RECRUITMENT, SELECTION, REASSIGNMENTS & TRANSFERS Sample Clauses

RECRUITMENT, SELECTION, REASSIGNMENTS & TRANSFERS. Statement of Intent To support the WSIB’s principle of recruitment from within, and in recognition of the value to the organization of its employees, the parties agree to recognize the knowledge, skills and abilities obtained through employment at the WSIB, external employment, education and training. The WSIB will promote internal development of skills essential to the success of the business. This Article will be used when filling:  a newly created position  a vacancy of a temporary or permanent position  a subsequent vacancy created by a temporary assignment  a temporary reassignment  planned recruitments  transfers between geographic locations
Sample 1Sample 2See All (5)
AutoNDA by SimpleDocs
RECRUITMENT, SELECTION, REASSIGNMENTS & TRANSFERS. Statement of Intent To support the WSIB’s principle of recruitment from within, and in recognition of the value to the organization of its employees, the parties agree to recognize knowledge, skills and abilities obtained through employment at the WSIB, and will promote internal development of skills essential to the success of the business. This Article will be used when filling: • a newly created position • a vacancy of a temporary or permanent position • a subsequent vacancy created by a temporary assignment • a temporary reassignment • anticipated vacancies via “planned recruitments” for large incumbent positions or other high turnover positions necessitating the need to post twice annually • transfers between geographic locations
Sample 1Sample 2
RECRUITMENT, SELECTION, REASSIGNMENTS & TRANSFERS. Statement of Intent To support the principle of recruitment from within, and in recognition of the value to the organization of its employees, the parties agree to recognize knowledge, skills and abilities obtained through employment at the and will promote internal development of skills essential to the success of the business. This Article will be used when filling: e a newly created position e a vacancy of a permanent position e a vacancy of a temporary nature e a subsequent vacancy created by a temporary assignment e a temporary reassignment e anticipated vacancies via “planned recruitments” for large incumbent positions such as Customer Service Representatives, Account Managers, Adjudicators and any other jobs as agreed to by the parties. Order of Consideration for Vacancies
Sample 1
RECRUITMENT, SELECTION, REASSIGNMENTS & TRANSFERS. Statement of Intent To support the WSIB’s principle of recruitment from within, and in recognition of the value to the organization of its employees, the parties agree to recognize the knowledge, skills and abilities obtained through employment at the WSIB, external employment, education and training. The WSIB will promote internal development of skills essential to the success of the business. This Article consists of the following: Part 1 – Notice of Vacancy Part 2 – Eligibility to Apply Part 3 – Preliminary Candidates Part 4 – Qualified Candidates Part 5 – Filling Vacancies Part 6 – Trial Period Part 7 – Temporary Vacancies Part 8 – Work Assignments Part 9 – Transfers (between locations)
Sample 1

Related to RECRUITMENT, SELECTION, REASSIGNMENTS & TRANSFERS

  • Transfer to a safe job (a) Where an employee is pregnant and, in the opinion of a registered medical practitioner, illness or risks arising out of the pregnancy or hazards connected with the work assigned to the employee make it inadvisable for the employee to continue at her present work, the employee will, if the employer deems it practicable, be transferred to a safe job at the rate and on the conditions attaching to that job until the commencement of maternity leave.

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

Time is Money Join Law Insider Premium to draft better contracts faster.