Recruitment and Promotion. 49:01 When the Employer requires that a vacant or new full-time or part-time position be filled a bulletin shall be posted for a minimum of seven (7) calendar days. 49:02 The bulletin shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required and the salary range. The Union will be provided with a copy of all bulletins as they are issued. (a) The selection of employees for vacant or new positions shall be bulletined and selection based on qualifications, seniority and individuals not having active discipline on file as per Article 14:09 or being at Step Two (2) or higher of the Attendance Management Program. Seniority shall be the determining factor where qualifications are relatively equal. For the purpose of this Article, qualifications shall refer to education, knowledge, training skills, experience, aptitude and the ability to meet the Employer’s core competencies. (b) The selection of employees for vacant, temporary assignment or new full-time or part-time Inspector positions shall be bulletined. The selection will be based on qualifications and a formal interview process, and individuals not having active discipline on file as per Article 14:09 or being at Step Two (2) or higher of the Attendance Management Program. Seniority shall be the determining factor where qualifications are relatively equal. For the purposes of this Article, qualifications shall refer to education, knowledge, training, skills, experience, aptitude and the ability to meet The Employers core competencies. (c) Vacant, temporary assignment or new full-time or part-time Housekeeping Attendant, Housekeeping Attendant (Industrial), and Customer Service Representative opportunities will be posted and awarded by seniority and individuals not having active discipline on file as per Article 14:09 or being at Step Two (2) or higher of the Attendance Management Program. Employees are able to utilize their seniority through the process outlined in subsection (c) once per classification, unless otherwise agreed to by the parties. 49:04 An employee who is notified that he or she is an unsuccessful applicant for a vacant position shall be supplied with the reasons for non-acceptance within ten (10) days of making a written request to Human Resources. Such a request shall be made within ten (10) days of receipt of the notification that the employee was an unsuccessful applicant. 49:05 Any disputes regarding this article may be grieved at the Grievance Stage Hearing Procedure. If a grievance is submitted, the successful incumbent will be notified that the selection decision is temporary until such time as the outstanding grievance is resolved. The same will apply for any subsequent selection decisions that resulted from the initial decision. (a) An employee who accepts a position within a different classification with a higher maximum rate of pay or equal rate of pay, shall be on a trial for a period of three (3) months. Subject to satisfactory performance, such promotion shall become permanent after the trial period of three (3) months. (b) In the event the employee proves unsatisfactory in the position during the three (3) months trial period, or if the employee finds himself/herself unable to perform the duties of the new position, he/she shall be returned to his/her former position, at his/her former salary. Any other employee promoted or transferred because of the re-arrangement of positions shall be returned to his/her former position at his/her former salary. A newly hired employee, in contrast, could be released. (c) The employee may only grieve the rejection if the employee has not been relocated to her former position. 49:07 A Position Vacancy Bulletin will not be required: (a) When a vacant or new position is to be filled on a temporary basis for a period of thirty (30) days or less; (b) When a sick leave absence is filled for up to six-hundred and forty (640) hours; (c) When a vacant or new position is to be filled by the recall of a laid- off employee, in accordance with Article 23 – Xxxxxx and Xxxxxx; (d) When an employee is transferred to a vacant or new position for medical reasons; (e) When an employee is placed into a vacant or new position following his/her return from sick leave or long term illness and for medical reasons cannot return to his/her former position, or his/her former position has been filled; or his/her former position has been abolished; (f) When an employee is transferred to a vacant or new position by reason of “duty to accommodate”, as per the Human Rights Code of Manitoba; (g) When an employee within the same classification requests a transfer in writing, subject to management approval, and as per the transfer opportunity process outlined within this article; (h) When a candidate has been in the classification on a temporary assignment as a result of a posted competition for twelve (12) consecutive months or more with satisfactory work performance and attendance they may be appointed should the temporary assignment become a permanent vacancy; or (i) When the Employer wishes to transfer a Supervisor for developmental purposes or when operational changes/ requirements provides for the transfer of staff within a specific classification. 49:08 The Employer and the Union acknowledge, recognize and endorse the principle of Employment Equity and therefore agree with the criteria that has been developed to facilitate the selection, hiring, training and promotions of designated groups, i.e. women, aboriginal people, persons with disabilities and visible minorities. The parties will meet twice per year to discuss Employment Equity principles according to The Employers Employment Equity Policy. This is to ensure that: ● Employment Equity is acknowledged; recognized and endorsed in the recruitment selection and promotion, and training of employees. ● The Employer and the Union will work together to remove systemic barriers to effectively enable designated group members to compete equitably. ● To attain a representative workforce of the composite population. 49:09 Transfer Opportunity Process 1. Interested employees will make their request known to Human Resources in writing on the form provided. 2. When a vacancy within the same classification and employment status occurs, the employee requesting the transfer will be approached to confirm their continued interest. 3. Applicants for transfer will not be considered if they have any active discipline as per Article 14 (14:09) or if they are at Step Two
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
Recruitment and Promotion. 49:01 48.01 When the Employer requires that a vacant or new full-time or part-time position be filled a bulletin shall be posted for a minimum of seven (7) calendar days.
49:02 48.02 The bulletin shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required and the salary range. The Union will be provided with a copy of all bulletins as they are issued, and, on request, with a copy of the successful applicant letter. Such requests will not be unreasonably made or denied.
(a) The selection of employees for vacant or new positions shall be bulletined and selection based on qualifications, seniority and individuals not having active discipline on file as per Article 14:09 12.08 or being at Step Two (2) or higher of the Attendance Management Program. .
(b) Seniority shall be the determining factor where qualifications are relatively equal. For the purpose of this Article, qualifications shall refer to education, knowledge, training skills, experience, aptitude and the ability to meet the Employer’s core competencies.
(bc) The selection For classifications identified by the parties in Letter of employees for vacantUnderstanding, temporary assignment or new full-time or part-time Inspector positions shall be bulletined. The selection seniority will be based on the determining factor provided all other qualifications and a formal interview process, and individuals not having are met.
(d) Circumstances when an employee has active discipline on file as per Article 14:09 or being at Step Two (2) or higher of 12.08 will be reviewed on a case-by-case basis as to cause, relevance and severity, and may not negatively impact on the Attendance Management Program. Seniority shall be the determining factor where qualifications are relatively equal. For the purposes of this Article, qualifications shall refer to education, knowledge, training, skills, experience, aptitude and the ability to meet The Employers core competenciesselection process.
(c) Vacant, temporary assignment or new full-time or part-time Housekeeping Attendant, Housekeeping Attendant (Industrial), and Customer Service Representative opportunities will be posted and awarded by seniority and individuals not having active discipline on file as per Article 14:09 or being at Step Two (2) or higher of the Attendance Management Program. Employees are able to utilize their seniority through the process outlined in subsection (c) once per classification, unless otherwise agreed to by the parties.
49:04 48.04 An employee who is notified that he or she is an unsuccessful applicant for a vacant position shall be supplied with the reasons for non-acceptance within ten (10) days of making a written request to Human Resources. Such a request shall be made within ten (10) days of receipt of the notification that the employee was an unsuccessful applicant.ten
49:05 48.05 Any disputes regarding this article may be grieved at the Step 2 - Grievance Stage Hearing Procedure. If a grievance is submitted, the successful incumbent will be notified that the selection decision is temporary until such time as the outstanding grievance is resolved. The same will apply for any subsequent selection decisions that resulted from would be affected by the initial decisionmovement of the incumbent as a result of the grievances.
(a) An employee who accepts a position within a different classification with a higher maximum rate of pay or equal rate of pay, pay shall be on a trial for a period of three (3) months. Subject to satisfactory performance, such promotion shall become permanent after the trial period of three (3) months.
(b) In the event the employee proves unsatisfactory in the position during the three (3) months trial period, or if the employee finds himself/herself unable to perform the duties of the new position, he/she shall be returned to his/her former positionposition where possible, at his/her former salary. Any other employee promoted or transferred because of the re-arrangement of positions shall be returned to his/her former position at his/her former salarysalary within the bargaining unit. A newly hired employee, in contrast, could be released.
(c) The employee may only grieve the rejection if the employee has not been relocated to her former position.
49:07 A Position Vacancy Bulletin will not be required:
(a) When a vacant or new position is to be filled on a temporary basis for a period of thirty (30) days or less;
(b) When a sick leave absence is filled for up to six-hundred and forty (640) hours;
(c) When a vacant or new position is to be filled by the recall of a laid- off employee, in accordance with Article 23 – Xxxxxx and Xxxxxx;
(d) When an employee is transferred to a vacant or new position for medical reasons;
(e) When an employee is placed into a vacant or new position following his/her return from sick leave or long term illness and for medical reasons cannot return to his/her former position, or his/her former position has been filled; or his/her former position has been abolished;
(f) When an employee is transferred to a vacant or new position by reason of “duty to accommodate”, as per the Human Rights Code of Manitoba;
(g) When an employee within the same classification requests a transfer in writing, subject to management approval, and as per the transfer opportunity process outlined within this article;
(h) When a candidate has been in the classification on a temporary assignment as a result of a posted competition for twelve (12) consecutive months or more with satisfactory work performance and attendance they may be appointed should the temporary assignment become a permanent vacancy; or
(i) When the Employer wishes to transfer a Supervisor for developmental purposes or when operational changes/ requirements provides for the transfer of staff within a specific classification.
49:08 The Employer and the Union acknowledge, recognize and endorse the principle of Employment Equity and therefore agree with the criteria that has been developed to facilitate the selection, hiring, training and promotions of designated groups, i.e. women, aboriginal people, persons with disabilities and visible minorities. The parties will meet twice per year to discuss Employment Equity principles according to The Employers Employment Equity Policy. This is to ensure that: ● Employment Equity is acknowledged; recognized and endorsed in the recruitment selection and promotion, and training of employees. ● The Employer and the Union will work together to remove systemic barriers to effectively enable designated group members to compete equitably. ● To attain a representative workforce of the composite population.
49:09 Transfer Opportunity Process
1. Interested employees will make their request known to Human Resources in writing on the form provided.
2. When a vacancy within the same classification and employment status occurs, the employee requesting the transfer will be approached to confirm their continued interest.
3. Applicants for transfer will not be considered if they have any active discipline as per Article 14 (14:09) or if they are at Step Two
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
Recruitment and Promotion. 49:01 When the Employer requires that a vacant or new full-time or part-time position be filled a bulletin shall be posted for a minimum of seven (7) calendar days.
49:02 The bulletin shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required and the salary range. The Union will be provided with a copy of all bulletins as they are issued.
(a) The selection of employees for vacant or new positions shall be bulletined and selection based on qualifications, seniority and individuals not having active discipline on file as per Article 14:09 or being at Step Two (2) or higher of the Attendance Management Program. Seniority shall be the determining factor where qualifications are relatively equal. For the purpose of this Article, qualifications shall refer to education, knowledge, training skills, experience, aptitude and the ability to meet the Employer’s core competencies.
(b) The selection of employees for vacant, temporary assignment or new full-time or part-time Inspector positions shall be bulletined. The selection will be based on qualifications and a formal interview process, and individuals not having active discipline on file as per Article 14:09 or being at Step Two (2) or higher of the Attendance Management Program. Seniority shall be the determining factor where qualifications are relatively equal. For the purposes of this Article, qualifications shall refer to education, knowledge, training, skills, experience, aptitude and the ability to meet The Employers core competencies.
(c) Vacant, temporary assignment or new full-time or part-time Housekeeping Attendant, Housekeeping Attendant (Industrial), and Customer Service Representative opportunities will be posted and awarded by seniority and individuals not having active discipline on file as per Article 14:09 or being at Step Two (2) or higher of the Attendance Management Program. Employees are able to utilize their seniority through the process outlined in subsection (c) once per classification, unless otherwise agreed to by the parties.
49:04 An employee who is notified that he or she is an unsuccessful applicant for a vacant position shall be supplied with the reasons for non-acceptance within ten (10) days of making a written request to Human Resources. Such a request shall be made within ten (10) days of receipt of the notification that the employee was an unsuccessful applicant.
49:05 Any disputes regarding this article may be grieved at the Grievance Stage Hearing Procedure. If a grievance is submitted, the successful incumbent will be notified that the selection decision is temporary until such time as the outstanding grievance is resolved. The same will apply for any subsequent selection decisions that resulted from the initial decision.
(a) An employee who accepts a position within a different classification with a higher maximum rate of pay or equal rate of pay, shall be on a trial for a period of three (3) months. Subject to satisfactory performance, such promotion shall become permanent after the trial period of three (3) months.
(b) In the event the employee proves unsatisfactory in the position during the three (3) months trial period, or if the employee finds himself/herself unable to perform the duties of the new position, he/she shall be returned to his/her former position, at his/her former salary. Any other employee promoted or transferred because of the re-arrangement of positions shall be returned to his/her former position at his/her former salary. A newly hired employee, in contrast, could be released.
(c) The employee may only grieve the rejection if the employee has not been relocated to her former position.
49:07 A Position Vacancy Bulletin will not be required:
(a) When a vacant or new position is to be filled on a temporary basis for a period of thirty (30) days or less;
(b) When a sick leave absence is filled for up to six-hundred and forty (640) hours;
(c) When a vacant or new position is to be filled by the recall of a laid- off employee, in accordance with Article 23 – Xxxxxx Layoff and XxxxxxRecall;
(d) When an employee is transferred to a vacant or new position for medical reasons;
(e) When an employee is placed into a vacant or new position following his/her return from sick leave or long term illness and for medical reasons cannot return to his/her former position, or his/her former position has been filled; or his/her former position has been abolished;
(f) When an employee is transferred to a vacant or new position by reason of “duty to accommodate”, as per the Human Rights Code of Manitoba;
(g) When an employee within the same classification requests a transfer in writing, subject to management approval, and as per the transfer opportunity process outlined within this article;
(h) When a candidate has been in the classification on a temporary assignment as a result of a posted competition for twelve (12) consecutive months or more with satisfactory work performance and attendance they may be appointed should the temporary assignment become a permanent vacancy; or
(i) When the Employer wishes to transfer a Supervisor for developmental purposes or when operational changes/ requirements provides for the transfer of staff within a specific classification.
49:08 The Employer and the Union acknowledge, recognize and endorse the principle of Employment Equity and therefore agree with the criteria that has been developed to facilitate the selection, hiring, training and promotions of designated groups, i.e. women, aboriginal people, persons with disabilities and visible minorities. The parties will meet twice per year to discuss Employment Equity principles according to The Employers Employment Equity Policy. This is to ensure that: ● Employment Equity is acknowledged; recognized and endorsed in the recruitment selection and promotion, and training of employees. ● The Employer and the Union will work together to remove systemic barriers to effectively enable designated group members to compete equitably. ● To attain a representative workforce of the composite population.
49:09 Transfer Opportunity Process
1. Interested employees will make their request known to Human Resources in writing on the form provided.
2. When a vacancy within the same classification and employment status occurs, the employee requesting the transfer will be approached to confirm their continued interest.
3. Applicants for transfer will not be considered if they have any active discipline as per Article 14 (14:09) or if they are at Step Two
Appears in 1 contract
Samples: Collective Agreement
Recruitment and Promotion. 49:01 50:01 When the Employer requires that a vacant or new full-time or part-time position be filled a bulletin shall be posted for a minimum of seven (7) calendar days.
49:02 50:02 The bulletin shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required required
a) The selection of employees for vacant positions which are bulletined shall be based on employee performance, qualifications and the salary range. The Union will be provided with a copy of all bulletins as they are issuedseniority.
(ab) The selection of employees for vacant or new positions shall be bulletined and selection based on qualifications, seniority and individuals not having active discipline on file as per Article 14:09 13:08 or being at Step Two (2) or higher of the Attendance Management Program. Seniority shall be the determining factor where qualifications are relatively equal. For the purpose of this Article, qualifications shall refer to education, knowledge, training skills, experience, aptitude and the ability to meet the Employer’s core competencies.
(b) The selection of employees for vacant, temporary assignment or new full-time or part-time Inspector positions shall be bulletined. The selection will be based on qualifications and a formal interview process, and individuals not having active discipline on file as per Article 14:09 or being at Step Two (2) or higher of the Attendance Management Program. Seniority shall be the determining factor where qualifications are relatively equal. For the purposes of this Article, qualifications shall refer to education, knowledge, training, skills, experience, aptitude and the ability to meet The Employers core competencies.
(c) Vacant, temporary assignment or new full-time or part-time Housekeeping Attendant, Housekeeping Attendant (Industrial), and Customer Service Representative opportunities will be posted and awarded by seniority and individuals not having active discipline on file as per Article 14:09 or being at Step Two (2) or higher of the Attendance Management Program. Employees are able to utilize their seniority through the process outlined in subsection (c) once per classification, unless otherwise agreed to by the parties.
49:04 50:04 An employee who is notified that he or she is an unsuccessful applicant for a vacant position shall be supplied with the reasons for non-acceptance within ten (10) days of making a written request to Human Resources. Such a request shall be made within ten (10) days of receipt of the notification that the employee was an unsuccessful applicant.ten
49:05 50:05 Any disputes regarding this article may be grieved at the Grievance Stage Hearing Procedure. If a grievance is submitted, the successful incumbent will be notified that the selection decision is temporary until such time as the outstanding grievance is resolved. The same will apply for any subsequent selection decisions that resulted from the initial decision.
(a) An employee who accepts a position within a different classification with a higher maximum rate of pay or equal rate of pay, shall be on a trial for a period of three (3) months. Subject to satisfactory performance, such promotion shall become permanent after the trial period of three (3) months.
(b) In the event the employee proves unsatisfactory in the position during the three (3) months trial period, or if the employee finds himself/herself unable to perform the duties of the new position, he/she shall be returned to his/her former positionposition where possible, at his/her former salary. Any other employee promoted or transferred because of the re-arrangement of positions shall be returned to his/her former position at his/her former salarysalary within the bargaining unit. A newly hired employee, in contrast, could be released.
(c) The employee may only grieve the rejection if the employee has not been relocated to her former position.
49:07 50:07 A Position Vacancy Bulletin will not be required:
(a) When a vacant or new position is to be filled on a temporary basis for a period of thirty (30) days or less;
(b) When a sick leave absence is filled for up to six-hundred and forty (640) hours;
(c) When a vacant or new position is to be filled by the recall of a laid- laid-off employee, in accordance with Article 23 – Xxxxxx and Xxxxxx;
(d) When an employee is transferred to a vacant or new position for medical reasons;
(e) When an employee is placed into a vacant or new position following his/her return from sick leave or long term illness and for medical reasons cannot return to his/her former position, or his/her former position has been filled; or his/her former position has been abolished;; or
(f) When an employee is transferred to a vacant or new position by reason of “duty to accommodate”, as per the Human Rights Code of Manitoba;.
(g) When an employee within the same classification requests a transfer in writing, subject to management approval, and as per the transfer opportunity process outlined within this article;
(h) When a candidate has been in the classification on a temporary assignment as a result of a posted competition for twelve (12) consecutive months or more with satisfactory work performance and attendance they may be appointed should the temporary assignment become a permanent vacancy; or.
(i) When the Employer wishes to transfer a Supervisor for developmental purposes or when operational changes/ changes/requirements provides for the transfer of staff within a specific classification.
49:08 The Employer 50:08 Manitoba Lotteries and the Union acknowledge, recognize and endorse the principle of Employment Equity and therefore agree with the criteria that has been developed to facilitate the selection, hiring, training and promotions of designated groups, i.e. women, aboriginal people, persons with disabilities and visible minorities. The parties will meet twice per year to discuss Employment Equity principles according to The Employers Employment Equity Policy. This is to ensure that: ● Employment Equity is acknowledged; recognized and endorsed in the recruitment selection and promotion, and training of employees. ● The Employer and the Union will work together to remove systemic barriers to effectively enable designated group members to compete equitably. ● To attain a representative workforce of the composite population.
49:09 Transfer Opportunity Process
1. Interested employees will make their request known to Human Resources in writing on the form provided.
2. When a vacancy within the same classification and employment status occurs, the employee requesting the transfer will be approached to confirm their continued interest.
3. Applicants for transfer will not be considered if they have any active discipline as per Article 14 (14:09) or if they are at Step Two
Appears in 1 contract
Samples: Collective Agreement
