such opening shall be given to the Employee within the department with the highest classification seniority, provided such Employee has the skill and ability to perform the required duties. If the Employer determines that the Employee with the highest classification seniority does not have the skill and ability to perform the required duties, preference shall then be given to the next Employee within the department with the highest classification seniority, again provided such Employee has the skill and ability to perform the required duties, and so on. If the opening is not filled from within the research or training project or department as applicable in Section A abovedepartment, then the employee above procedure shall be selected followed for filling the opening outside the department. When a job is posted and not filled, it shall be posted every sixty (60) days until filled. Any disagreement shall be subject to the grievance and arbitration procedure herein. (b) Whenever the University has a vacancy in a part-time position, the part-time hours will be offered first to part-time Employees on the basis of bargaining unit seniority. This will not supersede the seniority provided said employee has clause. (c) Job requirements shall reflect actual job duties of the skill, ability, experience, educational background, job in question and physical fitness be clearly stated. Equivalent experience shall be given due consideration. (d) All promotional tests to perform the available workdetermine an Employee's skill and ability shall be job related and objective. During this periodEmployees will not be required to take a typing test for promotions. (e) If an Employee claims that due to material changes in job content he/she should be upgraded, the Employer will not interview or hire anyone outside of the University. The InvestigatorEmployee should submit a request, Project Director or Supervisor involved shall be the sole judge of the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings in writing, for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a four (4) month probationary period. In the event the employee does not successfully complete thirty (30) days in the new position, the employee may return such review to his/her previous position providing that it has not been filled by immediate supervisor. The supervisor will meet with the Employee and review his/her job description. The Employee will be notified of the result of the review within forty five (45) days of the submission of the request. (f) At the time of hire, transfer or promotion, upon request, an internal promotion or transfer and providing Employee shall receive a copy of his/her current job description. Upon request, an Employee shall receive a copy of his/her current job description. This should be done within five days of the request. (g) An Employee who is promoted shall serve an eight (8) week probationary period on the new job. If he/she has not previously returned to a former position under these provisions. Between day 31 and is removed from the end of the four (4) month probation, if the employee does not successfully complete new job during the probationary period, period he/she may return shall be returned to his/her previous position providing the position has not yet been filled former job or canceled. Management will use its best efforts to place the employee in a position an equivalent to the former position when the promoted employee does not successfully complete one without loss of seniority or other benefits, excepting that if he/she is discharged his/her fourrights shall be subject to Article 29 of this Agreement. (h) The University will continue to implement its plan to expand access to ColumbiaNet and to provide information and/or training which will assure that the Columbia community will have greater capability to use it. The University will provide information to employees on how to open and use non-supported E-mail accounts.

Promotions. A. Employees When names from a promotional competitive list have been certified to the Department, the Chief shall afford an interview to the employee so certified. Command Officers who apply work the 2000 x 0400 or midnight shifts shall not be scheduled for an interview within eight (8) hours of the end of the Command Officer's tour of duty. When the Police Chief does not intend to appoint the employee who is eligible for promotion, then he shall inform the employee he has not been selected, and when requested, the reason for his being not selected. The employee who is not selected shall have the right to appeal the action of the Chief in not appointing him, to the Director of Public Safety as provided in the Third Step of the grievance procedure within three (3) work days after having been informed of the fact that he is not selected. The Mayor shall review the selection of the Chief of Police and render a promotion when an opening occurs in their present research or training project or department, final determination as applicable, shall be promoted on to the basis adequacy of classification seniority, provided the reason for the employee being not selected. When the employee has the skill, ability, experience, and educational background. The employee's University Personnel Record shall also be taken into consideration as one of the factors in evaluating an applicant for promotion. The selection herein shall be subject to the filed a grievance and arbitration under this procedure. B. When there is such a vacancy, it shall be posted for a period of five (5) working days at centrally located bulletin boards. If the opening is not filled from within the research or training project or department as applicable in Section A above, then the position shall not be filled until the action of the Department head has been reviewed as provided herein. An employee promoted to the higher rank as a result of certification from a promotional list shall be selected on paid the basis of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, and physical fitness to perform the available work. During this period, the Employer will not interview or hire anyone outside full rate of the Universityrank to which he has been promoted from the date of appointment to the rank. The Investigator, Project Director or Supervisor involved A promoted officer shall be in a promotional probationary period for the sole judge first one hundred eighty (180) calendar days of the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided service in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a four (4) month probationary periodhis new rank. In the event the employee does not successfully complete thirty (30) days officer is found to be unsuited for the work of the new rank or he desires to return to his former rank during this period, he shall be reinstated to his former rank. Returns to Unit: In the event of a layoff, or in the new positionevent the Chief of Police reassigns a Deputy Chief Pro Tem to the rank of Captain, or a Deputy Chief Pro Tem desires to return to that rank of his own volition, the employee Deputy Chief Pro Tem may return to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned to the bargaining unit as a former position under these provisions. Between day 31 and the end of the four (4) month probation, if the employee does not successfully complete the probationary period, he/she may return to his/her previous position providing the position has not yet been filled or canceled. Management will use its best efforts to place the employee in a position equivalent to the former position when the promoted employee does not successfully complete his/her fourCaptain.

Promotions. A. Employees who apply for a promotion when an opening occurs in their 1. In filling vacancies The News will continue its practice to give first preference to present research or training project or department, as applicable, shall be promoted on the basis of classification seniority, provided the employee has the skill, ability, experience, and educational backgroundemployees. The News will post notice of all job openings and such openings will not be filled on a permanent basis until the notice has been posted for 7 days. Position openings or job vacancies will be posted in the Guild department where the opening occurs. Copies of postings will be forwarded to all other Guild departments. It is understood that such things as beat assignments, story assignments or job assignments within a specific position or temporary assignments outside the employee's University Personnel Record shall also ’s regular position do not constitute a vacancy and need not be taken into consideration as one of the factors in evaluating an applicant for promotionposted. The selection herein shall be subject to the grievance and arbitration procedure. B. When there is such a vacancy, it shall be posted for a period of five (5) working days at centrally located bulletin boards. If the opening is not filled from within the research or training project or department as applicable in Section A above, then the employee shall be selected on the basis of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, and physical fitness to perform the available work. During this period, the Employer will not interview or hire anyone outside of the University. The Investigator, Project Director or Supervisor involved shall be News remains the sole judge of the capability competence required to fill all positions. 2. Non-journeymen personnel who wish to become reporters will be given the opportunity to demonstrate their ability by filling minor night, sports, or other assignments when, in the judgment of The News, they are qualified for such trial and provided there is an opening for such work. Such assignments will be carried out within the normal 37.5-hour week. 3. Any non-journeymen personnel may be designated as a cub reporter and be assigned to the preparation of news, features or pictorial material as determined by The News, but no such designation and assignment will continue for a longer period than six months. Any personnel while so designated and assigned will be paid at least the minimum rate of pay for work performed in such higher classification. If, at the end of the employee trial period, The News considers the cub is not ready to perform be advanced to the available work. The employer will provide sufficient copies position of job postings for posting on Association bulletin boards. Such postings reporter or some other higher classification, they will be provided in an electronic formatrestored to their former position with the rate of pay then current for that work. 4. The Employer will provide Any employee promoted from one classification to another carrying a locked bulletin board to be placed outside higher rate of the Union’s office. This bulletin board pay, during a trial period of three months, will be used solely paid not less than the minimum in the new classification which is next higher than the wage they were receiving immediately prior to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin boardtransfer or at the rate of pay they were receiving in their old position, whichever is higher. C. An employee who receives a promotion will be subject 5. If during, or at the end of, said trial period, The News decides to a four (4) month probationary period. In the event retain the employee does not successfully complete thirty (30) days in the their new position, the employee may return will then continue to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned to a former position under these provisions. Between day 31 receive the rate of pay as provided in Section 4, and the date of such promotion will become the experience anniversary date for such employee. If during, or at the end of the four (4) month probationof, if the employee does said trial period The News decides not successfully complete the probationary period, he/she may return to his/her previous position providing the position has not yet been filled or canceled. Management will use its best efforts to place retain the employee in a their new position equivalent the employee will be returned to their old position and will be paid at the rate of pay previously received, plus any general increase they might have received while in the old position, or at the rate of pay provided by the schedule of minimums then applicable to the former position when the promoted employee does not successfully complete his/her fourold position, whichever is higher.

Promotions. A. (a) Where a promotional vacancy in a bargaining unit job occurs and two (2) or more Employees who apply are under consideration for a promotion when such vacancy, the University shall promote the Employee with the greatest seniority, unless as between or among such Employees, there is an opening occurs appreciable difference in their present research or training project or department, as applicable, shall be promoted on ability to do the basis of classification seniority, provided the employee has the skill, ability, experience, and educational backgroundjob. The employee's University Personnel Record shall also be taken into consideration as one of the factors in evaluating an applicant for promotion. The selection herein Disputes under this provision shall be subject to the grievance and arbitration procedureprovision of the contract. B. When there is such (b) Whenever the University has a vacancyvacancy in a part-time position, it shall the part-time hours will be posted for a period of five (5) working days at centrally located bulletin boards. If offered first to the opening is not filled from within the research or training project or department as applicable in Section A above, then the employee shall be selected part-time employees on the basis of bargaining unit seniority. This will not supersede seniority provided said employee has clause. (c) Job requirements shall reflect actual job duties of the skill, ability, experience, educational background, job in question and physical fitness be clearly stated. Equivalent experience shall be given due consideration. (d) All promotional tests to perform the available work. During this perioddetermine an Employee's skill and ability shall be job related and objective. (e) If an Employee claims that due to material changes in job content he/she should be upgraded, the Employer will not interview or hire anyone outside of the University. The InvestigatorEmployee should submit a request, Project Director or Supervisor involved shall be the sole judge of the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings in writing, for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a four (4) month probationary period. In the event the employee does not successfully complete thirty (30) days in the new position, the employee may return such review to his/her previous position providing that it has not been filled by immediate supervisor. The supervisor will meet with the Employee and review his/her job description. The Employee will be notified of the result of the review within forty-five (45) days of the submission of the request. (f) At the time of hire, transfer or promotion, upon request, an internal promotion or transfer and providing Employee shall receive a copy of his/her current job description. Upon request, an Employee shall receive a copy of his/her current job description. This should be done within five days of the request. (g) An Employee who is promoted shall serve an eight (8) week probationary period on the new job. If he/she has not previously returned to a former position under these provisions. Between day 31 and is removed from the end of the four (4) month probation, if the employee does not successfully complete new job during the probationary period, period he/she may return shall be returned to his/her previous position providing the position has not yet been filled former job or canceled. Management will use its best efforts to place the employee in a position an equivalent to the former position when the promoted employee does not successfully complete one without loss of seniority or other benefits, excepting that if he/she is discharged his/her fourrights shall be subject to Article 30 of this Agreement.

Promotions. A. Employees Promotion is defined as an employee being assigned to any higher pay rate classification [e.g. from Custodian II to Groundskeeper (Category 5 to Category 4)]. Required special skills and/or certification as referenced in job descriptions will be listed in each job posting. In the event that no bargaining unit member applicant possesses such skills and/or certifications as determined solely by management, an employee from outside the bargaining unit may be hired. Said employee shall become part of the bargaining unit. For positions in which multiple bargaining unit members possess the required skills and/or certification, the unit member who apply is best suited for a the promotion when an opening occurs in their present research as determined solely by management will be promoted. This will be determined through interview(s), reference check(s) with one (or training project or department, as applicable, shall be promoted on the basis of classification seniority, provided the employee has the skill, ability, experiencemore) former LCS supervisors, and educational background. review of “Employee Performance Rating Reports.” The employee's University Personnel Record shall also applicant awarded the position generally will be taken into consideration as one of the factors in evaluating an applicant for promotion. The selection herein shall be subject to the grievance and arbitration procedure. B. When there is such a vacancy, it shall be posted for a period of five placed no later than twenty (520) working days at centrally located bulletin boardsafter the posting period closes. If the opening is placement has not filled from been made within the research or training project or department as applicable in Section A abovetwenty (20) working days, then the employee shall will be selected on paid the basis of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, and physical fitness to perform the available work. During this period, the Employer will not interview or hire anyone outside rate of the University. The Investigator, Project Director position he or Supervisor involved shall be the sole judge of the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a four (4) month probationary periodshe was awarded. In the event the employee does not successfully complete thirty senior qualified applicant is denied the promotion, reasons for denial shall be given in writing to the Union President. B. Promoted employees shall have a twenty (3020) days workday trial period in which to have the new position, the employee may return opportunity to revert back to his/her previous position providing that it has not been filled by an internal promotion or transfer former classification and providing he/she has not previously returned in which the Employer shall have the right to a former position under these provisions. Between day 31 and the end of the four (4) month probation, if return the employee does not successfully complete the probationary period, he/she may return to his/her previous position providing former classification if, in the position has not yet been filled or canceledopinion of the Employer, the employee’s work is unsatisfactory. Management will use its best efforts In such cases notice and reasons shall be submitted to place the employee, in writing, by the Employer with a copy to the Union. For assignments in a school building: 1. the employee may have twenty (20) workdays that students are in a position equivalent attendance, if he or she chooses, prior to the former position when the promoted employee does not successfully complete exercising his/her fourright to revert; 2. the employer may return an employee to his/her former position within the first twenty (20) workday period or, if said period is when students are not in attendance, within the first twenty (20) days that students are in attendance. C. During said trial period, employees shall receive the rate of the job they are performing, and the Employer shall pay for registration fees and other directly related expenses such as travel for required training , if any. Such fees and expenses shall be pre-approved by the Employer. D. The employee being promoted may have the opportunity to work with the person who most recently held that position if so determined solely by the management. Any such work shall not be counted as part of the twenty (20) workday trial period referenced above.

Promotions. A. Employees who apply for a promotion when an opening occurs in their present research or training project or department, as applicable, a. Promotions shall be promoted on the basis of defined as increasing an employee’s classification seniority, provided the employee has the skill, ability, experience, and educational backgroundsalary. The employee's University Personnel Record shall also be taken into consideration as one of the factors in evaluating an applicant for promotion. The selection herein shall be subject to the grievance and arbitration procedure. B. When there is such a vacancy, it shall be posted for a period of five (5) working days at centrally located bulletin boards. If the opening is not filled Board supports promotions from within the research or training project or department as applicable in Section A aboveAssociation. The promotion of food service employees is the sole responsibility of the District. Promotions of food service employees are to be based on seniority and the employee’s experience, then the skills and qualifications. b. If an employee is not selected for a position they shall be selected on the basis of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, and physical fitness to perform the available work. During this period, the Employer will not interview or hire anyone outside notified in writing within ten (10) work days of the University. The Investigatorreasons for such a selection, Project Director or Supervisor involved if requested. c. An employee placed in a new classification shall be the sole judge of the capability of the employee required to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide satisfactorily complete a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a four twenty (420) month working day probationary period. In the event the employee does not successfully complete thirty (30) days in the new positionDuring such time, the employee may return to hisher/her previous position providing his former position, if she/he so desires. d. Employees who fail to pass the twenty (20) working day probationary period will be returned to their old position. e. Employees who are unable to hold a promotional appointment in the same classification after two (2) attempts will not be eligible for further promotions within that it classification for one (1) year. 2. Testing for the purpose of qualifying for promotions, shall be conducted twice yearly by the District at an announced time and place and shall be open to all bargaining unit members wishing to participate. Additional tests may be given during the year based on the particular circumstance involved. Results of such tests will be made known to the individual employee upon their request, and any employee may retake any test being given at the next testing session at their option. If an employee has not been filled by an internal received a promotion or transfer and providing heto, nor has assumed on a temporary basis the duties of that classification for which she/she has not previously returned to a former position under these provisions. Between day 31 and he tested, the end test results for her/his test will become invalid two (2) years from the date of the four (4) month probation, if test. If the employee does not successfully complete has assumed on a temporary basis, the probationary periodduties of that classification for which she/he has tested, hethe test results for her/she may return to his/her previous position providing his test will become invalid three (3) years from the position has not yet been filled or canceled. Management will use its best efforts to place date of the employee in a position equivalent to the former position when the promoted employee does not successfully complete his/her fourtest.

Promotions. A. Employees Promotion is defined as an employee being assigned to a position in any higher pay rate classification [e.g. fromMurphy Operator I to Xxxxx Operator I (Classification 3 to Classification 2)]. Required special skills and/or certification as referenced in job descriptions will be listed in each job posting. In the event that no bargaining unit member applicant possesses such skills and/or certifications as determined solely by management, an employee from outside the bargaining unit may be hired. Said employee shall become part of the bargaining unit. For positions in which multiple bargaining unit members possess the required skills and/or certification, the unit member who apply is best suited for a the promotion when an opening occurs in their present research as determined solely by management will be promoted. This will be determined through interview(s), reference check(s) with one (or training project or department, as applicable, shall be promoted on the basis of classification seniority, provided the employee has the skill, ability, experiencemore) former LCS supervisors, and educational background. review of “Employee Performance Rating Reports.” The employee's University Personnel Record shall also applicant awarded the position generally will be taken into consideration as one of the factors in evaluating an applicant for promotion. The selection herein shall be subject to the grievance and arbitration procedure. B. When there is such a vacancy, it shall be posted for a period of five placed no later than twenty (520) working days at centrally located bulletin boardsafter the posting period closes. If the opening is placement has not filled from been made within the research or training project or department as applicable in Section A abovetwenty (20) working days, then the employee shall will be selected on paid the basis of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, and physical fitness to perform the available work. During this period, the Employer will not interview or hire anyone outside rate of the University. The Investigator, Project Director position he or Supervisor involved shall be the sole judge of the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a four (4) month probationary periodshe was awarded. In the event the employee does not successfully complete thirty senior qualified applicant is denied the promotion, reasons for denial shall be given in writing to the Union President. B. Promoted employees shall have a ten (3010) days workday trial period in which to have the new position, the employee may return opportunity to revert back to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned to a former position under these provisions. Between day 31 classification. C. During said trial period, employees shall receive the rate of the job they are performing, and the end Employer shall pay for registration fees and other directly related expenses such as travel for required training , if any. Such fees and expenses shall be pre-approved by the Employer. D. The employee being promoted may have the opportunity to work with the person who most recently held that position if so determined solely by the management. Any such work shall not be counted as part of the four twenty (420) month probation, if the employee does not successfully complete the probationary period, he/she may return to his/her previous position providing the position has not yet been filled or canceled. Management will use its best efforts to place the employee in a position equivalent to the former position when the promoted employee does not successfully complete his/her fourworkday trial period referenced above.

Promotions. A. (a) When new classifications are created or permanent job vacancies occur in the bargaining unit, other than at entry level positions and lead hand positions, and where the Company desires to fill such a permanent job vacancy, such fact will be posted on the bulletin board for a period of three (3)calendar days. Employees may apply in writing for same to the Department Manager. (b) Employees who apply expect to be unavailable for any period of time are encouraged to signify their interest in another position by placing a letter on file with the Company so as to be considered for the position in the event of their absence. Such letter will be retained on file for a promotion when an opening occurs in their present research period of sixty (60) calendar days. 8.02 It is agreed that the lead hands, if any, will be appointed at the exclusive discretion of the Company; however, the Company agrees to post the notice that such vacancies exist. (a) In all cases of filling vacancies under this Article (i.e. promotions or training project or departmenttransfers within the bargaining unit), as applicable, the Company shall be promoted on the basis of classification seniority, provided the employee has consider the skill, ability, experienceability and work record of the employees, and educational background. The employee's University Personnel Record shall also be taken into consideration as one where, in the opinion of the factors in evaluating an Company, these are relatively equal, the employee with the greatest seniority shall be selected. (b) For the purpose of this clause, “work record” shall include attendance, courses attended and disciplinary records insofar as these are relevant to the requirements of the job. 8.04 If the job is not filled as a result of the posting or if no suitable applications are received, the Company reserves the right to hire. 8.05 A vacancy created by the placing of the successful applicant to the original posted position will be posted; however, any further vacancy may be filled by the Company without posting. Should the successful applicant for promotion. The selection herein such vacancy be unsatisfactory, he shall be subject returned to the grievance and arbitration procedure. B. When there is such his former job within a vacancyperiod of forty-five (45) working days, it shall be posted for or if he chooses to return to his former position within a period of five (5) working days, then any other employee affected thereby will be returned to his former job on a similar basis, and the vacancy may be filled without further posting. 8.06 Any employee who has successfully bid under this article shall not be entitled to bid on a posted job before six (6) months from the date of a successful bid, except with the Company’s permission. 8.07 All promotions or transfers shall be temporary until the employee can satisfactorily perform the work required or forty-five (45) working days, whichever is the lesser, at which time he shall receive the rate for the job. 8.08 The Company has the exclusive right to temporarily transfer employees within job classification and department and the right to direct the work function of all employees. Temporary transfers shall be transfers for forty-five (45) working days at centrally located bulletin boards. or less save and except transfers to cover maternity and/or paternity leaves, short and long term disability and WSIB etc. 8.09 If the opening rate of pay for the job to which the employee is not filled temporarily transferred is less than the employee’s regular rate of pay, for the job from within which the research or training project or department as applicable in Section A above, then employee has been transferred the employee shall be selected on the basis receive his regular rate of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, and physical fitness to perform the available work. During this period, the Employer will not interview or hire anyone outside of the University. The Investigator, Project Director or Supervisor involved shall be the sole judge of the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin boardpay during such temporary transfer. C. An employee who receives a promotion will be subject 8.10 If the rate of pay for the job to a four (4) month probationary period. In which he is transferred is higher than the event employee’s regular rate of pay for the employee does not successfully complete thirty (30) days in the new positionjob from which he has been transferred, the employee may return shall receive the higher rate of pay for the job to his/her previous position providing that it which he has not been filled by an internal promotion or transfer and providing he/she has not previously returned transferred after a period of forty-five (45) working days, subject to a former position under these provisions. Between day 31 and the end of the four (4) month probation, if the employee does not successfully complete the probationary period, he/she may return to his/her previous position providing the position has not yet been filled or canceled. Management will use its best efforts to place the employee in a position equivalent to the former position when the promoted employee does not successfully complete his/her four8.07 above.

Promotions. A. Employees who apply for (a) When job vacancies occur in the bargaining unit, other than entry level positions, and the Company desires to fill such a promotion when an opening occurs in their present research or training project or departmentjob vacancy, as applicable, shall such fact will be promoted posted on the basis of classification seniority, provided the employee has the skill, ability, experience, and educational background. The employee's University Personnel Record shall also be taken into consideration as one of the factors in evaluating an applicant bulletin board for promotion. The selection herein shall be subject to the grievance and arbitration procedure. B. When there is such a vacancy, it shall be posted for a period of five (5) working days at centrally located bulletin boardsdays. If the opening is not filled from within the research or training project or department as applicable in Section A above, then the employee shall be selected Employees on the basis active payroll making written application during this five (5) day period will be considered as follows: The Company will consider the requirements and efficiency of bargaining unit seniority provided said employee has operations, the skillknowledge, abilitytraining, physical fitness, experience, educational background, skill and physical fitness present ability of the individual to perform the available work. During this periodnormal required work in determining which employee is to be promoted to higher paid jobs within the bargaining unit and where these are, in the Employer will not interview or hire anyone outside justifiable opinion of the University. The InvestigatorCompany, Project Director or Supervisor involved shall be the sole judge of the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a four (4) month probationary period. In the event the employee does not successfully complete thirty (30) days in the new positionrelatively equal, the employee may return to his/her previous position providing that it has not been filled by an internal with the greatest seniority will receive the promotion or transfer and providing he/she has not previously returned to a former position under these provisions. Between day 31 and provided the end employee meets the standards required of the four position, verified through a testing process. For the purpose of the article, promotions do not include temporary promotions. (4b) month probationAn employee selected on this basis will be given an opportunity of fulfilling the duties of the new position during a probationary period which may not exceed three (3) months. If an employee fails to meet the requirements for the job at any time during the probationary period, or if the employee does not successfully complete wishes to relinquish the position at any time during the probationary period, he/she may will be returned to his/her former position once a replacement has been selected. (c) His/her previous posting plus one additional posting will be posted and governed by this article, but further vacancies created by the selection of an employee on this basis are not covered by this article. (d) Where no employee meets the qualifying factors under this article, the Company shall be free to fill the job at its discretion. (e) The Company will notify the President of the Union of the name of the successful applicant to the job posting. In addition, the Company will post on the bulletin board the name of the successful applicant. If the successful applicant is not moved to the new job classification within two calendar weeks following his/her selection by the Company, the successful applicant shall be paid the rate for the new classification even though he/she has not been actually transferred to the new job classification. In the event the need to fill the position is no longer required, the employee will return to his/her previous position providing the position has not yet been filled or canceled. Management will use its best efforts to place the employee in a position equivalent to the former position when the promoted employee does not successfully complete his/her fourpay scale.

Promotions. A. 8:7.1 Employees who apply to be considered must file an application no later than the closing date for applications set forth in the posting notice. 8:7.2 In considering the applicants, the employer shall consider the following in priority order: (a) Qualifications based upon the evaluation completed within the twelve months preceding the date of the posting notice where an employee should have a promotion when an opening occurs in their present research rating of Meets Standards or training project or department, as applicable, shall be promoted on the basis of classification seniority, provided the employee has the skill, abilitybetter, experience, job knowledge, attendance record, additional custodial or maintenance schooling, and educational background. The employee's University Personnel Record shall also be taken into consideration as one passage of a performance test for Maintenance A-B positions; (b) System-wide balance; (c) Seniority; and (d) Other relevant factors In the event an evaluation has not been completed within the twelve months preceding the date of the posting notice, all other factors in evaluating will be considered. 8:7.3 Where qualifications and other relevant factors are substantially equal and where the requirements of the District affirmative action plans do not dictate to the contrary, the employee having the most seniority shall be granted the promotion. 8:7.4 If an applicant for promotion. The selection herein employee is denied a promotion he/she will be advised and will be given written reasons upon request of the employee. 8:7.5 Each promotion shall be subject to the grievance and arbitration procedure. B. When there is such a vacancy, it shall be posted for a probationary period of five sixty (560) working work days at centrally located bulletin boards. If the opening is not filled from within the research or training project or department as applicable in Section A above, then the employee shall which may be selected on the basis of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, and physical fitness to perform the available work. During this period, the Employer will not interview or hire anyone outside of the University. The Investigator, Project Director or Supervisor involved shall be the sole judge of the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in extended an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a four (4) month probationary period. In the event the employee does not successfully complete additional thirty (30) work days with written notification to the employee and to the Union. Should the employee decide during the first 20 working days that the promotion is not successful during the probationary period, the employee shall have the right to return to the same position from which he/she was promoted. Should the administration have just cause to decide that the promotion is not successful, they shall provide a valid reason in writing for determining why the new positioncandidate was not successful during the probationary period. The employee will be returned to the same position level from which he/she was promoted if a position is available. If the same position level is not available, the employee may return elect to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned to take a former position under these provisionslower level position, if one is available. Between day 31 and The employee shall receive the end rate of the four classification from the first day on the job in the new classification. 8:7.6 Temporary promotional vacancies up to six (46) month probation, if the employee does not successfully complete the probationary period, he/she may return to his/her previous position providing the position has not yet been filled or canceled. Management will use its best efforts to place the employee in a position equivalent months shall be offered to the former position when senior qualified employee at the promoted employee does not successfully complete his/her fourwork location. When the District has knowledge of a temporary promotional opportunity of longer than six (6) months, such vacancy shall be filled in the same manner as permanent promotions under this article.

Promotions. A. 7.5.1 A promotion is defined as the permanent transfer of an employee to a job classification carrying a higher maximum rate of pay than the one from which he / she is transferring. Job openings available for which promotional consideration is in order will be posted for ten (10) working days. An employee may request a transfer to a job carrying an equal or a lower rate with permission of the Company, however, if an employee Article 7 - Seniority (cont.) 7.5.2 Employees who apply may request consideration for job openings which occur, and which the Company intends to fill (and which are not filled through recall) by submitting a promotion when an written request within ten (10) working days from and including the day posted. 7.5.3 The Company will look first to employees within the seniority group where the job opening occurs in their present research or training project or department, as applicable, shall be promoted on exists and will select the basis of classification senioritymost qualified candidate, provided he / she is qualified to do the work; where two or more candidates are equally qualified, the senior candidate will be selected. If there is no qualified candidate from within the seniority group, candidates from other seniority groups may submit requests to be considered as above. 7.5.3.1 Mechanic II vacancies will be filled with the senior qualified employee has who applies for the skill, ability, position. The Company will post the qualifications required for the position with the posting of the vacancy. Qualifications may include work experience, and educational background. The aptitude tests, employee commitment to enroll within 6 months in accredited technical programs (i.e. apprenticeship, trade school in related field – Ref. Article 10.1 Tuition Refund). 7.5.4 In the Maintenance Seniority group, if there are no qualified candidates, the Company may fill the job at its discretion. 7.5.5 In addition to the employee's University Personnel Record shall also written request, other factors which may be taken into consideration as one considered by the Company in determining qualifications in addition to job related experience and education, disciplinary record (have not had a disciplinary action that resulted in suspension in the last 12 months), per article 36.0 and demonstration of knowledge, skills and abilities to perform the essential function of the factors in evaluating an applicant job through practical and aptitude testing. 7.5.5.1 Employee must be trained and qualified to be eligible for promotion. The selection herein shall Training opportunity will be subject offered to employees based on seniority. Should an employee not qualify for a position after completing the grievance and arbitration proceduretraining, employee may retest within 30 days. If employee fails the second time the employee will have to wait a minimum of six (6) months before having the opportunity to retest again unless approved by the Company. B. When there 7.5.5.2 Once a job classification is such a vacancy, it shall attained an employee must maintain the qualification necessary for the job classification or be posted for a period of five (5) working days at centrally located bulletin boards. If the opening is not filled from within the research or training project or department as applicable in Section A above, then the employee shall be selected on the basis of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, and physical fitness to perform the available work. During this period, the Employer will not interview or hire anyone outside of the University. The Investigator, Project Director or Supervisor involved shall be the sole judge of the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject transferred to a four (4) month probationary period. In the event the employee does not successfully complete thirty (30) days in the new position, the employee may return to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned to a former position under these provisions. Between day 31 and the end of the four (4) month probation, if the employee does not successfully complete the probationary period, he/she may return to his/her previous position providing the position has not yet been filled or canceled. Management will use its best efforts to place the employee in a position equivalent to the former position when the promoted employee does not successfully complete his/her fourlower classification.

Promotions. A. The Company’s decision to promote meritorious employees shall normally be coincident with a salary review each year. Employees who apply for a promotion when an opening occurs in are promoted shall have their present research or training project or department, as applicable, shall be promoted on salaries increased to no less than the basis of classification seniority, provided the employee has the skill, ability, experience, and educational background. The employee's University Personnel Record shall also be taken into consideration as one minimum of the factors in evaluating an applicant higher range. Progression through the L1-L3 grades is generally considered normal for promotion. The selection herein shall be employees, subject to typical career development and provided that the grievance employees’ performance meets the requirements and arbitration procedure. B. When there is such a vacancyexpectations of the higher grades. In accordance with Article 3, it shall be posted for a period of five (5) working days at centrally located bulletin boards. If the opening is not filled from within the research or training project or department as applicable in Section A above, then the employee shall be selected on the basis of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, and physical fitness to perform the available work. During this periodManagement Rights, the Employer will not interview or hire anyone outside Company may select employees for promotion through the L1-L3 grades in advance of the Universitynatural progression. The Investigator, Project Director or Supervisor involved shall be the sole judge of Promotions to L4 are not automatic and depend upon the capability of the employee employees to perform meet the available workrequirements and expectations of the position. Promotions to L4-L6 positions are limited by the Company based upon its operational requirements, the availability of firm, ongoing work at those levels and the capability of the employees to meet the requirements and expectations of the higher grades. Candidate employees for promotion to L4-L6 positions shall first complete the relevant portions of the Promotion Application Form for submission to their Managers. The employer Managers shall complete the final Promotion Application Form taking into consideration the employees’ inputs. Candidates for promotion must be actively involved in the review process. If the promotion application reaches the Promotion Committee review stage, the candidate shall have the opportunity to be interviewed by the Committee. At least one (1) SPEA member shall sit as non-voting members on all Promotions Committees considering promotions to L5 or L6. SPEA will provide sufficient copies of job postings make best efforts to ensure that SPEA members are classified at an equal or higher grade than the grade for posting on Association bulletin boards. Such postings will be provided in an electronic formatwhich the promotions are being considered. The Employer will provide Company and/or deliberative body shall give written reasons for its decisions and shall supply a locked bulletin board copy to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a four (4) month probationary periodcandidate employees across all L grades. In the event that the position held by a L5 or L6 employee is terminated for any reason other than layoff, that position shall be posted contingent upon a requirement for continued work at the grade level and shall be filled in accordance with Article 11. Promotion cases will be reviewed by the Company within one (1) year of submission by the employee. For clarity, reviewing includes providing written reasons of the decision if the promotion is not awarded. Employees promoted to L4, L5 and L6 will receive at least a two percent (2%) salary increase, independent of scale and merit increases. This two percent (2%) increase does not successfully complete thirty (30) days in the new position, the employee may return to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned to a former position under these provisions. Between day 31 and the end of the four (4) month probation, apply if the employee does not successfully complete the probationary period, he/she may return to his/her previous position providing the position has not yet been filled or canceled. Management will use its best efforts to place the employee in a position equivalent to the former position when the promoted employee does not successfully complete his/her fourpromotion increase is greater than two percent (2%).

Promotions. A. Employees who A promotion is an upward change in an open job classification within the bargaining unit, 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 over time or shift premium pay. Employee(s) interested in a promotional position shall apply within the above stated posting periods to be considered for a promotion when the promotion. 1. The Administration will screen all applicants to select the finalists to be interviewed. If deemed necessary by the Administration, an opening occurs in their present research or training project or departmentinterview and test will be conducted to determine the final applicant’s ability to meet the demands and responsibilities of the open position. Factors considered will be demonstrated proficiencies, as applicable, shall be promoted on the basis of classification seniority, provided the employee has the skill, abilityknowledge, experience, skills, abilities and educational backgroundspecial qualifications. Based upon these factors the final decision for placement rests with the Board or its designee. The employee's University following procedures will be followed in awarding the position: a. The employee in the same classification who best meets the job qualifications. b. The employee in another classification who best meets the job qualifications. c. In the selection, seniority shall govern if all factors are equal. d. If the most senior employee is not selected, he/she shall receive the reason in writing from the Personnel Record shall also be taken into consideration as one of the factors in evaluating an applicant for promotionDirector. 2. The selection herein applicant who meets the qualifications set forth and is selected by the Board or its designee for said position shall be subject to the grievance and arbitration proceduregiven a ninety (90) calendar day trial working period. B. When there is such a vacancy3. During the ninety (90) calendar day trial period, it shall be posted for a period of five (5) working days at centrally located bulletin boards. If the opening is not filled from within the research or training project or department as applicable in Section A above, then the employee shall have the opportunity to revert back to his/her former position and a letter of explanation shall be selected on submitted to the basis of bargaining unit seniority provided said employee has Board. If at any time during the skill, ability, experience, educational background, and physical fitness to perform the available work. During this trial period, the Employer will Board believes the employee is not interview progressing or hire anyone outside of it appears that the University. The Investigatoremployee is not able to satisfactorily perform the job, Project Director or Supervisor involved such employee shall be returned to his/her former position and notice of such action shall be submitted to the sole judge of chief xxxxxxx, in writing, with a copy to the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a four (4) month probationary periodemployee. In the event the employee does not successfully complete thirty (30) days said individual is reverted to his former position for reasons other than his/her own desire, he/she will be given the reasons in writing by the Board and in the new positionevent that the employee disagrees with the reason, the matter shall be a proper subject for the grievance procedure. The employee may return returned to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned to a former position under these provisionsshall retain salary and seniority status as previously enjoyed before the promotions. Between day 31 and An employee moving to another position of greater responsibility must demonstrate the end ability to perform responsibilities of such position by successfully passing tests or competencies related to the demands of the four (desired position. 4) month probation, if . Promotions to positions outside the employee does not successfully complete bargaining unit shall be covered by the probationary period, he/she may return to his/her previous position providing above provisions except that the position has not yet been filled trial period shall be determined by the Board or canceled. Management will use its best efforts to place the employee in a position equivalent to the former position when the promoted employee does not successfully complete his/her fourdesignee.

Promotions. A. Employees who apply for Management shall promote employees within the Union to a promotion when an opening occurs in their present research or training project or department, as applicable, shall be promoted on higher classification within the basis of classification senioritybargaining unit, provided the applicant is well qualified to perform the work of the higher classification. The Employer shall be given thirty (30) days to determine if the employee promoted can adequately perform job requirements. Between applicants of minimum qualifications, the applicant with the greater seniority in their department shall be given the promotion. In the event an applicant cannot perform adequately in the new position, then he/she shall be returned to his/her prior classification and the next employee of the bargaining unit with the next highest qualifications shall be considered. In the event the Bargaining Unit could not produce a person for the position, then Management can advertise and select from outside of the bargaining unit. Employees in all classifications covered by this agreement except Police Department Custodial Maintenance, Custodian, and Assistant Custodian will be eligible to compete for promotion to any mid-management position in the department of Public Works, if the employee has the skill, ability, experience, and educational background. The employee's University Personnel Record shall also be taken into consideration as one of the factors in evaluating an applicant for promotion. The selection herein shall be subject to the grievance and arbitration procedure. B. When there is such a vacancy, it shall be posted for a period minimum of five (5) working years in the bargaining unit. The posting of a promotion shall be in all buildings from which the appropriate applicants of the bargaining unit work. Such postings shall be for a minimum of seven (7) days at centrally located bulletin boardsprior to testing or judging qualifications. If The Employer shall have sole discretion in matters relating to the opening is not filled from within appointment of temporary Inspectors. Effective with the research or training project or department as applicable in Section A above2003-2007 contract, then the Department will create two permanent Inspector positions. The following stipulations will apply. * Inspectors will be selected by the DPW Superintendent. When making the selection, the Superintendent shall consider an employee’s work experience, education, and ability. Among employees of equal qualifications, the employee shall be selected on with the basis of greatest bargaining unit seniority provided said employee has the skillwill be selected. * When a permanent Inspector is not working on inspection work, ability, experience, educational background, and physical fitness to perform the available they will do maintenance worker work. During this periodThey will continue to be paid Inspector pay during those periods. Upon promotion, an employee will be placed at the Employer step increment, which provides them with a minimum of a seven percent increase in pay. Provided however that no employee will not interview or hire anyone outside be paid more than the maximum of the University. The Investigator, Project Director or Supervisor involved shall be the sole judge of the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin boardhigher position. C. An employee who receives a promotion will be subject to a four (4) month probationary period. In the event the employee does not successfully complete thirty (30) days in the new position, the employee may return to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned to a former position under these provisions. Between day 31 and the end of the four (4) month probation, if the employee does not successfully complete the probationary period, he/she may return to his/her previous position providing the position has not yet been filled or canceled. Management will use its best efforts to place the employee in a position equivalent to the former position when the promoted employee does not successfully complete his/her four

Promotions. A. Employees who apply for (a) When job vacancies occur in the bargaining unit, other than entry level positions, and the Company desires to fill such a promotion when an opening occurs in their present research or training project or departmentjob vacancy, as applicable, shall such fact will be promoted posted on the basis of classification seniority, provided the employee has the skill, ability, experience, and educational background. The employee's University Personnel Record shall also be taken into consideration as one of the factors in evaluating an applicant bulletin board for promotion. The selection herein shall be subject to the grievance and arbitration procedure. B. When there is such a vacancy, it shall be posted for a period of five (5) working days at centrally located bulletin boardsdays. If the opening is not filled from within the research or training project or department as applicable in Section A above, then the employee shall be selected Employees on the basis active payroll making written application during this five (5) day period will be considered as follows: The Company will consider the requirements and efficiency of bargaining unit seniority provided said employee has operations, the skillknowledge, abilitytraining, physical fitness, experience, educational background, skill and physical fitness present ability of the individual to perform the available work. During this periodnormal required work in determining which employee is to be promoted to higher paid jobs within the bargaining unit and where these are, in the justifiable opinion of the Company, relatively equal, the Employer employee with the greatest seniority will not interview or hire anyone outside receive the promotion. For the purpose of the University. The Investigatorarticle, Project Director or Supervisor involved shall promotions do not include temporary promotions. (b) An employee selected on this basis will be given an opportunity of fulfilling the sole judge duties of the capability of new position during a probationary period which may not exceed three (3) months. If an employee fails to meet the employee to perform requirements for the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of at any time during the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a four three (43) month probationary period. In the event the employee does not successfully complete thirty (30) days in the new position, the employee may return to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned to a former position under these provisions. Between day 31 and the end of the four (4) month probation, if the employee does not successfully complete wishes to relinquish the position at any time during the three (3) month probationary period, he/she may return will be returned to his/her former position. (c) His/her previous position providing posting plus one additional posting will be posted and governed by this article, but further vacancies created by the position has selection of an employee on this basis are not yet been filled or canceled. Management covered by this article. (d) Where no employee meets the qualifying factors under this article, the Company shall be free to fill the job at its discretion. (e) The Company will use its best efforts to place notify the employee in a position equivalent President of the Union of the name of the successful applicant to the former position when job posting. In addition, the promoted employee does Company will post on the bulletin board the name of the successful applicant. If the successful applicant is not successfully complete moved to the new job classification within two calendar weeks following his/her fourselection by the Company, the successful applicant shall be paid the rate for the new classification even though he/she has not been actually transferred to the new job classification. The previous sentence only applies to the Quality Control Inspector 2 classification and those classifications listed in Schedule "A" which are listed below the Quality Control Inspector 2 classification.

Promotions. A. Employees who apply for a. For the purpose of this Collective Bargaining Agreement, a promotion when an opening occurs in their present research or training project or department, as applicable, shall be promoted on understood to be the basis movement of classification seniorityan employee from one position to another, provided which has a higher salary level and those changes from one position for which the employee has maximum series level is inferior to the skill, ability, experience, and educational background. The employee's University Personnel Record shall also be taken into consideration as one maximum level of the factors new position. b. In the promotions, priority shall be given to the Company employees who have requested promotion and who qualify for the same, in evaluating an applicant conformity to what is provided in this Article, Section 6. Seniority shall prevail over the other factors, if these were to turn out to be equal among the employees to be considered for covering of the positions in promotion. The selection herein When an employee changes work center due to a promotion for which he has applied, he may not request a change of position outside of his new work center until twenty-four (24) months have elapsed from the promotion. c. Any promoted employee shall be subject to a probationary period of two (2) months during which he will have to show having ability, knowledge, skills and the grievance and arbitration procedureefficiency which, in the judgment of the Company, is required for the new position. In the cases of promotions which requires special training, said training period shall not form part of this probationary period. B. When there d. In the case when an employee is such promoted, the Company shall pay him the salary corresponding to the new position as soon as he begins to occupy the same. e. If his probationary period were not satisfactorily approved, the employee shall return to his previous position with the salary that would have corresponded to him if he had continued in the previous position. The Company shall reinstate to their previous position and salary the employees who would have been promoted as a vacancyresult of the vacancies that would have brought about the promotion of said employee. If, it as a result of said promotion, a new employee had been hired, the Company would be free to separate said new employee and the Union shall not file any complaint whatsoever under the Complaint and Grievance Procedure. f. Except in cases where events occur beyond the control of the Company and/or the service may be posted for a period of five (5) working days at centrally located bulletin boards. If the opening is not filled from within the research or training project or department as applicable in Section A aboveadversely affected, then the employee shall be selected on placed in the basis of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, and physical fitness to perform the available work. During this period, the Employer will position in promotion within a period that shall not interview or hire anyone outside of the University. The Investigator, Project Director or Supervisor involved shall be the sole judge of the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a four (4) month probationary period. In the event the employee does not successfully complete exceed thirty (30) days from the date when the Recruitment Department adjudicates the same to him. g. The promotion to a superior level within the same classification shall not be considered a promotion. These promotions shall be made in conformity to the requirements established by the Company in the new position, the employee may return to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned to a former position under these provisions. Between day 31 and the end of the four (4) month probation, if the employee does not successfully complete the probationary period, he/she may return to his/her previous position providing the position has not yet been filled or canceled. Management will use its best efforts to place the employee in a position equivalent to the former position when the promoted employee does not successfully complete his/her fourduty sheet.

Promotions. A. Section 1: Promotion Procedures - Whenever a vacancy in a promotional position within this unit occurs, and it is determined by the Trustees and/or the Director that it shall be filled, bargaining unit members and others (outside candidates) will be considered and the following procedures shall be followed: A) Such vacancy shall be posted and advertised listing the job title, salary, minimum qualifications, and closing date of the posting. B) This notice of vacancy shall remain posted at the Library for at least twelve (12) working days and bargaining unit employees must apply within that period. C) Employees and other applicants who are interested in a particular promotional vacancy will apply in writing. Outside applicants shall apply using the guidelines of the advertisement. D) All applicants shall submit complete applications including all material they believe pertinent to supporting their application. E) Within a reasonable period of time to allow for a promotion when an opening occurs processing and reviewing of applications, the Director will award the position. She will select the applicant who, in their present research her judgment, is the applicant who is best qualified and best suited for the position. In determining whether or training project not applicants from within the unit are qualified, the Director will consider the following: attendance, prior disciplinary actions, written performance evaluations, prior experience, experience in position sought, other qualifications and training, and availability for extended workday or departmentwork week in overtime. F) The successful applicant, as applicableif from within the bargaining unit, shall be promoted on the basis of classification seniority, provided the employee has the skill, ability, experience, and educational background. The employee's University Personnel Record shall also be taken into consideration as one of the factors in evaluating an applicant for promotion. The selection herein shall be subject to the grievance and arbitration procedure. B. When there is such given a vacancy, it shall be posted for a period of five (5) working days at centrally located bulletin boards. If the opening is not filled from within the research or training project or department as applicable in Section A above, then the employee shall be selected on the basis of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, and physical fitness to perform the available work. During this period, the Employer will not interview or hire anyone outside of the University. The Investigator, Project Director or Supervisor involved shall be the sole judge of the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a four (4) month probationary period. In the event the employee does not successfully complete thirty (30) days calendar day trial period in the new position at the applicable rate of pay. If the successful applicant is an employee of the Library and if at the end of the trial period it is determined by the Director or the employee that the employee is not well qualified to perform the work, or is determined by the employee that he/she does not want to continue in the position, the employee may return he/she shall be returned to his/her previous position providing that it has not been filled by an internal promotion and rate or transfer and providing he/she has not previously returned to a former substantially equivalent position under these provisionsand rate. Between day 31 and (New employees are subject to the end probationary provisions of the four (4) month probation, if the employee does not successfully complete the probationary period, he/she may return to his/her previous position providing the position has not yet been filled or canceled. Management will use its best efforts to place the employee in a position equivalent to the former position when the promoted employee does not successfully complete his/her fourcontract.)

Promotions. A. Employees In all cases of promotion (except to or in categories outside the bargaining unit), the Company shall consider the following two factors in determining which employees are to be promoted: The length of continuous service of the employee, and The requirements and efficiency of operations, and the skill and ability of the employee to do the job. Prior to awarding a posted the shall carefully evaluate applicants for promotion and discuss assessment of each applicant with the Union President Chief Xxxxxxx When in the of Company. factor to all and purposes equal as between two or of service shall govern. In cases where promotions be deferred pending qualifying time required replacements, prior to releasing employees for job openings. then the Company and the Union will mutually establish the period of time within which the moves should be completed. Absence from employment in the bargaining unit because of transfer to some other plant of the or other employment the Company, from which other employment or plant employee to employment in the bargaining unit, not break seniority except if the total of such absences should exceed one (1) year. then seniority in the bargaining unit shall be equal to previous bargaining unit seniority. When an employee has had no prior in the bargaining then or her seniority in the plant shall date from the date of the transfer to the bargaining Notwithstanding the above who apply were transferred out of the bargaining unit to will have equal to total length of his or her continuous service with the Company as by records. Collective Agreement continued Page When the person was previously in the bargaining unit, he or will transfer back to the first available vacancy or where no job is available. or she shall displace the employee the least seniority in the bargaining unit. The Company will grant leave of absence without pay to an employee for a promotion when an opening occurs in their present research reasonable time, for good cause, if he or training project or she can be spared. The Company will grant leave of absence without pay to attend Union conventions to not more than two (2) hourly rated employees from any one department, as applicableand no more than four (4) in total at any one time, shall be promoted on the basis of classification seniority, provided the employee has the skill, ability, experience, and educational background. The employee's University Personnel Record shall also be taken into consideration as one of the factors in evaluating an applicant for promotion. The selection herein shall be subject to the grievance following conditions: That the Union give at least one (1) week's written notice to the designating the hourly rated for whom leave IS desired: That such leave granted will not exceed ten (10) working days for any one employee on any one occasion; That the total of such leaves granted to all employees will not exceed an accumulated total period of seventy-five (75) days during each year of this That such hourly rated can be spared Departments referred to above are defined as follows: Bare Wire (dies, anneal, rolling and arbitration procedure. B. When there is drawing) Enamel (intermediate, heavy shaped) and Services Wrapping and Shipping (spools, finished stock and i Maintenance Inspection The Company on application from the Union, one year s leave of absence without pay to not more one employee of the for time service with the Union. of this Agreement will cancel leave of absence. Collective Agreement continued Page Employees granted leave of provisions shall accumulate seniority during absence. Every permit for absence must be in writing and by an authorized Company official. The President, Vice-President. Secretary, Treasurer, Financial Secretary and Chief Xxxxxxx of the local Union, while holding such a vacancy, it office. shall be posted deemed to have greater seniority than the other employees for purposes of lay-off. When a vacancy occurs in the bargaining unit, the agrees to post such vacancy on all plant bulletin boards for a period of five (5) working consecutive days. Only the original vacancy and any job opening created by filling the original vacancy will be posted The Company will not be required to post jobs while there are laid off from those jobs who still have recall rights, or if the is for the position of Industrial Electrician. Machinist or Industrial Mechanic or Millwright Application for the posted job must be made in writing to the Manufacturing Manager within the five (5) day period referred to above. Selection of employees for jobs which are posted will be based on the factors established for promotion, Article of the Collective Agreement understood posting applications will apply primarily to upgrading positions. Applications for a job posting involve lateral or downward transfer will be given equal consideration in keeping the which prompt such applications, and in keeping with the conditions set out in Article If the job vacancies cannot be filled under the provisions noted above, the reserves the right to fill a vacancy under Article or from any other source. Collective Agreement continued Page In order to ensure continuity of production, it may be necessary at times to delay the transfer of an employee awarded a job posting or whose request for transfer has been granted for the purpose of training his replacement. Such delay, from the date the posting was awarded or the request for transfer granted, will in no case exceed the training period for his replacement or a period of three (3) months, whichever is the lesser. When a job vacancy which is on a steady day shift basis, provided he can qualify to do the job and accepts the wage rates and conditions which pertain, then the President of the Union, if he applies, will be awarded the job in question without it having to be posted in the normal fashion. The Company will advise the chosen to fill the job of the date of transfer, within fifteen (15) days at centrally located (excluding statutory holidays and annual vacation shutdown) following the job posting, subject to Article above, or will inform all employees who have applied for the job, and the Union, if the job is not to be filled. When a job posting has been awarded, every effort will be made to advise the successful applicant prior to the award being posted on the plant bulletin boards for a period of five (5) consecutive days. For, the purpose of this Agreement, the departments shall be as set forth in "Schedule A" hereto or as may be determined by the Company from time to time. Seniority lists of employees shall be prepared and maintained by the Company, and shall be posted on the respective department bulletin boards. If the opening is not filled from within the research or training project or department as applicable in Section A above, then the employee The lists shall be selected on the basis of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, revised and physical fitness brought up to perform the available work. During this period, the Employer will not interview or hire anyone outside of the University. The Investigator, Project Director or Supervisor involved shall be the sole judge of the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a date at least once during each four (4) month probationary period, and a copy of each list shall be given to the Union. Subject to the conditions set forth in "Schedule hereto, an employee when so qualified, shall be entitled to an annual vacation with pay for the appropriate period therein provided. Such vacation pay will be paid or made available to the employee prior to the vacation period. In the event the employee does not successfully complete thirty (30) days in the new position, the employee may return to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned to a former position under these provisions. Between day 31 and the end of the four (4) month probation, if the employee does not successfully complete the probationary period, he/she may return to his/her previous position providing the position has not yet been filled or canceled. Management will use its best efforts to place the employee in a position equivalent to the former position when the promoted employee does not successfully complete his/her fourCollective Agreement continued Page

Promotions. A. Employees who apply for (a) When job vacancies occur in the bargaining unit, other than entry level positions, and the Company desires to fill such a promotion when an opening occurs in their present research or training project or departmentjob vacancy, as applicable, shall such fact will be promoted posted on the basis of classification seniority, provided the employee has the skill, ability, experience, and educational background. The employee's University Personnel Record shall also be taken into consideration as one of the factors in evaluating an applicant bulletin board for promotion. The selection herein shall be subject to the grievance and arbitration procedure. B. When there is such a vacancy, it shall be posted for a period of five (5) working days at centrally located bulletin boardsdays. If the opening is not filled from within the research or training project or department as applicable in Section A above, then the employee shall be selected Employees on the basis active payroll making written application during this five (5) day period will be considered as follows: The Company will consider the requirements and efficiency of bargaining unit seniority provided said employee has operations, the skillknowledge, abilitytraining, physical fitness, experience, educational background, skill and physical fitness present ability of the individual to perform the available work. During this periodnormal required work in determining which employee is to be promoted to higher paid jobs within the bargaining unit and where these are, in the Employer will not interview or hire anyone outside justifiable opinion of the University. The InvestigatorCompany, Project Director or Supervisor involved shall be the sole judge of the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a four (4) month probationary period. In the event the employee does not successfully complete thirty (30) days in the new positionrelatively equal, the employee may return to his/her previous position providing that it has not been filled by an internal with the greatest seniority will: receive the promotion or transfer and providing he/she has not previously returned to a former position under these provisions. Between day 31 and provided the end employee meets the standards required of the four position, verified through a testing process. For the purpose of the article, promotions do not include temporary promotions. (4b) month probationAn employee selected on this basis will be given an opportunity of fulfilling the duties of the new .position during a probationary period which may not exceed three (3) months. If an employee fails to meet the requirements for the job at any time during the probationary period, or if the employee does not successfully complete wishes to relinquish the position at any time during the probationary period, he/she may return will be returned to his/her former position once a replacement has been selected. (c) His/her previous position providing posting plus one additional posting will be posted and governed by this article, but further vacancies created by the position has selection of an employee on this basis are not yet been filled or canceled. Management covered by this article. (d) Where no employee meets the qualifying factors under this article, the Company shall be free to fill the job at its discretion. (e) The Company will use its best efforts to place notify the employee in a position equivalent Chief Xxxxxxx of the Union of the name of the successful applicant to the former position when job posting. In addition, the promoted employee does not successfully complete his/her fourCompany will post on the bulletin board the name of the successful applicant. The successful applicant will receive the wage rate of the new classification once they commence working in that classification.

Promotions. A. Employees who apply for a promotion when an opening occurs in their present research or training project or department, as applicable, The Employer agrees that promotions within the bargaining unit shall be promoted made on the basis of classification seniority, provided the employee has the skill, ability, experience, past performance and educational backgroundseniority. The employee's University Personnel Record shall also be taken into consideration as one of In the factors in evaluating an applicant for promotion. The selection herein shall be subject event the Employer determines to the grievance and arbitration procedure. B. When there is such fill a vacancy, it shall said vacancy will be posted within ten (10) working days after the vacancy occurs. Job vacancies will be posted for a period of five one (51) working week, setting forth requirements for the position in a conspicuous place in each permanent building. Employees interested shall apply in writing during the posting period. The successful applicant who meets the requirements shall be granted ninety (90) day trial period to determine: 1) his/her ability to perform the job, and 2) his/her desire to remain on the job. The trial period may be extended for an additional thirty (30) days at centrally located bulletin boardsby mutual agreement between the parties. An applicant with less service in the employ of the Board shall not be awarded such promotion unless his/her qualifications shall be determined to be substantially superior. In the event the senior applicant is not given the promotion, reasons for the denial shall be given to the Employee and to his/her Union Representative in writing. All Union applicants will be notified in writing with an explanation as to how the position was awarded. B. During the ninety (90) day trial period, the Employee shall have the opportunity to revert back to his/her former classification. If the opening Employee is not filled from within unsatisfactory in the research or training project or department as applicable in Section A abovenew position, then the employee reasons shall be selected on given to the basis of bargaining unit seniority provided said employee has Employee and to his/her Union Representative in writing if the skillEmployee so desires. C. Everything else being equal, ability, experience, educational background, present Employees will be given preference over outside Employees in promotions and physical fitness to perform the available workin filling vacancies. During this periodIn considering any Employee for a requested transfer or promotion, the Employer will not regard any reprimands or suspensions with a date of issue three years prior to the date of interview or hire anyone outside date of the University. The Investigator, Project Director or Supervisor involved shall be the sole judge of the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin boardposting. C. An employee who receives a promotion will be subject to a four (4) month probationary period. In the event the employee does not successfully complete thirty (30) days in the new position, the employee may return to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned to a former position under these provisions. Between day 31 and the end of the four (4) month probation, if the employee does not successfully complete the probationary period, he/she may return to his/her previous position providing the position has not yet been filled or canceled. Management will use its best efforts to place the employee in a position equivalent to the former position when the promoted employee does not successfully complete his/her four

Promotions. A. Employees who A promotion is an upward change in an open job classification within the bargaining unit, 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 over time or shift premium pay. Employee(s) interested in a promotional position shall apply within the above stated posting periods to be considered for a promotion when the promotion. 1. The Administration will screen all applicants to select the finalists to be interviewed. If deemed necessary by the Administration, an opening occurs in their present research or training project or departmentinterview and test will be conducted to determine the final applicant’s ability to meet the demands and responsibilities of the open position. Factors considered will be demonstrated proficiencies, as applicable, shall be promoted on the basis of classification seniority, provided the employee has the skill, abilityknowledge, experience, skills, abilities and educational backgroundspecial qualifications. Based upon these factors the final decision for placement rests with the Board or its designee. The employee's University following procedures will be followed in awarding the position: a. The employee in the same classification who best meets the job qualifications. b. The employee in another classification who best meets the job qualifications. c. In the selection, seniority shall govern if all factors are equal. d. If the most senior employee is not selected, he/she shall receive the reason in writing from the Personnel Record shall also be taken into consideration as one of the factors in evaluating an applicant for promotionDirector. 2. The selection herein applicant who meets the qualifications set forth and is selected by the Board or its designee for said position shall be subject to the grievance and arbitration proceduregiven a ninety (90) calendar days trial working period. B. When there is such a vacancy3. During the ninety (90) calendar day trial period, it shall be posted for a period of five (5) working days at centrally located bulletin boards. If the opening is not filled from within the research or training project or department as applicable in Section A above, then the employee shall have the opportunity to revert back to his/her former position and a letter of explanation shall be selected on submitted to the basis of bargaining unit seniority provided said employee has Board. If at any time during the skill, ability, experience, educational background, and physical fitness to perform the available work. During this trial period, the Employer will Board believes the employee is not interview progressing or hire anyone outside of it appears that the University. The Investigatoremployee is not able to satisfactorily perform the job, Project Director or Supervisor involved such employee shall be returned to his/her former position and notice of such action shall be submitted to the sole judge of chief xxxxxxx, in writing, with a copy to the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a four (4) month probationary periodemployee. In the event the employee does not successfully complete thirty (30) days said individual is reverted to his former position for reasons other than his/her own desire, he/she will be given the reasons in writing by the Board and in the new positionevent that the employee disagrees with the reason, the matter shall be a proper subject for the grievance procedure. The employee may return returned to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned to a former position under these provisionsshall retain salary and seniority status as previously enjoyed before the promotions. Between day 31 and An employee moving to another position of greater responsibility must demonstrate the end ability to perform responsibilities of such position by successfully passing tests or competencies related to the demands of the four (4) month probation, if the employee does not successfully complete the probationary period, he/she may return to his/her previous position providing the position has not yet been filled or canceled. Management will use its best efforts to place the employee in a position equivalent to the former position when the promoted employee does not successfully complete his/her fourdesired position.

Promotions. A. Employees who apply for a promotion when an opening occurs in their present research or training project or department, as applicable, shall be promoted on the basis of classification seniority, provided the employee has the skill, ability, experience, and educational background. The employee's University Personnel Record shall also be taken into consideration as one of the factors in evaluating an applicant for promotion. The selection herein shall be subject to the grievance and arbitration procedure. B. When there is such a vacancy, it shall be posted for a period of five (5) working days at centrally located bulletin boards. If the opening is not filled from within the research or training project or department as applicable in Section A above, then the employee shall be selected on the basis of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, and physical fitness to perform the available work. During this period, the Employer will not interview or hire anyone outside of the University. The Investigator, Project Director or Supervisor involved shall be the sole judge of the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a four (4) month probationary period1. In the event the an employee does not successfully complete thirty (30) days within a classification covered by this Agreement is promoted to a position in the new positionTransit Police Department outside the bargaining unit, the employee may return will continue to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned to a former position under these provisions. Between day 31 and accumulate job classification seniority within the end bargaining unit for the duration of the four (4) month probation, if the employee does not successfully complete the probationary period, up to a maximum of six months. Such employee’s job classification seniority will thereafter be frozen. An employee promoted to a non-bargaining unit position in the Transit Police Department may choose to return or be returned during his/her probationary period to the most recently held bargaining unit position. If the employee returns to the bargaining unit, he/she may will be assigned by management to a shift until the next pick. Section 2. If an employee promoted to a non-bargaining unit position in the Transit Police Department, after March 1, 1998, seeks to return to his/her previous the bargaining unit after the probationary period, such employee will be returned to a vacancy in a previously held bargaining unit position providing on the position has not yet been filled or canceled. Management will use its best efforts to place condition that the employee meets the performance objectives of their current position. In the event there are no vacancies in the Sergeant classification, the employee will be assigned to a vacant Transit Police Officer position equivalent and will be placed on the top of the Sergeant’s eligible list. If a non-bargaining Transit Police Department Employee seeks to return to the former bargaining unit after the probationary period and they do not meet the Performance Objectives of their current position, they will be returned to a vacant Transit Police Officer position. A non-bargaining unit position when employee cannot be returned to the promoted employee does not successfully complete his/her fourbargaining unit if they are

Promotions. A. Employees who apply for a promotion when an opening occurs in their 1. In filling vacancies The News will continue its practice to give first preference to present research or training project or department, as applicable, shall be promoted on the basis of classification seniority, provided the employee has the skill, ability, experience, and educational backgroundemployees. The News will post notice of all job openings and such openings will not be filled on a permanent basis until the notice has been posted for 7 days. Position openings or job vacancies will be posted in the Guild department where the opening occurs. Copies of postings will be forwarded to all other Guild departments. It is understood that such things as beat assignments, story assignments or job assignments within a specific position or temporary assignments outside the employee's University Personnel Record shall also ’s regular position do not constitute a vacancy and need not be taken into consideration as one of the factors in evaluating an applicant for promotionposted. The selection herein shall be subject to the grievance and arbitration procedure. B. When there is such a vacancy, it shall be posted for a period of five (5) working days at centrally located bulletin boards. If the opening is not filled from within the research or training project or department as applicable in Section A above, then the employee shall be selected on the basis of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, and physical fitness to perform the available work. During this period, the Employer will not interview or hire anyone outside of the University. The Investigator, Project Director or Supervisor involved shall be News remains the sole judge of the capability competence required to fill all positions. 2. Non-journeymen personnel who wish to become reporters will be given the opportunity to demonstrate their ability by filling minor night, sports, or other assignments when, in the judgment of The News, they are qualified for such trial and provided there is an opening for such work. Such assignments will be carried out within the normal 37.5-hour week. 3. Any non-journeymen personnel may be designated as a cub reporter and be assigned to the preparation of news, features or pictorial material as determined by The News, but no such designation and assignment will continue for a longer period than six months. Any personnel while so designated and assigned will be paid at least the minimum rate of pay for work performed in such higher classification. If, at the end of the employee trial period, The News considers the cub is not ready to perform be advanced to the available work. The employer will provide sufficient copies position of job postings for posting on Association bulletin boards. Such postings reporter or some other higher classification, they will be provided in an electronic formatrestored to their former position with the rate of pay then current for that work. 4. The Employer will provide Any employee promoted from one classification to another carrying a locked bulletin board to be placed outside higher rate of the Union’s office. This bulletin board pay, during a trial period of three months, will be used solely paid not less than the minimum in the new classification which is next higher than the wage they were receiving immediately prior to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin boardtransfer or at the rate of pay they were receiving in their old position, whichever is higher. C. An employee who receives a promotion will be subject 5. If during, or at the end of, said trial period, The News decides to a four (4) month probationary period. In the event retain the employee does not successfully complete thirty (30) days in the their new position, the employee may return will then continue to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned to a former position under these provisions. Between day 31 receive the rate of pay as provided in Section 4, and the date of such promotion will become the experience anniversary date for such employee. If during, or at the end of the four (4) month probationof, if the employee does said trial period The News decides not successfully complete the probationary period, he/she may return to his/her previous position providing the position has not yet been filled or canceled. Management will use its best efforts to place retain the employee in a their new position equivalent the employee will be returned to their old position and will be paid at the rate of pay previously received, plus any general increase they might have received while in the old position, or at the rate of pay provided by the schedule of minimums then applicable to the former position when the promoted employee does not successfully complete his/her fourold position, whichever is higher. A. The News shall hire employees without regard to age, sex, race, creed, color, national origin, marital or parental status, family relationship, sexual orientation, gender identity, political activities or political belief, irrelevant mental or physical disabilities, or other mental or physical disabilities, which may be reasonably accommodated. The News shall actively recruit women and members of minority groups for all positions covered by this contract. B. In order to effectuate Section 6(A), The News, whenever possible, shall commit to interviewing at least three (3) members from underrepresented groups. The News, whenever possible, will also publicize open positions on job sites and at job fairs that target traditionally underrepresented groups.

Promotions. A. Employees who A promotion is an upward change in an open job classification within the bargaining unit, 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 over time or shift premium pay. Employee(s) interested in a promotional position shall apply within the above stated posting periods to be considered for a promotion when the promotion. 1. The Administration will screen all applicants to select the finalists to be interviewed. If deemed necessary by the Administration, an opening occurs in their present research or training project or departmentinterview and test will be conducted to determine the final applicant’s ability to meet the demands and responsibilities of the open position. Factors considered will be demonstrated proficiencies, as applicable, shall be promoted on the basis of classification seniority, provided the employee has the skill, abilityknowledge, experience, skills, abilities and educational backgroundspecial qualifications. Based upon these factors the final decision for placement rests with the Board or its designee. The employee's University following procedures will be followed in awarding the position: a. The employee in the same classification who best meets the job qualifications. b. The employee in another classification who best meets the job qualifications. c. In the selection, seniority shall govern if all factors are equal. d. If the most senior employee is not selected, he/she shall receive the reason in writing from the Personnel Record shall also be taken into consideration as one of the factors in evaluating an applicant for promotionDirector. 2. The selection herein applicant who meets the qualifications set forth and is selected by the Board or its designee for said position shall be subject to the grievance and arbitration proceduregiven a ninety (90) calendar day trial working period. B. When there is such a vacancy3. During the ninety (90) calendar day trial period, it shall be posted for a period of five (5) working days at centrally located bulletin boards. If the opening is not filled from within the research or training project or department as applicable in Section A above, then the employee shall have the opportunity to revert back to his/her former position and a letter of explanation shall be selected on submitted to the basis of bargaining unit seniority provided said employee has Board. If at any time during the skill, ability, experience, educational background, and physical fitness to perform the available work. During this trial period, the Employer will Board believes the employee is not interview progressing or hire anyone outside of it appears that the University. The Investigatoremployee is not able to satisfactorily perform the job, Project Director or Supervisor involved such employee shall be returned to his/her former position and notice of such action shall be submitted to the sole judge of chief xxxxxxx, in writing, with a copy to the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a four (4) month probationary periodemployee. In the event the employee does not successfully complete thirty (30) days said individual is reverted to his former position for reasons other than his/her own desire, he/she will be given the reasons in writing by the Board and in the new positionevent that the employee disagrees with the reason, the matter shall be a proper subject for the grievance procedure. The employee may return returned to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned to a former position under these provisionsshall retain salary and seniority status as previously enjoyed before the promotions. Between day 31 and An employee moving to another position of greater responsibility must demonstrate the end ability to perform responsibilities of such position by successfully passing tests or competencies related to the demands of the four (4) month probation, if the employee does not successfully complete the probationary period, he/she may return to his/her previous position providing the position has not yet been filled or canceled. Management will use its best efforts to place the employee in a position equivalent to the former position when the promoted employee does not successfully complete his/her fourdesired position.

Promotions. A. (a) When new classifications are created or permanent job vacancies occur in the bargaining unit, other than at entry level positions and lead hand positions, and where the Company desires to fill such a permanent job vacancy, such fact will be posted on the bulletin board for a period of three (3)calendar days. Employees may apply in writing for same to the Department Manager. (b) Employees who apply expect to be unavailable for any period of time are encouraged to signify their interest in another position by placing a letter on file with the Company so as to be considered for the position in the event of their absence. Such letter will be retained on file for a promotion when an opening occurs in their present research period of sixty (60) calendar days 8.02 It is agreed that the lead hands, if any, will be appointed at the exclusive discretion of the Company; however, the Company agrees to post the notice that such vacancies exist. (a) In all cases of filling vacancies under this Article (i.e. promotions or training project or departmenttransfers within the bargaining unit), as applicable, the Company shall be promoted on the basis of classification seniority, provided the employee has consider the skill, ability, experienceability and work record of the employees, and educational background. The employee's University Personnel Record shall also be taken into consideration as one where, in the opinion of the factors in evaluating an Company, these are relatively equal, the employee with the greatest seniority shall be selected. (b) For the purpose of this clause, “work record” shall include attendance, courses attended and disciplinary records insofar as these are relevant to the requirements of the job. 8.04 If the job is not filled as a result of the posting or if no suitable applications are received, the Company reserves the right to hire. 8.05 A vacancy created by the placing of the successful applicant to the original posted position will be posted; however, any further vacancy may be filled by the Company without posting. Should the successful applicant for promotion. The selection herein such vacancy be unsatisfactory, he shall be subject returned to the grievance and arbitration procedure. B. When there is such his former job within a vacancyperiod of forty-five (45) working days, it shall be posted for or if he chooses to return to his former position within a period of five (5) working days, then any other employee affected thereby will be returned to his former job on a similar basis, and the vacancy may be filled without further posting. 8.06 Any employee who has successfully bid under this article shall not be entitled to bid on a posted job before six (6) months from the date of a successful bid, except with the Company’s permission. 8.07 All promotions or transfers shall be temporary until the employee can satisfactorily perform the work required or forty-five (45) working days, whichever is the lesser, at which time he shall receive the rate for the job. 8.08 The Company has the exclusive right to temporarily transfer employees within job classification and department and the right to direct the work function of all employees. Temporary transfers shall be transfers for forty-five (45) working days at centrally located bulletin boards. or less save and except transfers to cover maternity and/or paternity leaves, short and long term disability and WSIB etc. 8.09 If the opening rate of pay for the job to which the employee is not filled temporarily transferred is less than the employee’s regular rate of pay, for the job from within which the research or training project or department as applicable in Section A above, then employee has been transferred the employee shall be selected on the basis receive his regular rate of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, and physical fitness to perform the available work. During this period, the Employer will not interview or hire anyone outside of the University. The Investigator, Project Director or Supervisor involved shall be the sole judge of the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin boardpay during such temporary transfer. C. An employee who receives a promotion will be subject 8.10 If the rate of pay for the job to a four (4) month probationary period. In which he is transferred is higher than the event employee’s regular rate of pay for the employee does not successfully complete thirty (30) days in the new positionjob from which he has been transferred, the employee may return shall receive the higher rate of pay for the job to his/her previous position providing that it which he has not been filled by an internal promotion or transfer and providing he/she has not previously returned transferred after a period of forty-five (45) working days, subject to a former position under these provisions. Between day 31 and the end of the four (4) month probation, if the employee does not successfully complete the probationary period, he/she may return to his/her previous position providing the position has not yet been filled or canceled. Management will use its best efforts to place the employee in a position equivalent to the former position when the promoted employee does not successfully complete his/her four8.07 above.

Promotions. A. Employees who apply for a promotion when an opening occurs in their present research or training project or department, as applicable, (a) All promotional vacancies and announcements of examination to fill them shall be promoted posted on the basis of classification senioritybulletin boards for employees information provided for herein. (b) When a vacancy exists in a position for which an examination is not customarily given, provided the employee has the skill, ability, experience, and educational background. The employee's University Personnel Record City shall also be taken into consideration as offer such vacancy to one of the factors three (3) employees in evaluating the same branch of the department in which the vacancy exists who have the highest seniority and are qualified to fill the vacancy. If that employee refuses to accept the job, it may be offered to one of the other two or to the employee with the next highest seniority and so on until the position is filled. (c) When a vacancy exists in a position for which an applicant for promotion. The selection herein examination is given, the position shall be subject filled in accordance with the Civil Service Rules and Regulations in force at the time when said vacancy exists. Provisional appointments shall last no longer than one hundred-eighty (180) days and Teamsters will be appointed to the grievance and arbitration proceduredo Teamster work if there are qualified employees in lower ranks. B. (d) When there is the City shall have declared that a vacancy exists and the Civil Service Commission shall have certified the persons eligible to fill such a vacancyvacancy pursuant to Section (b) and (c) above, it the vacancy shall be posted for a period of five (5) working days at centrally located bulletin boards. If the opening is not filled from within the research or training project or department as applicable in Section A above, then the employee shall be selected on the basis of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, and physical fitness to perform the available work. During this period, the Employer will not interview or hire anyone outside of the University. The Investigator, Project Director or Supervisor involved shall be the sole judge of the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a four (4) month probationary period. In the event the employee does not successfully complete thirty (30) days of such certification. (e) An employee promoted to a higher rated classification shall be paid the rate in the higher classification for an employee with seniority equal to that of the promoted employee. (f) Any employee assigned to a lower classification for any reason other than his own request, or lack of work in his own classification, shall receive no reduction in pay. Any employee assigned to lower classification as a result of lack of work in his own classification or at his own request, shall receive no reduction in pay for the first ten (10) consecutive days of continuous service in the new positionclassification. He shall thereafter receive the maximum rate for the new classification or shall retain his old rate, the employee may return whichever is lower. (g) The City will make available to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned employees who wish to a former position under these provisions. Between day 31 and the end of the four (4) month probationtake advantage thereof, if the employee does not successfully complete the probationary period, he/she may return to his/her previous position providing the position has not yet been filled or canceled. Management will use its best efforts to place the employee in a position equivalent at no cost to the former position when the promoted employee does not successfully complete his/her fouremployees, but on their own time, training to enable such employees to qualify for promotional opportunities.

Promotions. A. Employees 15.1 A UNIT member who apply applies for a promotion when posted COUNTY position must submit an opening occurs electronic application to COUNTY’s Employee Services Division via COUNTY’s website portal. Promotions are considered as an advancement within the chain of command of COUNTY’s organizational structure. The promotional process is outlined in their present research or training project or departmentthe COUNTY’s Employee Manual, as applicableSection 3.050, (Exhibit B) unless otherwise specified in this Agreement. 15.2 COUNTY agrees to maintain a promotional list for eligibility for future vacant positions of Lieutenant and Battalion Chief. Such promotional list shall be maintained for a maximum of two (2) years from the date the test results were published electronically to the current email distribution list of COUNTY’s Fire Department personnel. The promotional list will be distributed to the COUNTY’s Fire Department personnel no later than fourteen (14) business days from the completion of the promotional process. The test score will be provided to the testing candidate concurrent with the publication of the promotional list. The promotional list order will be from highest to lowest score. If a promotional list is exhausted before the two-year maximum, a promotional process will be conducted no later than six (6) months post -exhaustion of said list. 15.3 COUNTY reserves the right to design, develop, and administer all testing procedures with the utilization of non-county employee examiners and score keepers for any subjective interpretation elements of the promotional process. The passing score required for each segment of the promotional process, along with general scoring methodology, testing source material, and relationship with the position requirements for each segment in the promotional process, shall be promoted outlined to each promotional candidate prior to administration of the test. UNION will be permitted to have a representative that is not part of the promotional testing to review the testing procedure, scoring criteria, and be the observer at all phases of the promotional process. 15.4 The promotional process testing procedure will consist of the following with each section having an objective scoring matrix: 15.5 A UNIT member that chooses not to accept the promotional opportunity offered, that was on the basis of classification senioritypromotional list, provided shall drop to the employee has the skill, ability, experience, and educational background. The employee's University Personnel Record shall also be taken into consideration as one bottom of the factors in evaluating an applicant for promotion. The selection herein shall be subject to the grievance and arbitration procedure. B. When there is such a vacancy, it shall be posted for a period of five (5) working days at centrally located bulletin boardspromotional list. If the opening same UNIT member declines a subsequent offer of promotion during the next cycle, then that UNIT member shall be removed from the then current promotional list. 15.6 UNIT members promoted to a higher rank within the UNIT shall receive an increase of 10% to UNIT member’s current Base Rate of Pay, or the minimum Base Rate of Pay (defined in Article 19) of the new pay grade, whichever is greater; provided, however, that at no time may a UNIT member’s Base Rate of Pay exceed the maximum established salary for the position in which UNIT member is promoted. 15.7 In the event any UNIT member requests to be voluntarily demoted to a vacant lower- ranked position because of reasons unrelated to performance or disciplinary actions, A. Lieutenant: The following prerequisites must be met prior to the date of testing, to be considered eligible. All current Lieutenants will have a four (4)-year grace period beginning October 1, 2022, to become compliant with all below outlined requirements and certifications. If any current Lieutenant is not filled from within compliant with the research or training project or department as applicable in Section A abovebelow outlined requirements and certification by September 30, then the employee shall be selected on the basis of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, and physical fitness to perform the available work. During this period2026, the Employer will not interview or hire anyone outside of the University. The Investigator, Project Director or Supervisor involved shall be the sole judge of the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion Lieutenant will be subject to a four (4) month probationary period. In the event the employee does not successfully complete thirty (30) days in the new position, the employee may return to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned involuntary demotion to a former lower-ranked position under these provisions. Between day 31 and subject to a reduction in UNIT member’s Base Rate of Pay, which cannot exceed the end maximum of the four Base Rate of Pay for the lower-ranked position. Any UNIT member required to demote due to these requirements is guaranteed a vacant lower-ranked position within COUNTY’s Fire Department. 1. Valid Florida Driver’s License and driving record acceptable to COUNTY’s insurance provider. 2. Associate Degree in an approved emergency services related field from an accredited college or university. 3. Minimum of three (3) years of continuous employment from the current uninterrupted service period within COUNTY’s Fire Department. 4. Minimum of six (6) month probationyears of experience as a firefighter. 5. Possession and maintenance of a current State of Florida Firefighter Minimum Standards Compliance Certificate as per Section 633.406(1)(a), if the employee does not successfully complete the probationary periodFlorida Statutes. 6. Possession and maintenance of a current State of Florida Paramedic Certification as per Section 401.27, he/she may return Florida Statutes. 7. Clearance by COUNTY’s Medical Director to his/her previous position providing the position has not yet been filled or canceledoperate as Paramedic. 8. Management will use its best efforts to place the employee in Possession and maintenance of a position equivalent to the former position when the promoted employee does not successfully complete his/her fourcurrent American Heart Association BLS Healthcare Provider CPR and Advanced Cardiovascular Life Support (ACLS) cards. 9. Florida Fire Officer II Certification 10. Florida Fire Instructor I Certification preferred 11. Florida Pump Operator Certification

Promotions. ‌ A. Employees who apply When new employees are hired for service under this Agreement, they will participate in a promotion when an opening occurs in their present research or training project or departmentprogram applicable to the job classification for which they were hired. New employees with a valid certification from another railroad will be required, as applicableat a minimum, shall be promoted on the basis of classification seniority, provided the employee has the skill, ability, experience, to attend orientation and educational background. The employee's University Personnel Record shall also be taken into consideration as one complete any portion of the factors in evaluating an applicant for promotion. The selection herein shall be subject to training program deemed appropriate by the grievance and arbitration procedureCompany. B. When The Company will establish a procedure, which will: (1) ensure that such employees have knowledge of training program opportunities; and (2) provide an application process for such training opportunities. Employees who meet the criteria of the position, including but not limited to: safety record, rules compliance, compliance with the Company’s drug and alcohol program, attendance, etc. will be offered an opportunity to be interviewed for the training opportunity. Applicants who successfully complete all the requirements to be selected, including the interview process, to become certified will be placed in the training program in seniority order. C. Should there be insufficient time to train current employees to become certified Conductors or Engineers, or if there are insufficient applicants for promotion to Conductor or Engineer the Company is such then free to hire Conductors or Engineers by other means. X. Xx employee, who, after starting the training program for promotion is unable to continue the training due to illness, which has been verified by a vacancyphysician or approved leave of absence will not be regarded as having failed, it shall be posted for a period of five (5) working days at centrally located bulletin boardsprovided that upon return the candidate reenters the training program as designated by the Company. If the opening is not filled from within the research or training project or department The decision as applicable in Section A above, then to whether the employee shall be selected on must start the basis of bargaining unit seniority provided said employee has program from the skill, ability, experience, educational background, and physical fitness to perform beginning or at another point in the available work. During this period, the Employer will not interview or hire anyone outside of the University. The Investigator, Project Director or Supervisor involved shall be the sole judge of the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings training will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of made by the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positionsdesignated carrier representative. The Union will be advised of this decision. E. A Ticket Agent who is undergoing training for potential promotion to a Conductor or Engineer position in accordance with this Article shall retain seniority standing and all other rights as a Ticket Agent until such time as he or she is promoted into the position of Conductor or Engineer, at which time he or she must transfer into that position. He or she will maintain his or her prior seniority rankings, but will no longer be able to exercise seniority in those rankings, except in the event of a furlough in the higher classification. F. A Conductor who is undergoing training for potential promotion to an Engineer position in accordance with this Article shall retain seniority standing and all other rights as a Conductor until such time as he or she is promoted into the position of Engineer, at which time he or she must transfer into that position. He or she will maintain his or her prior seniority rankings, but will no longer be able to exercise seniority in those rankings, except in the event of a furlough in the higher classification. G. An employee failing to satisfactorily complete every phase of the Engineer or Conductor Training Program and/or failure to satisfactorily pass the final examination (with a second final examination provided within fifteen (15) days from the date of the first examination if requested by the trainee) shall result in such trainee relinquishing existing seniority and establishing a new seniority date at the bottom of the Employee’s prior craft seniority roster. If this would result in the Employee being placed in furlough status on the Conductor’s seniority roster, then the Employee would temporarily be placed on the bottom of the Ticket Agent seniority roster until such time as the Employee can hold a position in the Conductor’s craft. While waiting to make the second attempt at passing, the Employee will return to his or her prior craft as an extra board employee. X. A supervising Conductor or Engineer assigned a trainee during his tour-of duty will continue to be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a four (4) month probationary periodoperation of the train in compliance with all operating rules for the purpose of safe train operation. In When trainees are operating the event the employee does not successfully complete thirty (30) days in the new positiontrain, the employee may return to his/her previous position providing that it has supervising Engineer will not been filled by an internal promotion be held responsible for problems or transfer and providing he/she has not previously returned to delays as a former position under these provisions. Between day 31 and the end result of the four (4) month probation, if the employee does not successfully complete the probationary period, he/she may return following: • Station Stops – Stopping short or long of passenger platforms. • Ride Quality – Rough ride resulting from trainees handling of equipment. • Penalty Applications – Delays resulting from trainees delay in responding to his/her previous position providing the position has not yet been filled or canceledalerter. Management will use its best efforts to place the employee • Train Handling Delays – Loss of time in a position equivalent to the former position when the promoted employee does not successfully complete his/her fourstops and starts.

Promotions. A. Employees who apply for a promotion when an opening occurs in their present research or training project or department, as applicable, shall be promoted on 10.01 In making promotions to vacant jobs coming within the basis of classification seniority, provided the employee has the skill, ability, experience, and educational background. The employee's University Personnel Record shall also be taken into consideration as one jurisdiction of the factors in evaluating an applicant for promotion. The selection herein shall be subject to the grievance and arbitration procedure. B. When there is such a vacancy, it shall be posted for a period of five (5) working days at centrally located bulletin boards. If the opening is not filled from within the research or training project or department as applicable in Section A above, then the employee shall be selected on the basis of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, and physical fitness to perform the available work. During this periodUnion, the Employer will not interview or hire anyone outside of required knowledge and skills (behavioural and technical) contained in the University. The Investigator, Project Director or Supervisor involved job posting shall be the sole judge primary considerations, and where two (2) or more applicants are equally qualified to fulfil the duties of the capability job, seniority shall be the determining factor. 10.02 For the purposes of this section, a Power Lineman IV's appointment as a Troubleman, a Troubleman’s appointment as a Power Lineman IV and a Power Electrician II's appointment as a Power System Technician shall be considered a promotion. 10.03 For the purposes of this section, an employee’s appointment to an Apprenticeship may be (a) When a selection decision is disputed, the parties will meet to review the rationale within 5 working days of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic formatdecision. The Employer will provide consider information submitted by the Union and make a locked bulletin board to be placed outside of final and binding decision on the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin boarddispute within an additional 5 working days. C. An employee who receives 10.04 Employees, upon promotion in or outside the scope of this Agreement, shall have a promotion will be subject trial period of three (3) months, with the Company reserving the right in certain instances to extend this period to a four maximum of one (41) month probationary periodyear. In the event that the employee does not successfully complete thirty (30) days in the new positiontrial period is extended, the employee and the Union shall be advised of the Company's reasons. 10.05 During the trial period of three (3) months, an employee may return revert to his/her previous position providing that it has his former job or may be reverted by the Company. If the trial period is extended, the Company may revert an employee to his former job, or to an equivalent job for which he is qualified, at not been filled by less than the regular rate of pay which he received in the former job. No posting shall be required to complete the reversion. 10.06 Employees shall be eligible to apply for jobs not coming within the scope of this Agreement and shall receive consideration in accordance with their qualifications, experience and seniority. However, nothing in this Agreement shall be deemed to bind the Company to appoint an internal promotion or transfer and providing he/she has not previously returned employee to a former position under these provisions. Between day 31 job which does not come within the scope of this Agreement. 10.07 Any employee having the seniority and qualifications to fill a higher vacant job and who, for any reason, declines or refuses to accept the end of the four (4) month probationjob when it is offered to him in writing, if shall become junior in seniority to the employee does who is appointed. This clause shall not successfully complete the probationary period, he/she may return apply to his/her previous position providing the position has not yet been filled or canceled. Management will use its best efforts to place the employee in a position equivalent to the former position when the promoted employee does not successfully complete his/her fourtemporary job of less than one (1) week.

Promotions. A. Employees who apply for ‌ 8.1 Whenever a promotion when an opening occurs vacancy exists in their present research or training project or departmentany position covered by this agreement, as applicable, shall be promoted on the basis of classification seniority, provided the employee has the skill, ability, experience, and educational background. The employee's University Personnel Record shall also be taken into consideration as one of the factors in evaluating an applicant for promotion. The selection herein shall be subject to the grievance and arbitration procedure. B. When there is such a vacancy, it job posting shall be posted for a period of five fourteen (514) working calendar days at centrally located on an appropriate bulletin boardsboard made available by the Town. 8.2 Any employee covered by this agreement who is interested in filling a vacancy, shall apply in writing to the Town Manager or his or her designee no later than the last posting date. If Said date shall be included on the opening is not filled from within the research or training project or department posting. 8.3 Where qualifications and abilities are equal, Division Seniority (as applicable defined in Section A above, then the employee shall be selected on the basis of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, and physical fitness to perform the available work. During this period, the Employer will not interview or hire anyone outside of the University. The Investigator, Project Director or Supervisor involved 5.1) shall be the sole judge of determining factor first and Primary seniority (as defined in Section 5.1) secondly in filling the capability of job vacancy. A. Newly promoted employees shall be compensated at the new position’s Step 0, or the next within grade step that provides the employee a pay raise. B. Newly promoted employees will serve a three (3) month probationary period. C. Newly promoted/transferred employees shall be allowed to perform return to the available workjob held prior to promotion or transfer no later than four (4) weeks after assuming a new position. The employer will provide sufficient copies Displaced employees shall not be allowed to grieve being returned to former position. D. If a new employee leaves the Town’s employ or a newly promoted employee returns to their former position, the vacancy must be reposted. 8.4 A copy of all vacancies shall be sent to the Union President. 8.5 Nothing within this agreement shall be construed as requiring the Town to fill all job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside vacancies within the bargaining unit with persons already members of the Union’s office. This bulletin board will Employees who have formally applied and meet the qualifications for the position shall be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin boardoffered an interview before external candidates. C. An employee 8.6 The procedure for filling new jobs shall be the same as the procedure for filling a vacancy. All employees who receives apply for any posted position shall receive a promotion will be subject notice in writing as to a four the disposition of their application. 8.7 Notwithstanding the foregoing, promoted employees who are required to obtain state certification or licensing shall obtain said license during the three (43) month probationary period. In the event the employee does not successfully complete thirty (30) days in the new position, the employee That period may return to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned be extended for cause to a former position under these provisions. Between day 31 date certain if mutually agreed upon by the Town and the end of the four (4) month probation, if the employee does not successfully complete the probationary period, he/she may return to his/her previous position providing the position has not yet been filled or canceled. Management will use its best efforts to place the employee in a position equivalent to the former position when the promoted employee does not successfully complete his/her fourUnion.

Promotions. A. Employees who apply for 11.1: When a promotion when an opening occurs vacancy occurs, the Employer shall post a job vacancy notice in their present research or training project or department, as applicable, a conspicuous place in each Friend of Court office. The Local President shall be promoted on provided a copy of the basis of classification seniority, provided job posting. 11.2: The Employer encourages bargaining unit employees to seek upgrading within the employee has the skill, ability, experience, and educational backgroundBargaining Unit. The employee's University Personnel Record shall also be taken into consideration as one of the factors in evaluating an applicant for promotion. The selection herein shall be subject to the grievance and arbitration procedure. B. When there is such a vacancy, it job vacancy notice shall be posted for a period of five (5) working days at centrally located bulletin boardsdays. The posting shall include: a. The job title. b. A description of the position. c. The necessary qualifications of the job. d. The hours of work. e. The application process. 11.3: The Employer will give consideration to unit employees who possess the skill or ability, experience or education and physical fitness where applicable, and documented or demonstrated acceptable work habits necessary to perform the job. If more than one employee is qualified and all of the opening is not filled from within above factors are relatively equal, award shall be made to the research or training project or department as applicable in Section A aboveemployee with the longest continuous service. If an employee candidate and a non- employee candidate have relatively equal qualifications, then the employee shall be selected awarded the position. New employees on the basis of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, and physical fitness probation are not eligible to perform the available workbid on posted job openings. During Nothing in this period, paragraph shall be construed as preventing the Employer will not interview or hire anyone from hiring someone outside the Bargaining Unit to fill a vacancy if the Employer determines such a hiring would be in the best interest of the University. The Investigator, Project Director or Supervisor involved office of the Friend of Court. 11.4: Promotions shall be the sole judge of the capability of made from within current employee ranks when the employee is qualified pursuant to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a four (4) month probationary period11.3 above. In the event an employee feels he or she was unjustly denied the position, the Friend of Court shall meet with the Xxxxxxx and employee does to discuss the reason(s) for not successfully complete being granted the position. 11.5: The employee shall have thirty (30) working days to elect to return to their former job classification without loss of seniority. This period may be extended by mutual consent if reduced to writing. In addition, an employee, who in the new position, the employee may return to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned to a former position under these provisions. Between day 31 and the end of the four (4) month probation, if the employee Employer’s opinion does not successfully satisfactorily complete the a ninety (90) day probationary period, he/she which may return be extended by mutual consent, shall be returned to his/her previous position providing his former job classification without loss of seniority. 11.6: An employee who accepts a promotion and who in the position has not yet been filled or canceledEmployer’s opinion satisfactorily completes the probationary period shall be placed on the job classification seniority list as of the first full days work in the upgraded classification. Management will use its best efforts to place the employee in a position equivalent to the former position when the The promoted employee does not successfully complete his/her fourshall be paid at the rate of pay to which they are promoted from the first day of the promotion. Compensation shall be at the rate of the nearest higher salary step to their current salary.

Promotions. A. In the event of a vacancy for the position of Lieutenant, the Employer shall test/promote senior Employees who apply from within the Department in an impartial manner related to those matters, materials and training which will test fairly the candidate's ability to discharge the duties of the Lieutenant position. For the purpose of this Article, a senior employee is defined as having attained Step 5 pay status. Reference materials shall be made available by Employer to all Employees for study purposes not less than ninety (90) calendar days prior to the examination procedures. All oral and written questions shall be pertinent to and reflect the operation of the Department. A list of all candidates scoring at least 70% on the written exam shall proceed to the oral portion of the exam process. The assessment center shall be given by a panel selected by Employer consisting of qualified people. At least one member of the Panel shall be a member of a professional firefighting department. The examination process shall be conducted every two (2) years and a promotion when an opening occurs list issued upon completion of the process. Such list shall remain in their present research or training project or department, as applicable, effect for two (2) years from the date of posting. All promotions shall be promoted made from such list with Management selecting a candidate from the top three positions on the basis list. Any candidate passed over for promotion will be provided, in writing, the explanations for the decision. The intent of classification seniority, provided the explanation is to allow the employee has the skill, ability, experience, and educational background. The employee's University Personnel Record shall also be taken into consideration as one ability to identify the areas of the factors in evaluating an applicant improvement needed for promotion. The selection herein promoted firefighter shall be subject to the grievance and arbitration procedure. B. When there is such a vacancy, it shall be posted on probation for a period of five six (56) working days at centrally located bulletin boards. If the opening is not filled from within the research or training project or department as applicable in Section A above, then the employee shall be selected on the basis of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, and physical fitness to perform the available work. During this period, the Employer will not interview or hire anyone outside of the University. The Investigator, Project Director or Supervisor involved shall be the sole judge of the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a four (4) month probationary periodmonths. In the event the employee does not successfully complete thirty (30) days in the new position, the employee may return to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned to a former position under these provisions. Between day 31 and the end of the four (4) month probation, if the employee Probationary Lieutenant does not successfully complete the probationary periodprobation, he/she may shall return to his/her their previous position providing the position has not yet been filled or canceledwith downward adjustment in pay. In such event, Management will use its best efforts select another candidate from the top three positions of the current promotion list in place. In the event of a vacancy due to place an illness or injury which is anticipated to prevent the employee in Lieutenant from returning to duty for a position equivalent period exceeding six (6) months, a top candidate shall be promoted to the former Lieutenant's position when on a temporary basis. The determination that an employee is anticipated to be out more than six (6) months shall be based on: 1. nature of disability; 2. prognosis issued by employee's physician; 3. input from employee; and 4. prognosis issued by Xxxxxxxx’s physician. If the promoted employee does Lieutenant on disability returns to duty in accordance with the applicable RCW's, he/she shall not successfully complete his/her fourhave any reduction in rank or compensation.

Promotions. A. Employees 1. Promoting regular employees who apply for a promotion when an opening occurs can qualify before hiring new employees shall fill all vacancies in their present research or training project or departmentany classification. Ability and merit being equal, as applicable, all promotions shall be promoted on governed by overall seniority. 2. COTPA will provide training to keep employees up to date within their current job description. 3. Any employee who enters a training class at COTPA’s expense and who refuses to satisfactorily complete the basis of classification seniority, provided class will reimburse COTPA for all expenses incurred by COTPA. COTPA will provide the employee has proof of all reimbursable expenses. Repayment will be made by deducting $25.00 from each of the skill, ability, experience, and educational background. The employee's University Personnel Record shall also be taken into consideration paychecks until such time as one of COTPA has recovered the factors in evaluating an applicant for promotion. The selection herein shall be subject to the grievance and arbitration procedure. B. When there is such a vacancy, it shall be posted for a period of five (5) working days at centrally located bulletin boardsfull amount due. If the opening employee quits or is not filled from within terminated before the research or training project or department as applicable in Section A abovefull amount is repaid, then COTPA is authorized to deduct the employee shall be selected on remaining amount due from the basis of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, and physical fitness to perform the available work. During this period, the Employer will not interview or hire anyone outside of the University. The Investigator, Project Director or Supervisor involved shall be the sole judge of the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin boardemployee's final paycheck. C. 4. An employee who receives enters a promotion training class must satisfactorily complete that class before he will be subject allowed to enroll in or take any further classes at COTPA’s expense. 5. COTPA and the UNION recognize that certain employees may lack the aptitude to successfully complete a four (4) month probationary periodclass. In the event the ability of any employee does not successfully complete thirty attending a class is questioned by the instructor or COTPA, a committee of the UNION Business Agent (30) days in the new positionor designee), the employee may return to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned to a former position under these provisions. Between day 31 instructor and the end of Facilities and Fleet Manager (or designee) will be responsible for deciding if the four (4) month probationemployee has the aptitude to complete the class, if then that decision is final and binding. If the committee decides that the employee does not successfully have the aptitude to complete the probationary periodclass, COTPA will be responsible for the tuition expenses incurred to that point. 6. The employee may, at his/her own expense, and on his/her own time, take the class, and if he/she successfully completes the class, he/she may return continue in the certification program at COTPA’s expense. 7. COTPA will pay for tuition expenses incurred by an employee who is forced to withdraw from the class due to sickness or injury. XXXXX will pay the tuition for an employee who either quits his job with COTPA or is terminated by COTPA prior to his/her previous position providing completion of the position has not yet been filled or canceled. Management will use its best efforts to place the employee in a position equivalent to the former position when the promoted employee does not successfully complete his/her fourclass.

Promotions. A. Employees who apply Section 39.1 For the purpose of this Agreement, a vacancy shall be defined as a regular position opening within a classification included in the bargaining unit for which funds have been appropriated and the appropriate appointing authority has requested the position be filled. Section 39.2 Whenever a vacancy exists, the position will be posted within each department for a promotion when an opening occurs in their present research or training project or department, as applicable, shall be promoted on the basis of classification seniority, provided the employee has the skill, ability, experience, and educational background. The employee's University Personnel Record shall also be taken into consideration as one of the factors in evaluating an applicant for promotion. The selection herein shall be subject to the grievance and arbitration procedure. B. When there is such a vacancy, it shall be posted for a period minimum of five (5) working days days. The posted notice shall specify the location of the vacant position. Employees desiring to be considered for said vacancy shall make written application for the position using the forms or online process as determined by the Human Resources Department no later than 5:00 p.m. on the closing date set forth on the promotional announcement. Section 39.3 Certain specified classifications of an “entry level” nature shall be advertised quarterly in order to establish internal candidate lists. Employees desiring consideration for any of these openings shall make written application for those positions when lists are advertised on the internal bulletin. Section 39.4 The Human Resources Department shall make all determinations of the qualifications of the applicants applying for promotion. The Personnel Director or designee shall certify the three (3) most qualified applicants if at centrally located bulletin boardsleast three (3) apply and are qualified. Section 39.5 The appointing authority may select or reject any of the applicants certified; however, any selection shall be made only upon an objective review of the qualifications of all the applicants certified for promotion. The certified candidates shall receive written notification from the appointing authority within one (1) week of a decision stating that the employee has either been selected or not selected for the subject position. If the opening is not filled from within employee believes the research or training project or department as applicable in Section A above, then the employee shall be selected on the basis of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, and physical fitness to perform the available work. During this period, the Employer will not interview or hire anyone outside of the University. The Investigator, Project Director or Supervisor involved shall be the sole judge of the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a four (4reason(s) month probationary period. In the event the employee does not successfully complete thirty (30) days in the new positionunjust, the employee may appeal the rejection through the Grievance Procedure according to Personnel Policy and Procedure 127. Section 39.6 Upon promotion to a higher classification or upon transfer within the bargaining unit, an employee shall be on probation for a period not to exceed ninety (90) calendar days. If an employee desires to return to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned to a former position under these provisions. Between day 31 and the end of the four (4) month probation, if the employee does not successfully complete within the probationary period, hethe employee may request this return, in writing, to his/she her supervisor and the Human Resources Director for a decision. The appointing authority may elect to return the employee to his/her previous position providing at any time during the ninety (90) day period. An applicant who does not meet the eligibility criteria in Section 39.9 may be considered as an external candidate for the vacancy if approved by the Personnel Director and the employee’s current appointing authority. Probationary periods for promotion or transfer to classifications excluded from the bargaining unit shall not be subject to the provisions of the Agreement, but shall be covered by the provisions of the Personnel Policies and Procedures. Section 39.7 Promotional consideration for classifications excluded from the bargaining unit shall not be subject to the provisions of this Agreement, but shall be covered by provisions of the Personnel Policies and Procedures Manual. Section 39.8 Employees who are not covered by this Agreement and who request promotion into a classification included in the bargaining unit shall be given the same promotional consideration as set forth in this Article. Section 39.9 An employee shall be ineligible to apply for promotional consideration until he has completed six (6) months of continuous employment with the City of Tulsa after initial appointment. Section 39.10 When a vacancy has been advertised for promotion, employees in the same classification or pay grade may apply for the position in the same manner defined under Section 39.2 or Section 39.3, provided that the vacancy is in a different department from that of the employee. This procedure shall also apply to employees who desire a transfer to a different classification which has not yet been filled or canceledthe same pay grade as the employee’s classification, regardless of department. Management Final selection will use its best efforts be based upon the most qualified employee among all applicants for the vacancy, subject to place the provisions of Section 39.4 and Section 39.5. Section 39.11 Employees desiring a lateral transfer to a vacant position within the same classification and department shall request the transfer in writing with copies provided to the Department Head, appropriate hiring supervisor and the Personnel Director within the Human Resources Department prior to the closing date of the promotional announcement which includes said vacancy. All such requests for lateral transfer shall be considered and answered by the department in writing with copies to the employee in a position equivalent and the Personnel Director prior to the former position when vacancy being filled. Lateral transfers shall normally be limited to one (1) per employee per twelve (12) month period unless special supervisory approval is granted. If the promoted transfer is approved, the vacancy created by the transferred employee does not successfully complete his/her fourwill be filled through the promotional procedure already in progress without readvertising the position, except as determined by the Personnel Director.

Promotions. A. Employees who apply The method of promotion to fill vacancies is outlined in all of the agreements. When a vacancy occurs it is generally posted for a specified period of time, and all men who wish to be promoted to that job must bid for the vacancy. First preference is given to the man in the next lowest job classification in the department in which the vacancy occurs. If he bids for the job and if he has “ relatively the fitness and ability for the job” he is promoted to fill the vacancy. If he does not bid for the job or if the senior man is not qualified, the one with the next highest seniority who has applied for the promotion, and who has the necessary ability, will be promoted. Ability is determined by the company and the union committee under 3 agree­ ments. In 1 agreement the establishment of a special examining board, consisting of 2 union and 2 company representatives, is pro­ vided for when the company decides an employee is not qualified for a higher job. Presumably the company is the judge of ability in the other plants, although 9 agreements specifically provide that any disagreement regarding ability shall be submitted to the grievance machinery. Specific provision is made in 7 agreements for the promotion, regardless of seniority, of those with “ unusual ability” or those who have “ rendered meritorious service.” Under several agreements, employees who refuse a promotion when an opening occurs to which they are entitled by seniority do not lose seniority, but the person who accepts the promotion acquires greater seniority. As the basis for promotions within the lower-level group of jobs and from the lower-level to the higher-level jobs, 20 agreements use total accumulated time in their present research the company's service at the refinery (sometimes called company seniority, but more often called plant seniority) ; the remaining agreement (Humble) uses company-wide service with “ this or training project or associated * * * companies.” For transfers from one higher-level job to another within the department, depart­ mental seniority is the basis in 18 agreements, and classified seniority in 2. One agreement apparently uses company seniority for transfers to both higher- and lower-level jobs. The “ staffing” of a new plant, a new imit, or a new process, is taken care of u nder 6 agreements by conferences between the company and the union committee; if no agreement is reached the matter is handled as applicablea grievance. Five agreements provide that new unit jobs are bid for and filled like any other vacancy. The Wilshire agreement provides for the transfer of department seniority when employees are transferred from two specified departments to two newly organized departments. When any of the four departments are curtailed, shall be promoted employees may transfer to the other departments on the basis of classification senioritytheir department seniority and they may “ bump” any junior employees. A trial period on the new job after a promotion is provided in 12 agreements, provided 3 of which permit the employee has a “ reasonable time under actual and competent supervision to establish fitness and ability to penorm new duties.” The fourth allows a “ reasonable opportunity” to meet the skill, ability, experiencerequirements of the new job, and educational backgroundthe fifth gives him “ a fair trial.” A definite trial period is stipulated in 7 agreements— 30 days on the new job in 6 and 2 weeks in 1. All of the agreements make provision for a disqualified worker to return to his former job without loss of seniority and some provide aid in fitting himself for the next highest job, and others for transfer when there is a vacancy to a type of job for which he can qualify. The employee's University Personnel Record shall also be taken into consideration as one of requirement that the factors in evaluating an applicant for promotion. The selection herein shall be subject to the grievance and arbitration procedure. B. When there is such employee must remain on a vacancy, it shall be posted new job for a period certain length of five (5) working time— ranging from 90 days at centrally located bulletin boards. If to 6 months— tends to restrict the opening is not filled from within frequency of promotions under 8 agreements, most of which specify the research or training project or department as applicable in Section A above, then the employee shall be selected on the basis of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, and physical fitness to perform the available work. During this latter period, the Employer will not interview or hire anyone outside of the University. The Investigator, Project Director or Supervisor involved shall be the sole judge of the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a four (4) month probationary period. In the event the employee does not successfully complete thirty (30) days in the new position, the employee may return to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned to a former position under these provisions. Between day 31 and the end of the four (4) month probation, if the employee does not successfully complete the probationary period, he/she may return to his/her previous position providing the position has not yet been filled or canceled. Management will use its best efforts to place the employee in a position equivalent to the former position when the promoted employee does not successfully complete his/her four

Promotions. A. Employees who apply for a. For the purpose of this Collective Bargaining Agreement, a promotion when an opening occurs in their present research or training project or department, as applicable, shall be promoted on understood to be the basis movement of classification seniorityan employee from one position to another, provided which has a higher salary level and those changes from one position for which the employee has maximum series level is inferior to the skill, ability, experience, and educational background. The employee's University Personnel Record shall also be taken into consideration as one maximum level of the factors new position. b. In the promotions, priority shall be given to the Company employees who have requested promotion and who qualify for the same, in evaluating an applicant conformity to what is provided in this Article, Section 6. Seniority shall prevail over the other factors, if these were to turn out to be equal among the employees to be considered for covering of the positions in promotion. The selection herein When an employee changes work center due to a promotion for which he has applied, he may not request a change of position outside of his new work center until twenty-four (24) months have elapsed from the promotion. c. Any promoted employee shall be subject to a probationary period of two (2) months during which he will have to show having ability, knowledge, skills and the grievance and arbitration procedureefficiency which, in the judgment of the Company, is required for the new position. In the cases of promotions which requires special training, said training period shall not form part of this probationary period. B. When there d. In the case when an employee is such promoted, the Company shall pay him the salary corresponding to the new position as soon as he begins to occupy the same. e. If his probationary period were not satisfactorily approved, the femployee shall return to his previous position with the salary that would have corresponded to him if he had continued in the previous position. The Company shall reinstate to their previous position and salary the employees who would have been promoted as a vacancyresult of the vacancies that would have brought about the promotion of said employee. If, it as a result of said promotion, a new employee had been hired, the Company would be free to separate said new employee and the Union shall not file any complaint whatsoever under the Complaint and Grievance Procedure. f. Except in cases where events occur beyond the control of the Company and/or the service may be posted for a period of five (5) working days at centrally located bulletin boards. If the opening is not filled from within the research or training project or department as applicable in Section A aboveadversely affected, then the employee shall be selected on placed in the basis of bargaining unit seniority provided said employee has the skill, ability, experience, educational background, and physical fitness to perform the available work. During this period, the Employer will position in promotion within a period that shall not interview or hire anyone outside of the University. The Investigator, Project Director or Supervisor involved shall be the sole judge of the capability of the employee to perform the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a four (4) month probationary period. In the event the employee does not successfully complete exceed thirty (30) days from the date when the Recruitment Department adjudicates the same to him. g. The promotion to a superior level within the same classification shall not be considered a promotion. These promotions shall be made in conformity to the requirements established by the Company in the new position, the employee may return to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned to a former position under these provisions. Between day 31 and the end of the four (4) month probation, if the employee does not successfully complete the probationary period, he/she may return to his/her previous position providing the position has not yet been filled or canceled. Management will use its best efforts to place the employee in a position equivalent to the former position when the promoted employee does not successfully complete his/her fourduty sheet.

Promotions. A. Employees who apply for (a) When job vacancies occur in the bargaining unit, other than entry level positions, and the Company desires to fill such a promotion when an opening occurs in their present research or training project or departmentjob vacancy, as applicable, shall such fact will be promoted posted on the basis of classification seniority, provided the employee has the skill, ability, experience, and educational background. The employee's University Personnel Record shall also be taken into consideration as one of the factors in evaluating an applicant bulletin board for promotion. The selection herein shall be subject to the grievance and arbitration procedure. B. When there is such a vacancy, it shall be posted for a period of five (5) working days at centrally located bulletin boardsdays. If the opening is not filled from within the research or training project or department as applicable in Section A above, then the employee shall be selected Employees on the basis active payroll making written application during this five (5) day period will be considered as follows: The Company will consider the requirements and efficiency of bargaining unit seniority provided said employee has operations, the skillknowledge, abilitytraining, physical fitness, experience, educational background, skill and physical fitness present ability of the individual to perform the available work. During this periodnormal required work in determining which employee is to be promoted to higher paid jobs within the bargaining unit and where these are, in the justifiable opinion of the Company, relatively equal, the Employer employee with the greatest seniority will not interview or hire anyone outside receive the promotion. For the purpose of the University. The Investigatorarticle, Project Director or Supervisor involved shall promotions do not include temporary promotions. (b) An employee selected on this basis will be given an opportunity of fulfilling the sole judge duties of the capability of new position during a probationary period which may not exceed three (3) months. If an employee fails to meet the employee to perform requirements for the available work. The employer will provide sufficient copies of job postings for posting on Association bulletin boards. Such postings will be provided in an electronic format. The Employer will provide a locked bulletin board to be placed outside of at any time during the Union’s office. This bulletin board will be used solely to display current job postings for bargaining unit positions. The Union will be responsible for maintaining the bulletin board. C. An employee who receives a promotion will be subject to a four three (43) month probationary period. In the event the employee does not successfully complete thirty (30) days in the new position, the employee may return to his/her previous position providing that it has not been filled by an internal promotion or transfer and providing he/she has not previously returned to a former position under these provisions. Between day 31 and the end of the four (4) month probation, if the employee does not successfully complete wishes to relinquish the position at any time during the three (3) month probationary period, he/she may return will be returned to his/her former position. (c) His/her previous position providing posting plus one additional posting will be posted and governed by this article, but further vacancies created by the position has selection of an employee on this basis are not yet been filled or canceled. Management covered by this article. (d) Where no employee meets the qualifying factors under this article, the Company shall be free to fill the job at its discretion. (e) The Company will use its best efforts to place notify the employee in a position equivalent President of the Union of the name of the successful applicant to the former position when job posting. In addition, the promoted employee does Company will post on the bulletin board the name of the successful applicant. If the successful applicant is not successfully complete moved to the new job classification within two calendar weeks following his/her fourselection by the Company, the successful applicant shall be paid the rate for the new classification even though he/she has not been actually transferred to the new job classification.