Common use of STAFFING RELATED ISSUES Clause in Contracts

STAFFING RELATED ISSUES. ‌ 12:03 An employee shall have no seniority and shall be considered as a probationary employee until he/she has completed thirty-six (36) weeks of active employment (i.e., days actually at work at the University in a staff-appointed position). For clarity, active employment does not include the University closure in December and January or any other closures at the School of Continuing Studies, unless the employee is required to work during that period. During the probationary period an employee may be terminated at any time for a lesser standard than “just cause”. The parties agree that an arbitrator has no jurisdiction to relieve against the penalty of discharge or substitute or provide any other remedy in the case of the discharge of a probationary employee, unless the discharge was discriminatory, arbitrary or made in bad faith. In the event the University decides to post a full-time staff appointed ESL instructor position under article 12:04, and a casual ESL instructor at SCS applies and is the successful candidate for the position, where the successful candidate has been employed as a casual ESL instructor at SCS for thirty-six (36) or more consecutive weeks, the probationary period will be reduced to twelve (12) weeks. During the probationary period, an employee shall be informed in writing of his/her progress at the end of each term in which he/she was employed. A copy of the written feedback shall be given to the employee. Organizational Change 12:05 & 12:07 The provisions of reorganization apply when the School of Continuing Studies decides to restructure the ELP. In such cases, employees will receive six (6) weeks’ notice of organizational change, plus twelve (12) weeks’ notice of layoff. Notwithstanding the above, where, due to enrolment levels and/or market conditions employees need to be given notice of layoff, reorganization does not apply, and affected employees will receive a minimum of four (4) weeks’ notice of layoff.

STAFFING RELATED ISSUES. ‌‌ Trial Period‌ 12:03 An employee shall have no seniority and 28:01 The successful applicant shall be considered as a probationary employee until he/she has completed thirty-six (36) weeks of active employment (i.e., days actually at work at the University in a staff-appointed position). For clarity, active employment does not include the University closure in December and January or any other closures at the School of Continuing Studies, unless the employee is required to work during that period. During the probationary period an employee may be terminated at any time placed on trial for a lesser standard than “just cause”period of thirty (30) working days from assumption of new duties. The parties agree that an arbitrator has no jurisdiction to relieve against Conditional on satisfactory service such trial promotion shall be confirmed after the penalty period of discharge or substitute or provide any other remedy in the case of the discharge of a probationary employee, unless the discharge was discriminatory, arbitrary or made in bad faiththirty (30) working days. In the event the University decides successful candidate proves unsatisfactory in the position during the aforementioned trial period, he/she shall be returned to post a full-time staff appointed ESL instructor his/her former position under article 12:04without loss of seniority and at the former wage rate. Any other employee promoted because of the rearrangement of positions shall also be returned to his/her former position without loss of seniority and at their former wage rate. Upon request of the Union, and a casual ESL instructor at SCS applies and is the Employer shall meet with the Union to review the reasons the Employer deems the successful candidate for the position, where the successful candidate has been employed as a casual ESL instructor at SCS for thirty-six (36) or more consecutive weeks, the probationary period will be reduced to twelve (12) weeks. During the probationary period, an unsatisfactory. 28:02 Any such employee shall be informed in writing of given the opportunity to revert to his/her progress at former position and conditions if they so request within thirty (30) working days from the end assumption of each term in which he/she was employed. A copy new duties and the provisions of the immediate preceding paragraph shall apply to such reversion. 28:03 An employee who has been newly-hired, promoted, transferred, or has displaced another employee must serve at least three (3) months in that position before they are eligible for consideration for any other promotion or transfer. 28:04 The Employer will give written feedback notification to an employee and the Union at least twenty (20) working days in advance of a permanent reassignment which would involve a change of shift, or a change in hours of work or a change in the scheduled days from those presently worked by the said employee. In the event that the permanent reassignment is due to unforeseen circumstances, including but not limited to return from leave (e.g. sick leave, long-term disability, WSIB, etc.) or unplanned operational reasons, then the notice period shall be given to the employee. Organizational Change 12:05 & 12:07 The provisions of reorganization apply when the School of Continuing Studies decides to restructure the ELP. In such cases, employees will receive six (6) weeks’ notice of organizational change, plus twelve (12) weeks’ notice of layoff. Notwithstanding the above, where, due to enrolment levels and/or market conditions employees need to be given notice of layoff, reorganization does not apply, and affected employees will receive a minimum of four (4) weeks’ notice of layoff.ten

STAFFING RELATED ISSUES. ‌ 12:03 An employee shall have no seniority and shall be considered as a probationary employee until he/she has completed thirty-six (36) weeks of active employment (i.e., days actually at work at the University in a staff-appointed position). For clarity, active employment does not include the University closure in December and January or any other closures at the School of Continuing Studies, unless the employee is required to work during that period. During the probationary period an employee may be terminated at any time for a lesser standard than “just cause”. The parties agree that an arbitrator has no jurisdiction to relieve against the penalty of discharge or substitute or provide any other remedy in the case of the discharge of a probationary employee, unless the discharge was discriminatory, arbitrary or made in bad faith. In the event the University decides to post a full-time staff appointed ESL instructor position under article 12:04, and a casual ESL instructor at SCS applies and is the successful candidate for the position, where the successful candidate has been employed as a casual ESL instructor at SCS for thirty-six (36) or more consecutive weeks, the probationary period will be reduced to twelve (12) weeks. During the probationary period, an employee shall be informed in writing of his/her progress at the end of each term in which he/she was employed. A copy of the written feedback shall be given to the employee. Organizational Change 12:05 & 12:07 12:06 The provisions of reorganization apply when the School of Continuing Studies decides to restructure the ELP. In such cases, employees will receive six (6) weeks’ notice of organizational change, plus twelve (12) weeks’ notice of layoff. Notwithstanding the above, where, due to enrolment levels and/or market conditions employees need to be given notice of layoff, reorganization does not apply, and affected employees will receive a minimum of four (4) weeks’ notice of layoff.

STAFFING RELATED ISSUES. ‌‌ Trial Period‌ 12:03 An employee shall have no seniority and 31:01 The successful applicant shall be considered as a probationary employee until he/she has completed thirty-six (36) weeks of active employment (i.e., days actually at work at the University in a staff-appointed position). For clarity, active employment does not include the University closure in December and January or any other closures at the School of Continuing Studies, unless the employee is required to work during that period. During the probationary period an employee may be terminated at any time placed on trial for a lesser standard than “just cause”period of thirty (30) working days from assumption of new duties. The parties agree that an arbitrator has no jurisdiction to relieve against Conditional on satisfactory service such trial promotion shall be confirmed after the penalty period of discharge or substitute or provide any other remedy in the case of the discharge of a probationary employee, unless the discharge was discriminatory, arbitrary or made in bad faiththirty (30) working days. In the event the University decides successful candidate proves unsatisfactory in the position during the aforementioned trial period, they shall be returned to post a full-time staff appointed ESL instructor their former position under article 12:04without loss of seniority and at the former wage rate. Any other employee promoted because of the rearrangement of positions shall also be returned to their former position without loss of seniority and at their former wage rate. Upon request of the Union, and a casual ESL instructor at SCS applies and is the Employer shall meet with the Union to review the reasons the Employer deems the successful candidate for the position, where the successful candidate has been employed as a casual ESL instructor at SCS for thirty-six (36) or more consecutive weeks, the probationary period will be reduced to twelve (12) weeks. During the probationary period, an unsatisfactory. 31:02 Any such employee shall be informed in writing given the opportunity to revert to their former position and conditions if they so request within thirty (30) working days from the assumption of his/her progress at new duties and the end of each term in which he/she was employed. A copy provisions of the immediate preceding paragraph shall apply to such reversion. 31:03 An employee who has been newly-hired, promoted, transferred, or has displaced another employee must serve at least three (3) months in that position before they are eligible for consideration for any other promotion or transfer. 31:04 Where the Employer temporarily reassigns an employee which would involve a change of shift, or a change in hours of work or a change in the scheduled days from those presently worked by the said employee for reasons other than emergencies, unforeseen circumstances or situations beyond the University’s control, reasonable efforts will be made to notify the employee of such change as far in advance as practicable. 31:05 The Employer will give written feedback notification to an employee and the Union at least twenty (20) working days in advance of a permanent reassignment which would involve a change of shift, or a change in hours of work or a change in the scheduled days from those presently worked by the said employee. In the event that the permanent reassignment is due to unforeseen circumstances, including but not limited to return from leave (e.g. sick leave, long-term disability, WSIB, etc.) or unplanned operational reasons, then the notice period shall be given ten (10) working days. 31:06 Where the Employer proposes to permanently reassign an employee or group of employees from one shift to another, or change the scheduled days presently worked, an affected employee may displace another employee with the least seniority in the same or lower classification who is working on the same shift, but who is not being reassigned. Such displacement is dependent on a determination by the supervisor that the employee is qualified and capable of performing satisfactorily the duties of that position. The scope of the application of the above- mentioned provision shall be limited to the employeeemploying Department. Organizational Change 12:05 & 12:07 An employee who displaces another employee in a lower classification shall receive the wage rate of the lower classification effective the date of the displacement. Where feasible, in the case of a permanent reassignment, the Employer will first ask for volunteers from within the specific work unit, and/or jurisdiction as determined by the Employer. The provisions Employer shall select and assign such volunteers with regard for operational needs, and the qualifications and the ability of reorganization apply when the School employee to perform the normal requirements of Continuing Studies decides the job satisfactorily. Where the qualifications are relatively equal between the volunteers, seniority shall be the governing factor. 31:07 Prior to restructure the ELP. In such casesimplementation of a new shift or schedule, the Employer will notify the Union and will meet with the Union to discuss the implementation of the new shift if requested by the Union. 31:08 Sessional employees will receive six (6) weeks’ notice of organizational change, plus twelve (12) weeks’ notice of layoff. Notwithstanding the above, where, due to enrolment levels and/or market conditions employees need to be given notice of layoff, reorganization does not apply, and affected employees will receive a minimum of provided with their schedule four (4) weeks’ notice weeks in advance of layofftheir return from sessional leave.

STAFFING RELATED ISSUES. ‌ 12:01 Employment as a Residence Don is conditional upon being designated as a full- time University of Toronto student in good standing. Employment is also conditional on the Residence Don primarily living in the residence accommodations within which the Residence Don is employed and having an ongoing in-person presence and in-person interaction with the residents on their floors/house. Failure to meet any one or more of these conditions during the term of the employee’s employment contract will result in immediate termination of employment Provided it does not conflict or interfere with their fulfilment of employment obligations as a Residence Don, an employee may accept other employment either within or outside the University. 12:02 All Residence Don vacancies that the University requires to be filled will be posted electronically for a period of at least seven (7) calendar days. In the event that a position becomes vacant unexpectedly, such position may be filled after posting for fewer than seven (7) calendar days, but not fewer than two (2) working days. In such cases, the Department will make best efforts to post for as long as is practicable. An electronic copy of each job posting or the link to the posting itself shall be sent by electronic mail to the Union at time of posting. Each job posting shall include the following: • Job title • Brief summary of the core duties • Qualifications for the position • Compensation • Term of the employment contract • Residence name • Date of posting and expiration date Candidates wishing to apply for a posted position must do so during the posting period and in accordance with the manner set out in the posting. 12:03 An When a Residence Don has satisfactorily completed a term of employment, they shall be given preference in hiring for the same position at the same college at the start of the next academic session, provided they continue to meet the conditions set out in Article 12:01 of this Collective Agreement. Satisfactory completion of a term of employment shall be assessed by the College where the Residence Don is employed and conveyed in writing to the employee as part of that College’s performance review process for Residence Dons. Preference in hiring shall have no seniority be based on the number of academic sessions worked provided the employee is otherwise capable of performing the duties of the vacant position. Employees will be required to apply in accordance with Article 12:02 and accept an offer of employment in accordance with their offer letter. Preference in hiring shall cease and shall not be considered re-instituted once an employee has been employed for a maximum of three (3) academic sessions as a probationary employee until he/she has completed thirty-six Residence Don. The term "academic session" is defined as that period of time which begins with undergraduate registration (36usually in September) weeks and continues through to the last day for completion of active employment final examinations (i.e., days actually at work at the University usually in a staff-appointed positionApril). For clarity, active employment the term "academic session" does not reference or include the summer session (usually May to August). 12:04 In addition to the conditions set out in Article 12:01, the University closure in December shall select successful applicants for posted vacant positions by taking into consideration the applicants' availability for hours of work, skills, abilities, aptitudes, and January or any other closures at qualifications for the School of Continuing Studiesparticular posted vacant position. For clarity, unless the employee is required to work during that period. During University and the probationary period an employee may be terminated at any time for a lesser standard than “just cause”. The parties Union understand and agree that an arbitrator has no jurisdiction Residence Dons are expected to relieve against the penalty of discharge or substitute or provide any other remedy in the case act as role models, accessible resources, and facilitators of the discharge success of a probationary employeestudent residence life experience. Furthermore, unless without limiting the discharge was discriminatorygenerality of the foregoing, arbitrary or made in bad faithResidence Dons are also students working to achieve their own academic goals. In As soon as practicable following the event the University decides date of hire, Residence Dons will be provided with pertinent employment information, including how to post a full-time staff appointed ESL instructor position under article 12:04access their personnel number, and a casual ESL instructor at SCS applies and is the successful candidate for the position, where the successful candidate has been employed as a casual ESL instructor at SCS for thirty-six (36) or more consecutive weeks, the probationary period will be reduced to twelve (12) weeks. During the probationary period, an employee shall be informed in writing of his/her progress at the end of each term in which he/she was employed. A copy name of the written feedback shall be given to the employee. Organizational Change 12:05 & 12:07 The provisions of reorganization apply when the School of Continuing Studies decides to restructure the ELP. In such cases, employees will receive six (6) weeks’ notice of organizational change, plus twelve (12) weeks’ notice of layoff. Notwithstanding the above, where, due to enrolment levels and/or market conditions employees need to be given notice of layoff, reorganization does not apply, and affected employees will receive a minimum of four (4) weeks’ notice of layoffrelevant Human Resources representative.