Temporary Position Vacancies Sample Clauses

Temporary Position Vacancies. In the event there is a temporary position vacancy resulting from vacations, leaves of absence, temporary work increase, etc., the Court may fill such temporary vacancy without following the procedure set forth in Section 1 for a period of not to exceed three (3) months, or the duration of the leave of absence giving rise to the vacancy, if applicable, whichever is longer, or such longer time as may be mutually agreed upon by the Court and the Union. In such circumstances, the temporary vacancy shall be offered first to qualified employees in the next lower pay grade in order of seniority. If employees in the next lower pay grade do not desire to fill such vacancy, the Court shall offer the position to employees in succeedingly lower pay grades in order of seniority. If no one desires to fill the vacancy, the Court may assign the work to the least senior qualified employee or, at its discretion, appoint a temporary employee to the vacancy. An employee who is temporarily transferred shall acquire no seniority in the job classification to which he is temporarily transferred. Upon termination of the temporary assignment, the employee so transferred shall return to his former position without loss of seniority. In the event the temporary job vacancy exceeds the above referenced periods, and it is not extended by mutual agreement between the Court and the Union, the temporary job vacancy shall be filled for the balance of the temporary absence by following the job bidding procedure set forth in Section 1. Such postings shall be marked as temporary vacancies only, so that bidding employees may know of the temporary nature of the vacancy. Vacancies created by a successful bid under this subsection may be filled in accordance with the temporary transfer provisions of this Agreement.
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Temporary Position Vacancies. In the event there is a temporary position vacancy resulting from vacations, leaves of absence, short term disability, or any other situation deemed to be a temporary position vacancy by the Employer, the Employer may fill such temporary vacancy without following the procedure set forth in Section 1 for a period of not to exceed 6 months, or the duration of the leave of absence giving rise to the vacancy, if applicable, whichever is longer, or such longer time as may be mutually agreed upon by the Employer and the Union. In such circumstances, the temporary vacancy shall be offered first to a qualified regular full-time employee in the next lower pay grade based on seniority and outside work experience as determined at the sole discretion of the Prosecuting Attorney. An employee who is temporarily transferred to a higher job classification continues to acquire seniority and upon termination of the temporary assignment shall be returned to his/her former position without the loss of seniority. In the event the temporary job vacancy exceeds the above referenced periods, and it is not extended by mutual agreement between the Employer and the Union, the temporary job vacancy shall be filled for the balance of the temporary absence by following the job bidding procedure set forth in Section 1. Such postings shall be marked as temporary vacancies only, so that bidding employees may know of the temporary nature of the vacancy.
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Temporary Position Vacancies. Whenever there is a temporary position vacancy that is reasonably anticipated to, or actually does, exceed six (6) months’ duration, such vacancy shall be posted for application by employees in a lower pay grade in the department in which the vacancy exists before being offered to a temporary employee. The temporary position vacancy shall be offered to the most senior qualified applicant. The compensation of an employee awarded a temporary position vacancy shall be as provided for in Section 15.3 of this Agreement. Upon completion of the temporary assignment, the employee shall be returned to his former job classification and pay grade.
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Temporary Position Vacancies. Whenever there is a temporary position vacancy that is reasonably anticipated to exceed 90 calendar days' duration, such vacancy shall be posted for application by employees in a lower pay grade in the department in which the vacancy exists before being offered to a temporary employee. The temporary position vacancy shall be offered to the most senior qualified applicant within the department. The compensation of an employee awarded a temporary position vacancy shall be as provided for in Section
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Temporary Position Vacancies a. The provisions of Section 11.6, Regular Position Vacancies, shall apply to the assignment of temporary vacancies expected to be in excess of 30 days duration. b. Temporary vacancies created by a full-time or part-time employee’s absence shall be assigned at the discretion of the Employer. The employee assigned the temporary job shall remain on said job for the duration of said absence. When the employee who created the temporary job returns to work, the employee filling the position temporarily will be returned to her regular job and all employees awarded subsequent jobs will revert to their former position.
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Temporary Position Vacancies. In the event there is a temporary position vacancy resulting from vacations, leaves of absence, temporary work increase, etc., the Employer may fill such temporary vacancy without following the procedure set forth in Section 1 for a period of not to exceed three
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Related to Temporary Position Vacancies

  • Temporary Vacancies The Company and the Union recognize that temporary employees may be required to temporarily provide additional manpower due to vacation, weekly indemnity, excess of work, etc. All temporary employees performing bargaining unit work are members of the bargaining unit and as such all terms and conditions of the collective agreement apply except as herein provided. Individuals may be hired to fill temporary vacancies. Temporary vacancies and employees shall last a maximum of eight (8) calendar weeks. This does not prevent the Company and the Union from mutually agreeing to extend the eight (8) week limitation on an individual basis. However, unless there is written agreement to the contrary, the eight (8) calendar week limitation shall be respected. Should the position be made permanent, the job will be posted as per 9.07(e). Any skills or experience gained by the temporary employee while in the temporary job, shall not be used to determine him more suitable for the position than the employee with seniority who applies. Prior to any layoff all temporary employees will be terminated. Overtime will only be offered to temporary employees after all qualified senior and probationary employees within the classification concerned have refused. Public holidays will be paid to the temporary employees as per the Employment Standards Act Part X (10). Temporary employees will be hired for the applicable classification and wage rate as per Appendix A of the Collective Agreement. Should a temporary employee apply for a job posting and be successful as per Article 9.07 of the Collective Agreement the temporary employee shall then become a probationary employee. The seniority date of a temporary employee who is awarded a full-time position will equal the date the full-time position is awarded. No person, who is or has been employed by the Company outside of the bargaining unit, shall be eligible to work as a temporary employee within the bargaining unit, unless his record of employment with the Company has been severed in excess of one week.

  • Temporary Position (i) is a position that the Employer has determined will be in excess of eight

  • Temporary Positions A) The Employer may create regular temporary positions for vacation relief for more than one (1) incumbent for up to six (6) months duration. B) The Employer may create regular temporary project positions (i.e. grant funded, capital projects, pilot projects, or term specific assignments) for up to twelve (12) months’ duration. These positions are not renewable after the end date of the project, unless the Union and Employer agree to renew/extend the time limits. C) These positions will be posted and filled in accordance with Article 17.01-

  • Temporary Vacancy A vacancy in a position caused by the regularly assigned occupant being absent from duty (including on vacation but excluding pre-retirement vacation) or temporarily assigned to other duties.

  • Temporary Layoffs A. The Employer may initiate a temporary layoff for up to twelve (12) working days per fiscal year. Employees will be given thirty (30) days’ notice before the effective date of a temporary layoff. Employees may request alternative temporary layoff days from their manager or supervisor and any requests will be considered and approved or denied in writing. B. A temporary layoff will not affect an employee’s incremental movement, vacation and sick leave accrual rates, or seniority. C. A temporary layoff is leave without pay. An employee may not use any leave for a temporary layoff day(s).

  • Temporary Layoff The Employer may temporarily layoff an employee for up to ninety (90) days due to an unanticipated loss of funding, revenue shortfall, lack of work, shortage of material or equipment, or other unexpected or unusual reasons. An employee will normally receive seven (7) days notice of a temporary layoff.

  • Temporary Roads As necessary to attain stabilization of roadbed and fill slopes of Temporary Roads, Purchaser shall employ such measures as out- sloping, drainage dips, and water-spreading ditches.

  • Permanent Vacancies a) The Employer will post notice of a vacancy in a bargaining unit job within ten (10) working days from the date of the vacancy (providing the position is going to be filled) setting forth the position, location, and shift, and it shall be posted for a period of five (5) working days. A vacancy exists when there are more positions than employees in the bargaining unit. Any interested employee may apply in writing. After the end of the posting period, an employee may not apply, regardless of his/her reason for failure to apply during the posting period, and also regardless of his/her seniority standing relative to those who did bid during the posting period. The Employer may fill a posted job on a temporary basis during the posting period. b) The position shall be awarded within fifteen (15) working days from the end of the posting period. The vacancy shall be filled based on the equally weighted components of skill, ability to acquire the necessary knowledge to perform the job, prior job performance and seniority. Employees who have applied for a posted vacancy, upon request, shall be informed in writing of the reason(s) for not being selected. A copy of the notification will be placed in the employee’s file. The Employer shall provide the Union President with a copy of the posting, the names of the applicants and to whom the position was awarded. c) During the first ten (10) days on his/her new job, the employer will provide assignment specific training to the employee. During the first forty-five (45) working days on his/her new job, a successful applicant may elect to return to his/her former job, or the Employer may elect to retransfer the applicant to his/her former job at the former pay rate and benefit level in the event he/she fails to demonstrate his/her ability to do the required work with written notice of documented reasons with a copy to the President. This shall not be subject to the grievance procedure. If the job is so vacated, the Employer may select another applicant from the earlier posting. d) After an employee's successful application, he/she shall be ineligible to apply for another posted job for six (6) months. However, if a vacancy arises in a higher paying position, an employee may apply after thirty (30) days in position. Sub-sections c and d do not apply to the Transportation unit (drivers). e) Employees may submit a request to the Director of Operations and/or Chief Financial Officer for a transfer within their classification. The request for transfer should state the reason(s) for the transfer. If the request is not granted the employee will, upon request, be given a written statement indicating the reason(s) for not implementing the transfer. No transfer shall take place until the replacement employee is adequately trained. f) The employer shall provide on the job training to any employee seeking to upgrade their skills in their current job classification. Upon receipt of appropriate written requests, the training will be completed within a year. The time and location of the assignment shall be at the discretion of the employer.

  • Vacancy Posting ‌ If a regular employee is absent from his/her position for more than 24 months as a result of medical leave, such position will be posted in accordance with the provision of Article 12. Upon return to work the regular employee shall be returned to work to a position of equal rank and basic pay.

  • Filling Vacant Positions During the time the procedures outlined herein are in effect, position vacancies to be filled shall first be offered to regular employees who have a contractual right to be recalled to a position in the involved job classification or who may have a right to “bump” or transfer to the position, as the case may be. In such circumstances, the seniority provisions of the Agreement shall be observed. If no regular employee has a contractual right to the position, the following shall be given consideration in the order (priority) indicated below: 1st Priority: Qualified Job Bank employees 2nd Priority: Employees on a recall list 3rd Priority: Employee applicants from a list of eligibles 4th Priority: Displaced certified temporary employees 5th Priority: Non-employee applicants from a list of eligibles The qualifications of an employee in the Job Bank or on a recall list shall be reviewed to determine whether they meet the qualifications for a vacant position. Whether the employee can be trained for a position within a reasonable time (not to exceed three months) shall be considered when determining the qualifications of an employee. If it is determined that the employee does not meet the qualifications for a vacant position, the employee may appeal to the Director of Human Resources. If it is determined that an employee in the Job Bank is qualified for a vacant position, the employee shall be selected. The appointing authority may appeal the issue of whether the employee is qualified. The dispute shall be presented to and resolved by the Job Bank Steering Committee. If it is determined that an employee on a recall list is qualified for a vacant position, the employee will be given priority consideration and may be selected. Appeals regarding employees on a recall list and their qualifications for a position will be handled by the Civil Service Commission. The grievance procedure under the Labor Agreement shall not apply to determinations as to qualifications of the employee for a vacant position.

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