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. 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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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. 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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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 All vacancies or newly-created positions within the bargaining unit shall be posted within seven (7) working days of the date the vacancy occurs in a conspicuous place on bulletin boards in each building. The job posting will set forth the requirements for the position. Employees within the job division in which the vacancy exists may apply for it. The senior employee within the job division in which the vacancy exists applying for the position who meets all of the requirements shall be granted the position. In the event the senior applicant is denied the promotion, the reason for denial shall be given in writing to the employee. If the vacancy is not filled from within the division, then the vacancy shall be reposted for a period of seven (7) working days. Full time and full time school year employees from other divisions interested in the job posting may file a written application with the Employer by the deadline established in the posting. The senior full time or full time school year employee applying for the position who meets all the requirements according to the job description and shall be granted the position. In the event the senior applicant is denied the promotion, the reason for denial shall be given in writing to the employee. If the vacancy is not filled by a full time or full time school year employee, then the vacancy shall be reposted for a period of seven (7) working days. The Employer shall given due consideration to all applicants for the permanent vacancy. In considering an applicant’s qualifications to perform the required work, the Employer shall consider the employee’s ability, experience, training, work record, skills and dependability. The applicant considered by the Employer to be the best qualified shall be awarded the permanent vacancy; provided, however, that if the Employer determines that the qualifications of the applicants are relatively equal, the applicant with the greatest seniority shall be awarded the position. The Employer reserves the right to determine that none of the applicants are qualified and leave the position open or to seek further applicants.

  • 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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