VACANCIES AND NEW POSITIONS. 3.3.1 During the work year, written notices of vacancies and new positions within the bargaining unit will be posted on the District jobs website for not less than five (5) working days. For an applicant to be considered for a vacant or new position, they must: a. Submit their online application and all other required application materials no later than five (5) working days from the first day of the posting, and b. Possess the minimum skills and qualifications applicable to the vacant or new position. 3.3.2 A vacancy is an open position within the bargaining unit or non represented groups over 10 hours per week (i.e., 2.1 hours per day). Employees who meet the posted qualifications will receive an interview for the position upon application. Applicants not receiving an interview or offer of position will be given feedback, upon request. Skill tests will not normally be required if the skill requirements of the new position are not greater than the applicant's current assignment unless the skill test is deemed necessary to determine the most qualified applicant. Positions will be filled by any present or prospective employee based upon affirmative action requirements, experience, and job qualifications for the position. If two finalists are considered equal, then the applicant from within the district with the most bargaining unit seniority will be selected for bargaining unit positions. 3.3.3 Employees transferred to new positions in the bargaining unit will receive salary credit at full value for all prior experience gained within the bargaining unit. 3.3.4 Current employees within the bargaining unit who are accepted for a position under Section 3.3.2 above will be given a thirty (30) work day work trial. If the employee's performance on the new job is not satisfactory, she/he will be returned to her/his former position or to another suitable position. Absent just cause for termination, such employee will not be terminated due to her/his unsatisfactory performance during the thirty (30) day trial period. 3.3.5 Increased hours at the worksite will be offered first to the most senior employees within the classification, if qualified as determined by the supervisor at the worksite, providing they have a work schedule which can accommodate the additional hour(s) within a normal work week. The number of hours per week may be offered up to ten (10) hours, but may not result in a combined assignment of more than forty (40) hours per week. Employees wishing more hours of work will notify their supervisor/building administrator in writing. 3.3.6 Summer school assignments will be offered on a seniority basis, except that those employees who carry out the job during the course of the regular work year will receive first choice of refusal. 3.3.7 If the school district uses a numerical staffing formula to assign employees to schools based on enrollment, employee hours will be adjusted in October of the school year to reflect actual enrollment. The formula results and adjusted hours will be provided to the association president(s) by October 15. 3.3.8 The district will provide at least a two (2) week written notice of paraeducator hour reduction due to a decreased student overload factor. 3.3.9 An employee involuntarily transferred to a new position with a different job title will suffer no loss in hourly rate of pay. The transferred employee will be placed on the same experience step as in the previous position. An employee transferred to a position with a lower hourly rate of pay will be required to seek to restore lost pay by applying for open positions within the department for which he/she is qualified. An employee may choose to decline up to three (3) positions that will make him/her whole. Following the third (3rd) decline, any enhanced pay, travel time, and/or mileage reimbursements will end. 3.3.10 When reassignments are too numerous to fill individually, the district will schedule a reassignment meeting. The district will display all open positions and the current seniority list. Employees facing reassignment will be required to attend either in person or by proxy. By seniority, employees must select from any open position for which they are qualified to restore any lost hours. Such restoration cannot exceed thirty (30) additional minutes over lost hours. If hours cannot be restored with open positions by seniority, employees may bump the least senior person. Bumping will occur in the following order, first by the department in which they have lost hours and then by any other departments in which they retain seniority. Multiple reassignment meetings may be necessary. 3.3.11 Employees who have been reassigned will have priority rights, by seniority, to open positions for which they are qualified for up to twenty-four months. Reassigned employees will be required to communicate in writing, in person, by proxy, or by email their interest in a position in the pool no later than 4:00 PM of the day the position closes, if the position will make them whole. If employees have not responded by 4:00 PM of the day the position closes, they have declined the position. Notice of assignment will be provided via phone and follow-up letter within five (5) working days.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
VACANCIES AND NEW POSITIONS. 3.3.1 During 17.01 The Gallery shall post notice of permanent and temporary job vacancies subject to Article 4 – Temporary Full-Time Employees for a period of seven (7) calendar days before any such job is filled. Probationary employees shall not be entitled to apply for posted vacancies. It is agreed that the work year, written notices of vacancies Gallery will not interview external applicants until applications from existing employees have been reviewed and new positions within the bargaining unit will be posted on employees who are qualified in the District jobs website for not less than five (5) working days. For an applicant to be considered for a vacant or new position, they must:
a. Submit their online application and all other required application materials no later than five (5) working days from the first day opinion of the postingGallery have been interviewed. Further, andthe Gallery will notify existing applicants in writing once the successful application is selected.
b. Possess 17.02 When a notice of permanent or temporary job vacancy is posted it shall contain the minimum following information: nature of position; qualifications; skills and qualifications applicable to the vacant or new position.
3.3.2 A vacancy is an open position within the bargaining unit or non represented groups over 10 hours per week (i.e., 2.1 hours per day). Employees who meet the posted qualifications will receive an interview for the position upon application. Applicants not receiving an interview or offer of position will be given feedback, upon request. Skill tests will not normally be required if the skill requirements of the new position are not greater than the applicant's current assignment unless the skill test is deemed necessary to determine the most qualified applicant. Positions will be filled by any present or prospective employee based upon affirmative action requirements, experience, and job qualifications for the position. If two finalists are considered equal, then the applicant from within the district with the most bargaining unit seniority will be selected for bargaining unit positions.
3.3.3 Employees transferred to new positions in the bargaining unit will receive salary credit at full value for all prior experience gained within the bargaining unit.
3.3.4 Current employees within the bargaining unit who are accepted for a position under Section 3.3.2 above will be given a thirty (30) work day work trial. If the employee's performance on the new job is not satisfactory, she/he will be returned to her/his former position or to another suitable position. Absent just cause for termination, such employee will not be terminated due to her/his unsatisfactory performance during the thirty (30) day trial period.
3.3.5 Increased hours at the worksite will be offered first to the most senior employees within the classification, if qualified as determined by the supervisor at the worksite, providing they have a work schedule which can accommodate the additional hour(s) within a normal work week. The number of hours per week may be offered up to ten (10) hours, but may not result in a combined assignment of more than forty (40) hours per week. Employees wishing more education required; proposed hours of work will notify their supervisor/building administrator in writingand wage or salary rate or range. It is understood that all positions are open equally to male and female applicants.
3.3.6 Summer school assignments will 17.03 Where the Gallery determines that an applicant for a vacancy has the essential qualifications, skills, ability, and experience to do the work, then seniority shall be offered on a seniority basis, except that those employees who carry out the job during the course of the regular work year will receive first choice of refusal.
3.3.7 If the school district uses a numerical staffing formula to assign employees to schools based on enrollment, employee hours will be adjusted in October of the school year to reflect actual enrollment. The formula results and adjusted hours will be provided to the association president(s) by October 15.
3.3.8 The district will provide at least a two (2) week written notice of paraeducator hour reduction due to a decreased student overload determining factor.
3.3.9 An 17.04 Nothing in this Article shall be construed as restricting the right of the Gallery to temporarily assign an employee involuntarily transferred to a new position with job on a different job title will suffer no loss in hourly rate temporary basis until arrangements have been made to promote or transfer the employee selected to fill a vacancy.
17.05 A temporary transfer or assignment shall not exceed a period of pay. The transferred employee will be placed on the same experience step as in the previous position. An employee transferred to a position with a lower hourly rate of pay will be required to seek to restore lost pay by applying for open positions within the department for which he/she is qualified. An employee may choose to decline up to three (3) positions that will make him/her whole. Following the third (3rd) decline, any enhanced pay, travel time, and/or mileage reimbursements will endmonths unless such temporary transfer is made to fill a vacancy created by a leave of absence granted to an employee.
3.3.10 When reassignments are too numerous 17.06 It is recognized that periods of temporary absence can be used to fill individuallyprovide temporary training and experience to employees, the district will schedule a reassignment meetingwhich may assist them in applying for future job vacancies. The district Gallery, therefore, shall endeavour to distribute such opportunity equitably among employees in order of seniority who are or have been employed in a similar or related job. It is understood, however, that the interest of the Gallery in maintaining an efficient operation and in effectively utilizing its employees is of primary importance in assigning employees to temporary vacancies.
17.07 In filling vacancies the Gallery may consider and select the senior applicant who does not possess the requisite qualifications to meet the job requirements but who is engaged in some special training in order to become qualified for such position, provided the employee will display all open positions become qualified within a reasonable period of time.
17.08 The Gallery shall endeavour to post notice of permanent and the current seniority list. Employees facing reassignment will be required temporary (as per Article 4 - Temporary Full-Time Employees) job vacancy at least seven (7) calendar days before a vacancy is to attend either in person or by proxy. By seniority, employees must select from any open position for which they are qualified to restore any lost hours. Such restoration cannot exceed thirty (30) additional minutes over lost hours. If hours cannot be restored with open positions by seniority, employees may bump the least senior person. Bumping will occur in the following order, first by the department normal circumstances and at least seven (7) calendar days after a vacancy has occurred in which they have lost hours and then by any other departments in which they retain seniority. Multiple reassignment meetings may be necessaryextraordinary circumstances.
3.3.11 Employees who have been reassigned will have priority rights, by seniority, to open positions for which they are qualified for up to twenty-four months. Reassigned employees will be required to communicate in writing, in person, by proxy, or by email their interest in a position in the pool no later than 4:00 PM of the day the position closes, if the position will make them whole. If employees have not responded by 4:00 PM of the day the position closes, they have declined the position. Notice of assignment will be provided via phone and follow-up letter within five (5) working days.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
VACANCIES AND NEW POSITIONS. 3.3.1 During 17.01 The Gallery shall post notice of permanent and temporary job vacancies subject to Article 4 – Temporary Full-Time Employees for a period of seven (7) calendar days before any such job is filled. Probationary employees shall not be entitled to apply for posted vacancies. It is agreed that the work year, written notices of vacancies Gallery will not interview external applicants until applications from existing employees have been reviewed and new positions within the bargaining unit will be posted on employees who are qualified in the District jobs website for not less than five (5) working days. For an applicant to be considered for a vacant or new position, they must:
a. Submit their online application and all other required application materials no later than five (5) working days from the first day opinion of the postingGallery have been interviewed. Further, andthe Gallery will notify existing applicants in writing once the successful application is selected.
b. Possess 17.02 When a notice of permanent or temporary job vacancy is posted it shall contain the minimum following information: nature of position; qualifications; skills and qualifications applicable to the vacant or new position.
3.3.2 A vacancy is an open position within the bargaining unit or non represented groups over 10 hours per week (i.e., 2.1 hours per day). Employees who meet the posted qualifications will receive an interview for the position upon application. Applicants not receiving an interview or offer of position will be given feedback, upon request. Skill tests will not normally be required if the skill requirements of the new position are not greater than the applicant's current assignment unless the skill test is deemed necessary to determine the most qualified applicant. Positions will be filled by any present or prospective employee based upon affirmative action requirements, experience, and job qualifications for the position. If two finalists are considered equal, then the applicant from within the district with the most bargaining unit seniority will be selected for bargaining unit positions.
3.3.3 Employees transferred to new positions in the bargaining unit will receive salary credit at full value for all prior experience gained within the bargaining unit.
3.3.4 Current employees within the bargaining unit who are accepted for a position under Section 3.3.2 above will be given a thirty (30) work day work trial. If the employee's performance on the new job is not satisfactory, she/he will be returned to her/his former position or to another suitable position. Absent just cause for termination, such employee will not be terminated due to her/his unsatisfactory performance during the thirty (30) day trial period.
3.3.5 Increased hours at the worksite will be offered first to the most senior employees within the classification, if qualified as determined by the supervisor at the worksite, providing they have a work schedule which can accommodate the additional hour(s) within a normal work week. The number of hours per week may be offered up to ten (10) hours, but may not result in a combined assignment of more than forty (40) hours per week. Employees wishing more education required; proposed hours of work will notify their supervisor/building administrator in writingand wage or salary rate or range. It is understood that all positions are open equally to male and female applicants.
3.3.6 Summer school assignments will 17.03 Where the Gallery determines that an applicant for a vacancy has the essential qualifications, skills, ability, and experience to do the work, then seniority shall be offered on a seniority basis, except that those employees who carry out the job during the course of the regular work year will receive first choice of refusal.
3.3.7 If the school district uses a numerical staffing formula to assign employees to schools based on enrollment, employee hours will be adjusted in October of the school year to reflect actual enrollment. The formula results and adjusted hours will be provided to the association president(s) by October 15.
3.3.8 The district will provide at least a two (2) week written notice of paraeducator hour reduction due to a decreased student overload determining factor.
3.3.9 An 17.04 Nothing in this Article shall be construed as restricting the right of the Gallery to temporarily assign an employee involuntarily transferred to a new position with job on a different job title will suffer no loss in hourly rate temporary basis until arrangements have been made to promote or transfer the employee selected to fill a vacancy.
17.05 A temporary transfer or assignment shall not exceed a period of pay. The transferred employee will be placed on the same experience step as in the previous position. An employee transferred to a position with a lower hourly rate of pay will be required to seek to restore lost pay by applying for open positions within the department for which he/she is qualified. An employee may choose to decline up to three (3) positions that will make him/her whole. Following the third (3rd) decline, any enhanced pay, travel time, and/or mileage reimbursements will endmonths unless such temporary transfer is made to fill a vacancy created by a leave of absence granted to an employee.
3.3.10 When reassignments are too numerous 17.06 It is recognized that periods of temporary absence can be used to fill individuallyprovide temporary training and experience to employees, the district will schedule a reassignment meetingwhich may assist them in applying for future job vacancies. The district Gallery, therefore, shall endeavour to distribute such opportunity equitably among employees in order of seniority who are or have been employed in a similar or related job. It is understood, however, that the interest of the Gallery in maintaining an efficient operation and in effectively utilizing its employees is of primary importance in assigning employees to temporary vacancies.
17.07 In filling vacancies the Gallery may consider and select the senior applicant who does not possess the requisite qualifications to meet the job requirements but who is engaged in some special training in order to become qualified for such position, provided the employee will display all open positions become qualified within a reasonable period of time.
17.08 The Gallery shall endeavour to post notice of permanent and the current seniority list. Employees facing reassignment will be required temporary (as per Article 4 - Temporary Full-Time Employees) job vacancy at least seven (7) calendar days before a vacancy is to attend either occur in person or by proxy. By seniority, employees must select from any open position for which they are qualified to restore any lost hours. Such restoration cannot exceed thirty normal circumstances and at least seven (307) additional minutes over lost hours. If hours cannot be restored with open positions by seniority, calendar days after a vacancy has occurred in extraordinary circumstances.
17.09 The Gallery agrees that regular full-time employees may bump apply for and hold a temporary full-time (TFT) position without relinquishing their current regular full-time position where:
1. The duration of the least senior person. Bumping will occur in the following order, first by the department in which they have lost hours TFT position is greater than forty-two (42) days and then by any other departments in which they retain seniority. Multiple reassignment meetings may be necessaryhas been posted.
3.3.11 Employees who have been reassigned will have priority rights, by seniority, 2. The employee’s Manager has approved her application to open positions for which they are qualified for up to twenty-four months. Reassigned employees will be required to communicate in writing, in person, by proxy, or by email their interest in a position in the pool no later than 4:00 PM of the day the position closes, if the position will make them whole. If employees have not responded by 4:00 PM of the day the position closes, they have declined the TFT position. Notice of assignment will be provided via phone and follow-up letter within five (5) working days.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
VACANCIES AND NEW POSITIONS. 3.3.1 During 5.01 The Gallery shall post notice of permanent, temporary and occasional job vacancies, subject to Article 4 – Temporary Part-Time Positions, for a period of seven (7) calendar days before any such job is filled. Probationary employees shall not be entitled to apply for posted vacancies. It is agreed that the work yearGallery will not interview external applicants until applications from existing employees have been reviewed and Bargaining Unit employees, written notices who are qualified in the opinion of the Gallery, have been interviewed. Further, the Gallery will notify existing applicants in writing once the successful application is selected.
5.02 The Gallery agrees to give consideration to employees in the part-time Bargaining Unit for full-time vacancies not filled by an employee in the full-time Bargaining Unit before considering applicants external to either Bargaining Unit. It is understood and new agreed, however, that a decision not to appoint an employee in the part-time Bargaining Unit to a vacancy in the full-time Bargaining Unit shall not constitute an issue between the parties concerning the interpretation, application, administration or alleged violation of either the Full- time or the Part-time Collective Agreement and an Arbitrator shall have no jurisdiction to appoint an employee from the part-time Bargaining Unit to a position in the full-time Bargaining Unit.
5.03 When a notice of regular part-time or temporary job vacancy is posted, it shall contain the following information: nature of position; qualifications; skills and education required; proposed hours of work; and wage rate or range. It is understood that all positions are open equally to male and female applicants.
5.04 Where the Gallery determines that the applicant for a vacancy has the essential qualifications, skills, ability and experience to do the work, the availability and seniority shall be the determining factor.
5.05 Nothing in this article shall be construed as restricting the right of the Gallery to temporarily assign an employee to a job on a temporary basis until arrangements have been made to promote or transfer the employee selected to fill a vacancy.
5.06 A temporary transfer or assignment shall not exceed a period of three (3) months unless such temporary transfer is made to fill a vacancy created by a Leave of Absence granted to an employee.
5.07 It is recognized that periods of temporary absence can be used to provide temporary training and experience to employees, which may assist them in applying for future job vacancies. The Gallery, therefore, shall endeavour to distribute such opportunity equitably among employees in order of seniority, who are, or have been, employed in a similar or related job. It is understood, however, that the interest of the Gallery in maintaining an efficient operation and in effectively utilizing its employees, is of primary importance in assigning employees to temporary vacancies.
5.08 In filling vacancies the Gallery may consider and select the senior applicant who does not possess the requisite qualifications to meet the job requirements but who is engaged in some special training in order to become qualified for such position within the bargaining unit a reasonable period of time.
5.09 Studio Instructor positions, for which candidates have been hired but insufficient registration has forced course cancellation, will be posted on the District jobs website for not less than five (5) working days. For an applicant to be considered for a vacant or new position, they must:
a. Submit their online application and all other required application materials no later than five (5) working days from the first day of the posting, and
b. Possess the minimum skills and qualifications applicable to the vacant or new position.
3.3.2 A vacancy is an open position within the bargaining unit or non represented groups over 10 hours per week (i.e., 2.1 hours per day). Employees who meet the posted qualifications will receive an interview for the position upon application. Applicants not receiving an interview or offer of position will be given feedback, upon request. Skill tests will not normally be required if the skill requirements of the new position are not greater than the applicant's current assignment unless the skill test is deemed necessary to determine the most qualified applicant. Positions will be filled by any present or prospective employee based upon affirmative action requirements, experience, and job qualifications for the position. If two finalists are considered equal, then the applicant from within the district with the most bargaining unit seniority will be selected for bargaining unit positions.
3.3.3 Employees transferred to new positions in the bargaining unit will receive salary credit at full value for all prior experience gained within the bargaining unit.
3.3.4 Current employees within the bargaining unit who are accepted for a position under Section 3.3.2 above will be given a thirty (30) work day work trial. If the employee's performance on the new job is not satisfactory, she/he will be returned to her/his former position or to another suitable position. Absent just cause for termination, such employee will not be terminated due to her/his unsatisfactory performance during the thirty (30) day trial period.
3.3.5 Increased hours at the worksite will be offered first to the most senior employees within the classification, if qualified as determined by the supervisor at the worksite, providing they have a work schedule which can accommodate the additional hour(s) within a normal work week. The number of hours per week may be offered up to ten (10) hours, but may not result in a combined assignment of more than forty (40) hours per week. Employees wishing more hours of work will notify their supervisor/building administrator in writing.
3.3.6 Summer school assignments will be offered on a seniority basis, except that those employees who carry out the job during the course of the regular work year will receive first choice of refusal.
3.3.7 If the school district uses a numerical staffing formula to assign employees to schools based on enrollment, employee hours will be adjusted in October of the school year to reflect actual enrollment. The formula results and adjusted hours will be provided to the association president(s) by October 15.
3.3.8 The district will provide at least a reposted following two (2) week written notice of paraeducator hour reduction due to a decreased student overload factorconsecutive course cancellations. It is understood that the Gallery is responsible for advertising and promoting these courses.
3.3.9 An employee involuntarily transferred to 5.10 The Gallery agrees that regular part-time and occasional part-time employees may apply for, and hold, either one other temporary full-time (TFT) or a new position with a different job title will suffer no loss in hourly rate of paytemporary part-time (TPT) positions where:
1. The transferred employee will be placed on duration of the same experience step as in the previous position. An employee transferred to a TPT or TFT position with a lower hourly rate of pay will be required to seek to restore lost pay by applying for open positions within the department for which he/she is qualified. An employee may choose to decline up to three greater than forty-two (342) positions that will make him/her whole. Following the third (3rd) decline, any enhanced pay, travel time, and/or mileage reimbursements will enddays and has been posted.
3.3.10 When reassignments are too numerous to fill individually, the district will schedule a reassignment meeting2. The district will display all open positions and employee’s Manager has approved her application to the current seniority list. Employees facing reassignment will be required to attend either in person TFT or by proxy. By seniority, employees must select from any open position for which they are qualified to restore any lost hours. Such restoration cannot exceed thirty (30) additional minutes over lost hours. If hours cannot be restored with open positions by seniority, employees may bump the least senior person. Bumping will occur in the following order, first by the department in which they have lost hours and then by any other departments in which they retain seniority. Multiple reassignment meetings may be necessaryTPT position.
3.3.11 Employees who have been reassigned will have priority rights, by seniority, to open positions for which they are qualified for up to twenty-four months. Reassigned employees will be required to communicate in writing, in person, by proxy, or by email their interest in a position in the pool no later than 4:00 PM of the day the position closes, if the position will make them whole. If employees have not responded by 4:00 PM of the day the position closes, they have declined the position. Notice of assignment will be provided via phone and follow-up letter within five (5) working days.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
VACANCIES AND NEW POSITIONS. 3.3.1 During 5.01 The Gallery shall post notice of permanent, temporary and occasional job vacancies subject to Article 4 – Temporary Part-Time Positions for a period of seven (7) calendar days before any such job is filled. Probationary employees shall not be entitled to apply for posted vacancies. It is agreed that the work year, written notices of vacancies Gallery will not interview external applicants until applications from existing employees have been reviewed and new positions within the bargaining unit employees who are qualified in the opinion of the Gallery have been interviewed. Further, the Gallery will notify existing applicants in writing once the successful application is selected.
5.02 The Gallery agrees to give consideration to employees in the part-time bargaining unit for
5.03 When a notice of regular part-time or temporary job vacancy is posted it shall contain the following information: nature of position; qualifications; skills and education required; proposed hours of work; and wage rate or range. It is understood that all positions are open equally to male and female applicants.
5.04 Where the Gallery determines that an applicant for a vacancy has the essential qualifications, skills, ability, and experience to do the work, then seniority shall be the determining factor.
5.05 Nothing in this article shall be construed as restricting the right of the Gallery to temporarily assign an employee to a job on a temporary basis until arrangements have been made to promote or transfer the employee selected to fill a vacancy.
5.06 A temporary transfer or assignment shall not exceed a period of three (3) months unless such temporary transfer is made to fill a vacancy created by a leave of absence granted to an employee.
5.07 It is recognized that periods of temporary absence can be used to provide temporary training and experience to employees, which may assist them in applying for future job vacancies. The Gallery, therefore, shall endeavour to distribute such opportunity equitably among employees in order of seniority who are or have been employed in a similar or related job. It is understood, however, that the interest of the Gallery in maintaining an efficient operation and in effectively utilizing its employees is of primary importance in assigning employees to temporary vacancies.
5.08 In filling vacancies the Gallery may consider and select the senior applicant who does not possess the requisite qualifications to meet the job requirements but who is engaged in some special training in order to become qualified for such position within a reasonable period of time.
5.09 Studio instructor positions for which candidates have been hired but insufficient registration has forced course cancellation will be posted on the District jobs website for not less than five (5) working days. For an applicant to be considered for a vacant or new position, they must:
a. Submit their online application and all other required application materials no later than five (5) working days from the first day of the posting, and
b. Possess the minimum skills and qualifications applicable to the vacant or new position.
3.3.2 A vacancy is an open position within the bargaining unit or non represented groups over 10 hours per week (i.e., 2.1 hours per day). Employees who meet the posted qualifications will receive an interview for the position upon application. Applicants not receiving an interview or offer of position will be given feedback, upon request. Skill tests will not normally be required if the skill requirements of the new position are not greater than the applicant's current assignment unless the skill test is deemed necessary to determine the most qualified applicant. Positions will be filled by any present or prospective employee based upon affirmative action requirements, experience, and job qualifications for the position. If two finalists are considered equal, then the applicant from within the district with the most bargaining unit seniority will be selected for bargaining unit positions.
3.3.3 Employees transferred to new positions in the bargaining unit will receive salary credit at full value for all prior experience gained within the bargaining unit.
3.3.4 Current employees within the bargaining unit who are accepted for a position under Section 3.3.2 above will be given a thirty (30) work day work trial. If the employee's performance on the new job is not satisfactory, she/he will be returned to her/his former position or to another suitable position. Absent just cause for termination, such employee will not be terminated due to her/his unsatisfactory performance during the thirty (30) day trial period.
3.3.5 Increased hours at the worksite will be offered first to the most senior employees within the classification, if qualified as determined by the supervisor at the worksite, providing they have a work schedule which can accommodate the additional hour(s) within a normal work week. The number of hours per week may be offered up to ten (10) hours, but may not result in a combined assignment of more than forty (40) hours per week. Employees wishing more hours of work will notify their supervisor/building administrator in writing.
3.3.6 Summer school assignments will be offered on a seniority basis, except that those employees who carry out the job during the course of the regular work year will receive first choice of refusal.
3.3.7 If the school district uses a numerical staffing formula to assign employees to schools based on enrollment, employee hours will be adjusted in October of the school year to reflect actual enrollment. The formula results and adjusted hours will be provided to the association president(s) by October 15.
3.3.8 The district will provide at least a reposted following two (2) week written notice of paraeducator hour reduction due to a decreased student overload factorconsecutive course cancellations. It is understood that the Gallery is responsible for advertising and promoting these courses.
3.3.9 An employee involuntarily transferred to a new position with a different job title will suffer no loss in hourly rate of pay. The transferred employee will be placed on the same experience step as in the previous position. An employee transferred to a position with a lower hourly rate of pay will be required to seek to restore lost pay by applying for open positions within the department for which he/she is qualified. An employee may choose to decline up to three (3) positions that will make him/her whole. Following the third (3rd) decline, any enhanced pay, travel time, and/or mileage reimbursements will end.
3.3.10 When reassignments are too numerous to fill individually, the district will schedule a reassignment meeting. The district will display all open positions and the current seniority list. Employees facing reassignment will be required to attend either in person or by proxy. By seniority, employees must select from any open position for which they are qualified to restore any lost hours. Such restoration cannot exceed thirty (30) additional minutes over lost hours. If hours cannot be restored with open positions by seniority, employees may bump the least senior person. Bumping will occur in the following order, first by the department in which they have lost hours and then by any other departments in which they retain seniority. Multiple reassignment meetings may be necessary.
3.3.11 Employees who have been reassigned will have priority rights, by seniority, to open positions for which they are qualified for up to twenty-four months. Reassigned employees will be required to communicate in writing, in person, by proxy, or by email their interest in a position in the pool no later than 4:00 PM of the day the position closes, if the position will make them whole. If employees have not responded by 4:00 PM of the day the position closes, they have declined the position. Notice of assignment will be provided via phone and follow-up letter within five (5) working days.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
VACANCIES AND NEW POSITIONS. 3.3.1 During 5.01 The Gallery shall post notice of permanent, temporary and occasional job vacancies, subject to Article 4 - Temporary Part-Time Positions, for a period of seven (7) calendar days before any such job is filled. Probationary employees shall not be entitled to apply for posted vacancies. It is agreed that the work yearGallery will not interview external applicants until applications from existing employees have been reviewed and Bargaining Unit employees, written notices who are qualified in the opinion of the Gallery, have been interviewed. Further, the Gallery will notify existing applicants in writing once the successful application is selected.
5.02 The Gallery agrees to give consideration to employees in the part-time Bargaining Unit for full-time vacancies not filled by an employee in the full-time Bargaining Unit before considering applicants external to either Bargaining Unit. It is understood and new agreed, however, that a decision not to appoint an employee in the part-time Bargaining Unit to a vacancy in the full-time Bargaining Unit shall not constitute an issue between the parties concerning the i nterpretation, application, administration or alleged violation of either the full time or the part-time Collective Agreement and an Arbitrator shall have no jurisdiction to appoint an employee from the part-time Bargaining Unit to a position in the full-time Bargaining Unit.
5.03 When a notice of regular part-time or temporary job vacancy is posted, it shall contain the following information: nature of position; qualifications; skills and education required; proposed hours of work; and wage rate or range. It is understood that all positions are open equally to male and female applicants.
5.04 Where the Gallery determines that the applicant for a vacancy has the essential qualifications, skills, ability and experience to do the work, the availability and seniority shall be the determining factor.
5.05 Nothing in this Article shall be construed as restricting the right of the Gallery to
5.06 A temporary transfer or assignment shall not exceed a period of three (3) months unless such temporary transfer is made to fill a vacancy created by a leave of absence granted to an employee.
5.07 It is recognized that periods of temporary absence can be used to provide temporary training and experience to employees, which may assist them in applying for future job vacancies. The Gallery, therefore, shall endeavour to distribute such opportunity equitably among employees in order of seniority, who are, or have been, employed in a similar or related job. It is understood, however, that the interest of the Gallery in maintaining an efficient operation and in effectively utilizing its employees, is of primary importance in assigning employees to temporary vacancies.
5.08 In filling vacancies the Gallery may consider and select the senior applicant who does not possess the requisite qualifications to meet the job requirements but who is engaged in some special training in order to become qualified for such position within the bargaining unit a reasonable period of time.
5.09 Studio I nstructor positions, for which candidates have been hired but insufficient registration has forced course cancellation, will be posted on the District jobs website for not less than five (5) working days. For an applicant to be considered for a vacant or new position, they must:
a. Submit their online application and all other required application materials no later than five (5) working days from the first day of the posting, and
b. Possess the minimum skills and qualifications applicable to the vacant or new position.
3.3.2 A vacancy is an open position within the bargaining unit or non represented groups over 10 hours per week (i.e., 2.1 hours per day). Employees who meet the posted qualifications will receive an interview for the position upon application. Applicants not receiving an interview or offer of position will be given feedback, upon request. Skill tests will not normally be required if the skill requirements of the new position are not greater than the applicant's current assignment unless the skill test is deemed necessary to determine the most qualified applicant. Positions will be filled by any present or prospective employee based upon affirmative action requirements, experience, and job qualifications for the position. If two finalists are considered equal, then the applicant from within the district with the most bargaining unit seniority will be selected for bargaining unit positions.
3.3.3 Employees transferred to new positions in the bargaining unit will receive salary credit at full value for all prior experience gained within the bargaining unit.
3.3.4 Current employees within the bargaining unit who are accepted for a position under Section 3.3.2 above will be given a thirty (30) work day work trial. If the employee's performance on the new job is not satisfactory, she/he will be returned to her/his former position or to another suitable position. Absent just cause for termination, such employee will not be terminated due to her/his unsatisfactory performance during the thirty (30) day trial period.
3.3.5 Increased hours at the worksite will be offered first to the most senior employees within the classification, if qualified as determined by the supervisor at the worksite, providing they have a work schedule which can accommodate the additional hour(s) within a normal work week. The number of hours per week may be offered up to ten (10) hours, but may not result in a combined assignment of more than forty (40) hours per week. Employees wishing more hours of work will notify their supervisor/building administrator in writing.
3.3.6 Summer school assignments will be offered on a seniority basis, except that those employees who carry out the job during the course of the regular work year will receive first choice of refusal.
3.3.7 If the school district uses a numerical staffing formula to assign employees to schools based on enrollment, employee hours will be adjusted in October of the school year to reflect actual enrollment. The formula results and adjusted hours will be provided to the association president(s) by October 15.
3.3.8 The district will provide at least a reposted following two (2) week written notice of paraeducator hour reduction due to a decreased student overload factorconsecutive course cancellations. It is understood that the Gallery is responsible for advertising and promoting these courses.
3.3.9 An 5.10 The Gallery agrees that regular part-time and occasional part-time employees may apply for, and hold, either one (1) other temporary full-time (TFT) or a temporary part-time (TPT) positions where:
(a) The employee's Manager has approved her application to the TFT or TPT position.
(b) Where an employee involuntarily transferred is successful in obtaining a TFT or TPT position, either internal or external to a the employee's own department, the employee's current position will be considered "inactive/dormant" for the duration of the temporary position and will be reactivated when the employee returns after completion of the temporary position. The Department Manager may, at his/her discretion, determine to leave the employee's original position vacant or to temporarily fill the position in accordance with the Collective Agreement. Hours worked in the new position with will accrue seniority in the Bargaining Unit and will not be counted towards full-time conversion. In the event an employee currently covered under the Memorandum of Settlement - 2009 Agreement accepts a different job title will suffer no loss in hourly rate TFT or TPT position under this Agreement, both of pay. The transferred employee the employee's current "grand-parented" positions will be placed on considered "inactive/dormant" for the same experience step as in duration of the previous temporary position and will be reactivated when the employee returns after completion of the temporary position. An It is understood that where an employee transferred holds two (2) part-time positions in accordance with Article 6 - Multiple Positions below, the references to a position with a lower hourly rate of pay will "current position" and "original position" in this Article 5 shall be required deemed to seek refer to restore lost pay by applying for open positions within the department for which he/she is qualified. An employee may choose to decline up to three (3) both part-time positions that will make him/her whole. Following the third (3rd) decline, any enhanced pay, travel time, and/or mileage reimbursements will endemployee holds in accordance with Article 6 - Multiple Positions.
3.3.10 When reassignments are too numerous to fill individually, the district will schedule a reassignment meeting. The district will display all open positions and the current seniority list. Employees facing reassignment will be required to attend either in person or by proxy. By seniority, employees must select from any open position for which they are qualified to restore any lost hours. Such restoration cannot exceed thirty (30) additional minutes over lost hours. If hours cannot be restored with open positions by seniority, employees may bump the least senior person. Bumping will occur in the following order, first by the department in which they have lost hours and then by any other departments in which they retain seniority. Multiple reassignment meetings may be necessary.
3.3.11 Employees who have been reassigned will have priority rights, by seniority, to open positions for which they are qualified for up to twenty-four months. Reassigned employees will be required to communicate in writing, in person, by proxy, or by email their interest in a position in the pool no later than 4:00 PM of the day the position closes, if the position will make them whole. If employees have not responded by 4:00 PM of the day the position closes, they have declined the position. Notice of assignment will be provided via phone and follow-up letter within five (5) working days.
Appears in 1 contract
Samples: Collective Agreement
VACANCIES AND NEW POSITIONS. 3.3.1 During the work year, written notices 17.01 The Gallery shall post notice of permanent and temporary job vacancies and new positions within the bargaining unit will be posted on the District jobs website for not less than five (5) working days. For an applicant subject to be considered Article 4 - Temporary Full-Time Employees for a vacant period of seven
17.02 When a notice of permanent or new temporary job vacancy is posted it shall contain the following information: nature of position, they must:
a. Submit their online application and all other required application materials no later than five (5) working days from the first day of the posting, and
b. Possess the minimum ; qualifications; skills and qualifications applicable to the vacant or new position.
3.3.2 A vacancy is an open position within the bargaining unit or non represented groups over 10 hours per week (i.e., 2.1 hours per day). Employees who meet the posted qualifications will receive an interview for the position upon application. Applicants not receiving an interview or offer of position will be given feedback, upon request. Skill tests will not normally be required if the skill requirements of the new position are not greater than the applicant's current assignment unless the skill test is deemed necessary to determine the most qualified applicant. Positions will be filled by any present or prospective employee based upon affirmative action requirements, experience, and job qualifications for the position. If two finalists are considered equal, then the applicant from within the district with the most bargaining unit seniority will be selected for bargaining unit positions.
3.3.3 Employees transferred to new positions in the bargaining unit will receive salary credit at full value for all prior experience gained within the bargaining unit.
3.3.4 Current employees within the bargaining unit who are accepted for a position under Section 3.3.2 above will be given a thirty (30) work day work trial. If the employee's performance on the new job is not satisfactory, she/he will be returned to her/his former position or to another suitable position. Absent just cause for termination, such employee will not be terminated due to her/his unsatisfactory performance during the thirty (30) day trial period.
3.3.5 Increased hours at the worksite will be offered first to the most senior employees within the classification, if qualified as determined by the supervisor at the worksite, providing they have a work schedule which can accommodate the additional hour(s) within a normal work week. The number of hours per week may be offered up to ten (10) hours, but may not result in a combined assignment of more than forty (40) hours per week. Employees wishing more education required; proposed hours of work will notify their supervisor/building administrator in writingan d wage or salary rate or range. It is understood that all positions are open equally to male and female applicants.
3.3.6 Summer school assignments will 17.03 Where the Gallery determines that an applicant for a vacancy has the essential qualifications, skills, ability, and experience to do the work, then seniority shall be offered on a seniority basis, except that those employees who carry out the job during the course of the regular work year will receive first choice of refusal.
3.3.7 If the school district uses a numerical staffing formula to assign employees to schools based on enrollment, employee hours will be adjusted in October of the school year to reflect actual enrollment. The formula results and adjusted hours will be provided to the association president(s) by October 15.
3.3.8 The district will provide at least a two (2) week written notice of paraeducator hour reduction due to a decreased student overload determining factor.
3.3.9 An 17.04 Nothing in this Article shall be construed as restricting the right of the Gallery to temporarily assign an employee involuntarily transferred to a new position with job on a different job title will suffer no loss in hourly rate temporary basis until arrangements have been made to promote or transfer the employee selected to fill a vacancy.
17.05 A temporary transfer or assignmen t shall not exceed a period of pay. The transferred employee will be placed on the same experience step as in the previous position. An employee transferred to a position with a lower hourly rate of pay will be required to seek to restore lost pay by applying for open positions within the department for which he/she is qualified. An employee may choose to decline up to three (3) positions that will make him/her whole. Following the third (3rd) decline, any enhanced pay, travel time, and/or mileage reimbursements will endmonths unless such temporary transfer is made to fill a vacancy created by a leave of absence granted to an employee.
3.3.10 When reassignments are too numerous 17.06 It is recognized that periods of temporary absence can be used to fill individuallyprovide temp9rary training and experience to employees, the district will schedule a reassignment meetingwhich may assist them in applying for future job vacancies. The district will display all open positions Gallery, therefore, shall endeavour to distribute such opportunity equitably among employees in order of seniority who are or have been employed in a similar or related job. It is understood, however, that the interest of the Gallery in maintaining an efficient operation and the current seniority list. Employees facing reassignment will be required in effectively utilizing its employees is of primary importance in assigning employees to attend either in person or by proxy. By seniority, employees must select from any open position for which they are qualified to restore any lost hours. Such restoration cannot exceed thirty (30) additional minutes over lost hours. If hours cannot be restored with open positions by seniority, employees may bump the least senior person. Bumping will occur in the following order, first by the department in which they have lost hours and then by any other departments in which they retain seniority. Multiple reassignment meetings may be necessarytemporary vacancies.
3.3.11 Employees 17.07 In filling vacancies the Gallery may consider and select the senior applicant who have been reassigned will have priority rights, by seniority, does not possess the requisite qualifications to open positions for which they are meet the job requirements but who is engaged in some special training in order to become qualified for up such position, provided the employee will become qualified within a reasonable period of time.
17.08 The Gallery shall endeavour to twentypost notice of permanent and temporary (as per Article 4 - Temporary Full-four months. Reassigned employees will be required to communicate in writing, in person, by proxy, or by email their interest in a position in the pool no later than 4:00 PM of the day the position closes, if the position will make them whole. If employees have not responded by 4:00 PM of the day the position closes, they have declined the position. Notice of assignment will be provided via phone and follow-up letter within five (5Time Employees) working days.job vacancy at least seven
Appears in 1 contract
Samples: Collective Agreement
VACANCIES AND NEW POSITIONS. 3.3.1 During Section 1. The District recognizes the work yearbenefits of promoting from within and agrees to give first consideration of promotional opportunities to Paraeducators presently employed who are the most otherwise qualified.
Section 2. When a position opens, written notices notice of vacancies and new positions within the bargaining unit will opening shall be posted on the District jobs website for not less than five a minimum of seven (57) working days. For an applicant to be considered for a vacant or new positionThe notice shall specify minimum qualifications, they must:
a. Submit their online application and all other required application materials no later than five (5) working days from the first day hours and, if available, building location of the postingopening.
Section 3. Vacancies that occur beginning February 1 of each year, andthrough the end of the school year, shall be filled with substitute employees whose employment may continue no longer than the end of the current school year. The rate of pay for long-term substitute employees shall be step 1 after the twentieth (20th) consecutive day in that position. All regular substitutes will be paid per Article 17: Salaries and Employee Compensation. These vacancies shall then be evaluated according to program needs and necessary positions for the next school year shall be posted according to section 1 and 3.
b. Possess Section 4. Current Paraeducators who apply and meet the minimum skills qualifications shall be interviewed and qualifications applicable to the vacant or new position.
3.3.2 A vacancy is an open position within the bargaining unit or non represented groups over 10 hours per week (i.e., 2.1 hours per day). Employees who meet the posted qualifications will receive an interview for the position upon application. Applicants not receiving an interview or offer of position will positions shall be given feedback, upon request. Skill tests will not normally be required if the skill requirements of the new position are not greater than filled based on the applicant's current assignment unless the skill test is deemed necessary to determine the most qualified applicant. Positions will be filled by any present or prospective employee based upon affirmative action requirements, experience, and job ’s qualifications for the position. If two finalists applicants are considered equalsimilar in qualifications, then the applicant from within the district with position is offered to the most bargaining unit seniority will be selected for bargaining unit positions.
3.3.3 Employees transferred to new positions in the bargaining unit will receive salary credit at full value for all prior experience gained within the bargaining unit.
3.3.4 Current employees within the bargaining unit who are accepted for a position under Section 3.3.2 above will be given a thirty (30) work day work trialsenior Paraeducator. If the employee's performance on administrator determines there are no applicants that meet the new job is not satisfactoryminimum and preferred requirements, she/he the position shall be open to the public until filled. Upon selection and acceptance of the position, all interviewed candidates will be returned notified of non-selection. Reasons for non-selection shall be provided by the hiring supervisor, Director of Human Resources or Superintendent, to her/his former a current employee who applied for the position upon written request.
Section 5. Additional time of one hour or less may be added to another suitable a current employee’s’ position. Absent just cause The District will notify the Association at least ten (10) days prior to adding the additional hours to a position. Additional time in a building necessary to support a student or program may be added on a temporary basis as needed to meet the identified need. Such temporary time is for termination, such employee will a period not to exceed sixty (60) days and the additional time shall be terminated due to her/his unsatisfactory performance during the thirty (30) day trial periodreported on “green” time sheets.
3.3.5 Increased A. These additions may not total more than two hours at the worksite per day during a school year.
B. All additional hours will be offered first to employees with one year of service or more, who are available to work the most senior employees within time assigned and who will not go into overtime status as a result of the classification, added time.
Section 6. Involuntary reassignments shall not be made if qualified as determined by they would cause the supervisor at employee to work fewer hours. Except in the worksiteinstance of a reduction in force. (RIF) The right to make assignments and reassignments and to transfer employees, providing they have a work schedule which can accommodate the additional hour(s) within a normal work weekemployee is qualified for the position, shall remain the right of the District. The number of hours per week may be offered up District shall consider voluntary transfer requests and seniority when making transfers, however the Association recognizes the District has the responsibility to ten (10) hours, but may not result in a combined assignment of more than forty (40) hours per week. Employees wishing more hours of work will notify their supervisor/building administrator in writing.
3.3.6 Summer school assignments will be offered on a seniority basis, except that those employees who carry out the job during the course of the regular work year will receive first choice of refusal.
3.3.7 If the school district uses a numerical staffing formula to assign employees to schools based on enrollment, employee hours will be adjusted in October of the school year to reflect actual enrollment. The formula results and adjusted hours will be provided to the association president(s) by October 15.
3.3.8 The district will provide at least a two (2) week written notice of paraeducator hour reduction due to a decreased student overload factor.
3.3.9 An employee involuntarily transferred to a new position with a different job title will suffer no loss in hourly rate of pay. The transferred employee will be placed on the same experience step as in the previous position. An employee transferred to a position with a lower hourly rate of pay will be required to seek to restore lost pay by applying for open positions within the department for which he/she is qualified. An employee may choose to decline up to three (3) positions that will make him/her whole. Following the third (3rd) decline, any enhanced pay, travel time, and/or mileage reimbursements will end.
3.3.10 When reassignments are too numerous to fill individually, the district will schedule a reassignment meeting. The district will display all open positions and the current seniority list. Employees facing reassignment will be required to attend either in person or by proxy. By seniority, employees must select from any open position for which place members where they are qualified most needed to restore any lost hours. Such restoration cannot exceed thirty (30) additional minutes over lost hours. If hours cannot be restored with open positions by seniority, employees may bump the least senior person. Bumping will occur in the following order, first by the department in which they have lost hours improve student learning and then by any other departments in which they retain seniority. Multiple reassignment meetings may be necessaryefficient school operations.
3.3.11 Employees who have been reassigned will have priority rights, by seniority, to open positions for which they are qualified for up to twenty-four months. Reassigned employees will be required to communicate in writing, in person, by proxy, or by email their interest in a position in the pool no later than 4:00 PM of the day the position closes, if the position will make them whole. If employees have not responded by 4:00 PM of the day the position closes, they have declined the position. Notice of assignment will be provided via phone and follow-up letter within five (5) working days.
Appears in 1 contract
Samples: Collective Bargaining Agreement
VACANCIES AND NEW POSITIONS. 3.3.1 During the work year, written notices of vacancies and new positions within the bargaining unit will be posted on the District jobs website for not less than five (5) working daysdays in each building where association members are assigned, at the human resources office, and with the president of the association. Notices of summer vacancies and new positions will be sent via U.S. mail to employees who request such notice during the summer vacation period. The notice will include the minimum qualifications for the job opening. For an applicant to be considered for a vacant or new position, they she/he must:
a. Submit their online her/his written application and all other required application materials to the district human resources office no later than five (5) working days from the first day of the posting, and
b. Possess the minimum skills and qualifications applicable to the vacant or new position.
3.3.2 A vacancy is an open position within Vacancies will be filled by any present or prospective employee based upon affirmative action requirements, experience, seniority, and job qualifications for the bargaining unit or non represented groups over 10 hours per week (i.e., 2.1 hours per day)position. Employees who meet meeting the posted qualifications will receive an interview for the position upon application. Applicants not receiving an interview or offer of position will be given feedback, upon request. Skill tests will not normally be required if the skill requirements of the new position are not greater than the applicant's current assignment unless the skill test is deemed necessary to determine the most qualified applicant. Positions will be filled by any present or prospective employee based upon affirmative action requirements, experience, and job qualifications for the position. If two finalists are considered equal, then the applicant from within the district with the most bargaining unit seniority will be selected for bargaining unit positions.
3.3.3 Employees transferred to new positions in the bargaining unit will receive salary credit at full value for all prior experience gained within the bargaining unit.
3.3.4 Current employees within the bargaining unit who are accepted for a position under Section 3.3.2 above will be given a thirty (30) work day work trial. If the employee's performance on the new job is not satisfactory, she/he will be returned to her/his former position or to another suitable position. Absent just cause for termination, such employee will not be terminated due to her/his unsatisfactory performance during the thirty (30) day trial period.
3.3.5 Increased hours at the worksite will be offered first to the most senior employees within the classification, if qualified as determined by the supervisor at the worksite, providing they have she/he has a work schedule which can accommodate the additional hour(s) within a normal work week. The number of hours per week may be offered up to ten (10) hours, but may not result in a combined assignment of more than forty (40) hours per week. Employees wishing more hours of work will notify their supervisor/building administrator in writing.
3.3.6 Summer school assignments will be offered on a seniority basis, except that those employees who carry out the job during the course of the regular work year will receive first choice of refusal.
3.3.7 If the school district uses a numerical staffing formula to assign employees to schools based on enrollment, employee hours will be adjusted in October of the school year to reflect actual enrollment. The formula results and adjusted hours will be provided to the association president(s) by October 15.
3.3.8 The district will provide at least a two (2) week written notice of paraeducator hour reduction due to a decreased student overload factor.
3.3.9 An employee involuntarily transferred to a new position with a different job title will suffer no loss in hourly rate of pay. The transferred employee will be placed on the same experience step as in the previous position. An employee transferred to a position with a lower hourly rate of pay will be required to seek to restore lost pay by applying for open positions within the department for which he/she is qualified. An employee may choose to decline up to three (3) positions that will make him/her whole. Following the third (3rd) decline, any enhanced pay, travel time, and/or mileage reimbursements will end.
3.3.10 When reassignments are too numerous to fill individually, the district will schedule a reassignment meeting. The district will display all open positions and the current seniority list. Employees facing reassignment will be required to attend either in person or by proxy. By seniority, employees must select from any open position for which they are qualified to restore any lost hours. Such restoration cannot exceed thirty (30) additional minutes over lost hours. If hours cannot be restored with open positions by seniority, employees may bump the least senior person. Bumping will occur in the following order, first by the department in which they have lost hours and then by any other departments in which they retain seniority. Multiple reassignment meetings may be necessary.
3.3.11 Employees who have been reassigned will have priority rights, by seniority, to open positions for which they are qualified for up to twenty-four months. Reassigned employees will be required to communicate in writing, in person, by proxy, or by email their interest in a position in the pool no later than 4:00 PM of the day the position closes, if the position will make them whole. If employees have not responded by 4:00 PM of the day the position closes, they have declined the position. Notice of assignment will be provided via phone and follow-up letter within five (5) working days.
Appears in 1 contract
Samples: Collective Bargaining Agreement
VACANCIES AND NEW POSITIONS. 3.3.1 During the work year, written notices of The Employer shall post all vacancies and or new positions within the bargaining unit will be posted on the District jobs website covered by this Agreement in each school or work location for not no less than five (5) working days, except in cases of emergency or immediate need for coverage, before permanently filling such position. For Employees interested in filling a posted vacancy or new position shall apply in writing. An applicant who applies for a posted vacancy or new position shall be given an opportunity for an interview.
8.2.1 In selecting the successful applicant, the Employer will consider the following factors:
a. Dependability;
b. Aptitude;
c. Job performance;
d. Qualification, licensure, and certification; and
e. Physical fitness. If among the qualified applicants, these factors are relatively equal, the position will be awarded to the applicant with the highest seniority.
8.2.2 If no written applications are received for the vacancy or new position, or if no Employee applying has the qualifications listed in paragraph 8.2.1, then an Employee who has not made application may be asked to apply for the vacancy or new position, an Employee may be assigned to the vacancy or new position, or a person may be employed to fill the vacancy or new position. The Employer may fill a vacancy with a temporary transfer pending selection of a permanent Employee.
8.2.3 An Employee promoted to a higher rated position shall be on probation for the first three (3) months in such position. Their performance in the higher rated position will be evaluated during such probationary period to determine whether they shall continue in the higher rated position. If such Employee's performance is not satisfactory, they shall be returned to their former position or an equivalent position without loss of seniority.
8.2.4 In order for an Employee to be considered for a vacant promotion to head custodian or new night leader position, they must:
a. Submit their online application and all other required application materials no later than five (5) working days from the must first day have successfully completed 3 years of the postingcontinuous employment as a Custodian, and
b. Possess the minimum skills and qualifications applicable to the vacant or new position.
3.3.2 A vacancy is an open position within the bargaining unit or non represented groups over 10 hours per week (i.e., 2.1 hours per day). Employees who meet the posted qualifications will receive an interview for the position upon application. Applicants not receiving an interview or offer of position will be given feedback, upon request. Skill tests will not normally be required if the skill requirements of the new position are not greater than the applicant's current assignment unless the skill test is deemed necessary to determine the most qualified applicant. Positions will be filled by any present or prospective employee based upon affirmative action requirements, experience, and job qualifications for the position. If two finalists are considered equal, then the applicant from within the district with the most bargaining unit seniority will be selected for bargaining unit positionsDistrict.
3.3.3 Employees transferred to new positions in the bargaining unit will receive salary credit at full value for all prior experience gained within the bargaining unit.
3.3.4 Current employees within the bargaining unit who are accepted for a position under Section 3.3.2 above will be given a thirty (30) work day work trial. If the employee's performance on the new job is not satisfactory, she/he will be returned to her/his former position or to another suitable position. Absent just cause for termination, such employee will not be terminated due to her/his unsatisfactory performance during the thirty (30) day trial period.
3.3.5 Increased hours at the worksite will be offered first to the most senior employees within the classification, if qualified as determined by the supervisor at the worksite, providing they have a work schedule which can accommodate the additional hour(s) within a normal work week. The number of hours per week may be offered up to ten (10) hours, but may not result in a combined assignment of more than forty (40) hours per week. Employees wishing more hours of work will notify their supervisor/building administrator in writing.
3.3.6 Summer school assignments will be offered on a seniority basis, except that those employees who carry out the job during the course of the regular work year will receive first choice of refusal.
3.3.7 If the school district uses a numerical staffing formula to assign employees to schools based on enrollment, employee hours will be adjusted in October of the school year to reflect actual enrollment. The formula results and adjusted hours will be provided to the association president(s) by October 15.
3.3.8 The district will provide at least a two (2) week written notice of paraeducator hour reduction due to a decreased student overload factor.
3.3.9 An employee involuntarily transferred to a new position with a different job title will suffer no loss in hourly rate of pay. The transferred employee will be placed on the same experience step as in the previous position. An employee transferred to a position with a lower hourly rate of pay will be required to seek to restore lost pay by applying for open positions within the department for which he/she is qualified. An employee may choose to decline up to three (3) positions that will make him/her whole. Following the third (3rd) decline, any enhanced pay, travel time, and/or mileage reimbursements will end.
3.3.10 When reassignments are too numerous to fill individually, the district will schedule a reassignment meeting. The district will display all open positions and the current seniority list. Employees facing reassignment will be required to attend either in person or by proxy. By seniority, employees must select from any open position for which they are qualified to restore any lost hours. Such restoration cannot exceed thirty (30) additional minutes over lost hours. If hours cannot be restored with open positions by seniority, employees may bump the least senior person. Bumping will occur in the following order, first by the department in which they have lost hours and then by any other departments in which they retain seniority. Multiple reassignment meetings may be necessary.
3.3.11 Employees who have been reassigned will have priority rights, by seniority, to open positions for which they are qualified for up to twenty-four months. Reassigned employees will be required to communicate in writing, in person, by proxy, or by email their interest in a position in the pool no later than 4:00 PM of the day the position closes, if the position will make them whole. If employees have not responded by 4:00 PM of the day the position closes, they have declined the position. Notice of assignment will be provided via phone and follow-up letter within five (5) working days.
Appears in 1 contract
Samples: Collective Bargaining Agreement
VACANCIES AND NEW POSITIONS. 3.3.1 During 5.01 The Gallery shall post notice of permanent, temporary and occasional job vacancies, subject to Article 4 - Temporary Part-Time Positions, for a period of seven (7) calendar days before any such job is filled . Probationary employees shall not be entitled to apply for posted vacancies. It is agreed that the work yearGallery will not interview external applicants until applications from existing employees have been reviewed and Bargaining Unit employees, written notices who are qualified in the opinion of the Gallery, have been interviewed. Further, the Gallery will notify existing applicants in writing once the successful application is selected.
5.02 The Gallery agrees to give consideration to employees in the part-time Bargaining Unit for full-time vacancies not filled by an employee in the full-time Bargaining Unit before considering applicants external to either Bargaining Unit. It is understood and new agreed, however, that a decision not to appoint an employee in the part-time Bargaining Unit to a vacancy in the full-time Bargaining Unit shall not constitute an issue between the parties concerning the interpretation, application, administration or alleged violation of either the Full time or the Part-time Collective Agreement and an Arbitrator shall have no jurisdiction to appoint an employee from the part-time Bargaining Unit to a position in the full-time Bargaining Unit.
5.03 When a notice of regular part-time or temporary job vacancy is posted, it shall contain the following information: nature of position; qualifications; skills and education required; proposed hours of work; and wage rate or range. It is understood that all positions are open equally to male and female applicants.
5.04 Where the Gallery determines that the applicant for a vacancy has the essential qualifications, skills, ability and experience to do the work, the availability and seniority shall be the determining factor.
5.05 Nothing in this article shall be construed as restricting the right of the Gallery to temporarily assign an employee to a job on a temporary basis until arrangements have been made to promote or transfer the employee selected to fill a vacancy.
5.06 A temporary transfer or assignment shall not exceed a period of three (3) months unless such temporary transfer is made to fill a vacancy created by a Leave of Absence granted to an employee.
5.07 It is recognized that periods of temporary absence can be used to provide temporary training and experience to employees, which may assist them in applying for future job vacancies. The Gallery, therefore, shall endeavour to distribute such opportunity equitably among employees in order of seniority, who are, or have been, employed in a similar or related job. It is understood, however, that the interest of the Gallery in maintaining an efficient operation and in effectively utilizing its employees, is of primary importance in assigning employees to temporary vacancies.
5.08 In filling vacancies the Gallery may consider and select the senior applicant who does not possess the requisite qualifications to meet the job requirements but who is engaged in some special training in order to become qualified for such position within the bargaining unit a reasonable period of time.
5.09 Studio Instructor positions, for which candidates have been hi red but insufficient registration has forced course cancellation, will be posted on the District jobs website for not less than five (5) working days. For an applicant to be considered for a vacant or new position, they must:
a. Submit their online application and all other required application materials no later than five (5) working days from the first day of the posting, and
b. Possess the minimum skills and qualifications applicable to the vacant or new position.
3.3.2 A vacancy is an open position within the bargaining unit or non represented groups over 10 hours per week (i.e., 2.1 hours per day). Employees who meet the posted qualifications will receive an interview for the position upon application. Applicants not receiving an interview or offer of position will be given feedback, upon request. Skill tests will not normally be required if the skill requirements of the new position are not greater than the applicant's current assignment unless the skill test is deemed necessary to determine the most qualified applicant. Positions will be filled by any present or prospective employee based upon affirmative action requirements, experience, and job qualifications for the position. If two finalists are considered equal, then the applicant from within the district with the most bargaining unit seniority will be selected for bargaining unit positions.
3.3.3 Employees transferred to new positions in the bargaining unit will receive salary credit at full value for all prior experience gained within the bargaining unit.
3.3.4 Current employees within the bargaining unit who are accepted for a position under Section 3.3.2 above will be given a thirty (30) work day work trial. If the employee's performance on the new job is not satisfactory, she/he will be returned to her/his former position or to another suitable position. Absent just cause for termination, such employee will not be terminated due to her/his unsatisfactory performance during the thirty (30) day trial period.
3.3.5 Increased hours at the worksite will be offered first to the most senior employees within the classification, if qualified as determined by the supervisor at the worksite, providing they have a work schedule which can accommodate the additional hour(s) within a normal work week. The number of hours per week may be offered up to ten (10) hours, but may not result in a combined assignment of more than forty (40) hours per week. Employees wishing more hours of work will notify their supervisor/building administrator in writing.
3.3.6 Summer school assignments will be offered on a seniority basis, except that those employees who carry out the job during the course of the regular work year will receive first choice of refusal.
3.3.7 If the school district uses a numerical staffing formula to assign employees to schools based on enrollment, employee hours will be adjusted in October of the school year to reflect actual enrollment. The formula results and adjusted hours will be provided to the association president(s) by October 15.
3.3.8 The district will provide at least a reposted following two (2) week written notice of paraeducator hour reduction due to a decreased student overload factorconsecutive course cancellations. It is understood that the Gallery is responsible for advertising and promoting these courses.
3.3.9 An employee involuntarily transferred to a new position with a different job title will suffer no loss in hourly rate of pay. The transferred employee will be placed on the same experience step as in the previous position. An employee transferred to a position with a lower hourly rate of pay will be required to seek to restore lost pay by applying for open positions within the department for which he/she is qualified. An employee may choose to decline up to three (3) positions that will make him/her whole. Following the third (3rd) decline, any enhanced pay, travel time, and/or mileage reimbursements will end.
3.3.10 When reassignments are too numerous to fill individually, the district will schedule a reassignment meeting. The district will display all open positions and the current seniority list. Employees facing reassignment will be required to attend either in person or by proxy. By seniority, employees must select from any open position for which they are qualified to restore any lost hours. Such restoration cannot exceed thirty (30) additional minutes over lost hours. If hours cannot be restored with open positions by seniority, employees may bump the least senior person. Bumping will occur in the following order, first by the department in which they have lost hours and then by any other departments in which they retain seniority. Multiple reassignment meetings may be necessary.
3.3.11 Employees who have been reassigned will have priority rights, by seniority, to open positions for which they are qualified for up to twenty-four months. Reassigned employees will be required to communicate in writing, in person, by proxy, or by email their interest in a position in the pool no later than 4:00 PM of the day the position closes, if the position will make them whole. If employees have not responded by 4:00 PM of the day the position closes, they have declined the position. Notice of assignment will be provided via phone and follow-up letter within five (5) working days.
Appears in 1 contract
Samples: Collective Agreement
VACANCIES AND NEW POSITIONS. 3.3.1 During The title and rates of pay applicable to new job classifications and the work year, written notices reclassification of vacancies and new any existing positions within the bargaining unit will scope of this Agreement shall be posted subject to negotiation between the Union and the Board. The membership of the Union shall be advised of all new and vacant positions which are at least the equivalent of one-third time. Such advisement shall take the form of a Notice of Job Opening being sent to all work centres and being placed on the District jobs website Staff BulletinBoard in the Board Office. Duringthe school division’s summer break, a notice of job opening shall be submitted to the Union Secretary or designate and a copy shall be placed on the Staff Bulletin Board in the Board Office. At the same time positions are advertised internally, they may also be advertised publicly. It is agreed and understood that first preference for not filling new and vacant positions of less than five (5) working daysone-third time shall be extended to existing staff who have indicated their preference for additional assigned hours to the appropriate superintendent. For an applicant to be considered for a vacant or new positionAll notices of Job Openings shall contain at least the following information: job classification, they must:
a. Submit their online required qualifications, salary range, location, term of employment and exact hours of work if determined. Excluding the summer break, employees shall make application and all other required application materials no later than within five (5) working days from the first day of the posting, and
b. Possess the minimum skills and qualifications applicable to the vacant or new position.
3.3.2 A vacancy is an open position within the bargaining unit or non represented groups over 10 hours per week (i.e., 2.1 hours per day). Employees who meet the posted qualifications will receive an interview for the position upon application. Applicants not receiving an interview or offer of position will be given feedback, upon request. Skill tests will not normally be required if the skill requirements posting of the new position are not greater than the applicant's current assignment unless the skill test is deemed necessary to determine the most qualified applicant. Positions will be filled by any present or prospective employee based upon affirmative action requirements, experience, and job qualifications for the position. If two finalists are considered equal, then the applicant from within the district with the most bargaining unit seniority will be selected for bargaining unit positions.
3.3.3 Employees transferred to new positions Notice of Job Opening in the bargaining unit will receive salary credit at full value for all prior experience gained Board Office. During the summer break, employees shall make application within the bargaining unit.
3.3.4 Current employees within the bargaining unit who are accepted for a position under Section 3.3.2 above will be given a thirty (30) work day work trial. If the employee's performance on the new job is not satisfactory, she/he will be returned to her/his former position or to another suitable position. Absent just cause for termination, such employee will not be terminated due to her/his unsatisfactory performance during the thirty (30) day trial period.
3.3.5 Increased hours at the worksite will be offered first to the most senior employees within the classification, if qualified as determined by the supervisor at the worksite, providing they have a work schedule which can accommodate the additional hour(s) within a normal work week. The number of hours per week may be offered up to ten (10) hours, but may not result working days of the posting of the Notice of Job Opening in a combined assignment of the Board Office. Where more than forty one (401) hours per week. Employees wishing employee from the union makes application for a position and where more hours of work will notify their supervisor/building administrator in writing.
3.3.6 Summer school assignments will than one (1)applicant has the necessary qualifications, ability and suitability, the one with the most seniority shall be offered on the position. Where only one (1 ) employee makes application for a seniority basisposition, except that those employees who carry out shall be offered the job during position provided has the course of the regular work year will receive first choice of refusal.
3.3.7 If the school district uses a numerical staffing formula to assign employees to schools based on enrollmentnecessary qualifications, employee hours will be adjusted in October of the school year to reflect actual enrollmentability and suitability. The formula results and adjusted hours will successful applicant shall be provided to the association president(s) by October 15.
3.3.8 The district will provide at least a two (2) week written notice of paraeducator hour reduction due to a decreased student overload factor.
3.3.9 An employee involuntarily transferred to a new position with a different job title will suffer no loss in hourly rate of pay. The transferred employee will be placed on the same experience step as in the previous position. An employee transferred to a position with a lower hourly rate of pay will be required to seek to restore lost pay by applying for open positions notified within the department for which he/she is qualified. An employee may choose to decline up to three (3) positions that will make him/her whole. Following weeks following the third (3rd) decline, any enhanced pay, travel time, and/or mileage reimbursements will end.
3.3.10 When reassignments are too numerous to fill individually, the district will schedule a reassignment meeting. The district will display all open positions and the current seniority list. Employees facing reassignment will be required to attend either in person or by proxy. By seniority, employees must select from any open position for which they are qualified to restore any lost hours. Such restoration cannot exceed thirty (30) additional minutes over lost hours. If hours cannot be restored with open positions by seniority, employees may bump the least senior person. Bumping will occur in the following order, first by the department in which they have lost hours and then by any other departments in which they retain seniority. Multiple reassignment meetings may be necessary.
3.3.11 Employees who have been reassigned will have priority rights, by seniority, to open positions for which they are qualified for up to twenty-four months. Reassigned employees will be required to communicate in writing, in person, by proxy, or by email their interest in a position in the pool no later than 4:00 PM end of the day the position closes, if the position will make them whole. If employees have not responded by 4:00 PM of the day the position closes, they have declined the position. Notice of assignment will be provided via phone and follow-up letter within five (5) working daysposting period.
Appears in 1 contract
Samples: Collective Agreement
VACANCIES AND NEW POSITIONS. 3.3.1 During the work year, written notices of vacancies and (a) When a job vacancy occurs or a new positions position is created within the bargaining unit unit, the position will be posted on by the District jobs website for not less than five (5) working days. For an applicant to be considered Court for a vacant or new position, they must:
a. Submit their online application and all other required application materials no later than period of five (5) working days from on the first day of bulletin boards in each County facility where bargaining unit employees are regularly assigned to work with minimum qualifications. This posting period may be concurrent with the county posting, and.
b. Possess (b) Employees who are interested in the posted position and who have the minimum skills qualifications and ability may make written application for the position at the County's Personnel Department within the posting period.
(c) Placement or advancement within the bargaining unit shall be based upon factors such as demonstrated ability, dependability, experience, education and/or training, and such other factors or qualifications applicable as may be pertinent to the vacant particular job vacancy or new position.
3.3.2 A position to be filled. The vacancy is an open position will be awarded to the applicant, whether from within the bargaining unit or non represented groups over 10 hours per week from outside, who possesses the best qualifications in the department head's final judgment. However, the department head shall give consideration to all bargaining unit applicants. The Union has the right to grieve, but must establish that the department head has abused his discretion by using non-uniform evaluative criteria.
(i.e., 2.1 hours per day). Employees who meet the posted qualifications will receive an interview for the position upon application. Applicants not receiving an interview d) The Court may fill a vacancy or offer of position will be given feedback, upon request. Skill tests will not normally be required if the skill requirements of the new position are not greater than on a temporary basis during the applicant's current assignment unless the skill test is deemed time necessary to determine fill the most qualified applicantjob on a regular basis. Positions will A Temporary Employee shall not be filled by any present or prospective employee based upon affirmative action requirements, experience, and job qualifications for the position. If two finalists are considered equal, then the applicant from within the district with the most bargaining unit seniority will be selected for bargaining unit positions.
3.3.3 Employees transferred used to new positions in the bargaining unit will receive salary credit at full value for all prior experience gained within replace a member of the bargaining unit.
3.3.4 Current employees within the bargaining unit who are accepted for a position under Section 3.3.2 above will be given a thirty (30e) work day work trial. If the employee's performance on the new job is not satisfactory, she/he will be returned to her/his former position or to another suitable position. Absent just cause for termination, such A promoted employee will not be terminated due to her/his unsatisfactory performance during the thirty (30) day trial period.
3.3.5 Increased hours at the worksite will be offered first to the most senior employees within the classification, if qualified as determined by the supervisor at the worksite, providing they have a work schedule which can accommodate the additional hour(s) within a normal work week. The number of hours per week may be offered up to ten (10) hours, but may not result in a combined assignment of more than forty (40) hours per week. Employees wishing more hours of work will notify their supervisor/building administrator in writing.
3.3.6 Summer school assignments will be offered on a seniority basis, except that those employees who carry out the job during the course of the regular work year will receive first choice of refusal.
3.3.7 If the school district uses a numerical staffing formula to assign employees to schools based on enrollment, employee hours will be adjusted in October of the school year to reflect actual enrollment. The formula results and adjusted hours will be provided to the association president(s) by October 15.
3.3.8 The district will provide at least a two (2) week written notice of paraeducator hour reduction due to a decreased student overload factor.
3.3.9 An employee involuntarily transferred to a new position with a different job title will suffer no loss in hourly rate of pay. The transferred employee will shall be placed on the same experience lowest salary step as (based upon the current salary schedule) of his new classification, which will afford the employee at least a five percent (5%) pay raise. For purposes of this paragraph, the term "pay raise" shall mean an increase in the previous position. An employee transferred to a position employee's annualized earnings in his new classification, as compared with a lower hourly rate of pay will be required to seek to restore lost pay by applying for open positions within what the department for which he/she is qualified. An employee may choose to decline up to three (3) positions that will make him/her whole. Following the third (3rd) decline, any enhanced pay, travel time, and/or mileage reimbursements will end.
3.3.10 When reassignments are too numerous to fill individually, the district will schedule a reassignment meeting. The district will display all open positions and the current seniority list. Employees facing reassignment will be required to attend either in person or by proxy. By seniority, employees must select from any open position for which they are qualified to restore any lost hours. Such restoration cannot exceed thirty (30) additional minutes over lost hours. If hours cannot be restored with open positions by seniority, employees may bump the least senior person. Bumping will occur employee's annualized earnings would have been in the old classification, when projected over the twelve (12) month period following order, first by the department in which they have lost hours and then by any other departments in which they retain seniority. Multiple reassignment meetings may be necessarypromotion.
3.3.11 Employees who have been reassigned will have priority rights, by seniority, to open positions for which they are qualified for up to twenty-four months. Reassigned employees will be required to communicate in writing, in person, by proxy, or by email their interest in a position in the pool no later than 4:00 PM of the day the position closes, if the position will make them whole. If employees have not responded by 4:00 PM of the day the position closes, they have declined the position. Notice of assignment will be provided via phone and follow-up letter within five (5) working days.
Appears in 1 contract
Samples: Collective Bargaining Agreement
VACANCIES AND NEW POSITIONS. 3.3.1 During 30.01 The Corporation will notify the work year, written notices of vacancies and new positions Bargaining Unit within the bargaining unit will be posted on the District jobs website for not less than five (5) working days. For an applicant to be considered for a vacant or new position, they must:
a. Submit their online application and all other required application materials no later than five (5) working days from the first day of the posting, and
b. Possess the minimum skills and qualifications applicable to the vacant or new position.
3.3.2 A vacancy is an open position within the bargaining unit or non represented groups over 10 hours per week (i.e., 2.1 hours per day). Employees who meet the posted qualifications will receive an interview for the position upon application. Applicants not receiving an interview or offer of position will be given feedback, upon request. Skill tests will not normally be required if the skill requirements of the new position are not greater than the applicant's current assignment unless the skill test is deemed necessary to determine the most qualified applicant. Positions will be filled by any present or prospective employee based upon affirmative action requirements, experience, and job qualifications for the position. If two finalists are considered equal, then the applicant from within the district with the most bargaining unit seniority will be selected for bargaining unit positions.
3.3.3 Employees transferred to new positions in the bargaining unit will receive salary credit at full value for all prior experience gained within the bargaining unit.
3.3.4 Current employees within the bargaining unit who are accepted for a position under Section 3.3.2 above will be given a thirty (30) work day work trialcalendar days of its decision not to fill a vacant permanent position, otherwise it will follow the process and timelines outlined below. If the employee's performance on the Filling vacancies and new job is not satisfactory, she/he positions:
1. A position requisition will be returned submitted and approved, where possible, within ten (10) working days.
2. Once approved, the Corporation will solicit applications by posting notice of such vacancies on bulletin boards, specifying the classification required, general outline of duties and the required qualifications. Notice shall be of a duration not less than ten (10) working days.
3. The Corporation will endeavour to her/his former position or to another suitable position. Absent just cause for termination, such employee will not be terminated due to her/his unsatisfactory performance during issue the initial offer within thirty (30) day trial periodcalendar days, for internal candidates, after the closing date of the posting.
3.3.5 Increased hours at 30.02 The solicitation of applications for any vacant position shall not obligate the worksite Corporation to appoint any applicant to such position. However, if the position is being filled, applicants who are permanent employees and applicants who are employees on layoff as per Clause 29.03, will be offered first selected in the following order of priority:
(a) In order to be eligible, the applicant must meet the qualifications as posted on the notice and be able to perform the duties of the position.
(b) The applicant within this unit with the most senior employees within Bargaining Unit Seniority.
(c) In the classificationcase of (b) above, if qualified as determined by the supervisor at the worksiteBargaining Unit Seniority is equal between two or more applicants, providing they have a work schedule which can accommodate the additional hour(s) within a normal work week. The number of hours per week may be offered up to ten (10) hours, but may not result in a combined assignment of more than forty (40) hours per week. Employees wishing more hours of work will notify their supervisor/building administrator in writing.
3.3.6 Summer school assignments then Corporation Seniority will be offered on a seniority basis, except that those employees who carry out the job during the course of the regular work year will receive first choice of refusal.
3.3.7 If the school district uses a numerical staffing formula to assign employees to schools based on enrollment, employee hours will be adjusted in October of the school year to reflect actual enrollment. The formula results and adjusted hours will be provided to the association president(s) by October 15.
3.3.8 The district will provide at least a two (2) week written notice of paraeducator hour reduction due to a decreased student overload deciding factor.
3.3.9 An (a) Notwithstanding the provisions of Clause 30.02, the Corporation will give preference in the job selection process to qualified applicants within this Bargaining Unit who are being laid off in accordance with Article 24, or who have been declared medically unfit by the Corporation’s physician to perform the duties of their own classification. Should the employee involuntarily transferred move to a lower paid classification as a result he/she shall retain the rate of the classification he/she has vacated and that rate will be frozen until such time as the rate paid to the lower classification parallels or exceeds the vacated rate.
(b) Employees who are laid off and bump into a permanent part time position, in their own classification, will be reinstated to a full time vacant position within that classification within the employee’s original geographic location should such a vacancy occur.
(a) If the job posting is not filled as outlined in Clauses 30.02 and 30.03, then qualified applicants who are permanent employees of the Office Workers Bargaining Unit will be selected in accordance with the sequence of events under Clause 30.02.
(b) If the job posting is not filled as outlined in Clauses 30.02 and 30.03 or 30.04(a), the Corporation will select for permanent employment qualified applicants who have been laid off from permanent status and are currently temporary/term employees on recall.
(c) If the job posting is not filled as outlined in Clauses 30.02 and 30.03, or 30.04(a) and 30.04(b), the Corporation will give consideration for permanent employment to qualified applicants who are temporary employees and members of this Bargaining Unit.
30.05 Standard Job Postings, which indicate the general duties and required qualifications for each job classification, have been prepared by the Corporation. The Corporation will prepare new, or revise current, Standard Job Postings as required. The Union will be given copies of the Standard Job Postings and subsequent revisions.
30.06 If after accepting a new position with a different job title will suffer no loss and the Company requires the employee to remain in hourly rate of pay. The transferred their current role, the employee will be placed on paid the same experience step as in the previous position. An employee transferred to a position with a lower hourly higher rate of pay will be required to seek to restore lost pay by applying for open positions within the department for which he/she is qualified. An employee may choose to decline up to three (3) positions that will make him/her whole. Following weeks after returning the third (3rd) decline, any enhanced pay, travel time, and/or mileage reimbursements will end.
3.3.10 When reassignments are too numerous to fill individually, the district will schedule a reassignment meeting. The district will display all open positions and the current seniority list. Employees facing reassignment will be required to attend either in person or by proxy. By seniority, employees must select from any open position for which they are qualified to restore any lost hours. Such restoration cannot exceed thirty (30) additional minutes over lost hours. If hours cannot be restored with open positions by seniority, employees may bump the least senior person. Bumping will occur in the following order, first by the department in which they have lost hours and then by any other departments in which they retain seniority. Multiple reassignment meetings may be necessary.
3.3.11 Employees who have been reassigned will have priority rights, by seniority, to open positions for which they are qualified for up to twenty-four months. Reassigned employees will be required to communicate in writing, in person, by proxy, or by email their interest in a position in the pool no later than 4:00 PM signed acceptance letter of the day the position closes, if the position will make them whole. If employees have not responded by 4:00 PM of the day the position closes, they have declined the new position. Notice of assignment will be provided via phone and follow-up letter within five (5) working days.
Appears in 1 contract
Samples: Collective Bargaining Agreement
VACANCIES AND NEW POSITIONS. 3.3.1 During The title and rates of pay applicable to new job classifications and the work year, written notices reclassification of vacancies and new any existing positions within the bargaining unit will scope of this Agreement shall be posted subject to negotiation between the Union and the Board. The membership of the Union shall be advised of all new and vacant positions which are at least the equivalent of one-third (113) time. Such advisement shall take the form of a Notice of Job Opening being sent to all work centres and being placed on the District jobs website for not Staff Bulletin Board in the Board Office. During the school division’s summer break, a notice of job opening shall be submitted to the Union Secretary or designate and a copy shall be placed on the Staff Bulletin Board in the Board Office. At the same time positions are advertised internally, they may also be advertised publicly. It is agreed and understood that first preferencefor filling new and vacant positions of less than five (5) working daysone-third time shall be extended to existing staff who have indicated their preference for additional assigned hours to the appropriate superintendent. For an applicant to be considered for a vacant or new positionAll notices of Job Openings shall contain at least the following information: job classification, they must:
a. Submit their online required qualifications, salary range, location, term of employment and exact hours of work if determined. Excluding the summer break, employees shall make application and all other required application materials no later than within five (5) working days of the posting of the Notice of Job Opening in the Board Office. During the summer break, employees shall make application within ten working days of the posting of the Notice of Job Opening in the Board Office. Where more than one (1) employee from the first day of union makes application for a position and where more than one (1) applicant has the postingnecessary qualifications, and
b. Possess ability and suitability, the minimum skills and qualifications applicable to the vacant or new position.
3.3.2 A vacancy is an open position within the bargaining unit or non represented groups over 10 hours per week (i.e., 2.1 hours per day). Employees who meet the posted qualifications will receive an interview for the position upon application. Applicants not receiving an interview or offer of position will be given feedback, upon request. Skill tests will not normally be required if the skill requirements of the new position are not greater than the applicant's current assignment unless the skill test is deemed necessary to determine one with the most qualified applicant. Positions will seniority shall be filled by any present or prospective employee based upon affirmative action requirements, experience, and job qualifications for offered the position. If two finalists are considered equal, then the applicant from within the district with the most bargaining unit seniority will be selected for bargaining unit positions.
3.3.3 Employees transferred to new positions in the bargaining unit will receive salary credit at full value for all prior experience gained within the bargaining unit.
3.3.4 Current employees within the bargaining unit who are accepted Where only one (1) employee makes application for a position under Section 3.3.2 above will be given a thirty (30) work day work trial. If the employee's performance on the new job is not satisfactoryposition, she/he will be returned to her/his former position or to another suitable position. Absent just cause for termination, such employee will not be terminated due to her/his unsatisfactory performance during the thirty (30) day trial period.
3.3.5 Increased hours at the worksite will shall be offered first to the most senior employees within position provided has the classificationnecessary qualifications, if qualified as determined by the supervisor at the worksite, providing they have a work schedule which can accommodate the additional hour(s) within a normal work weekability and suitability. The number of hours per week may successful applicant shall be offered up to ten (10) hours, but may not result in a combined assignment of more than forty (40) hours per week. Employees wishing more hours of work will notify their supervisor/building administrator in writing.
3.3.6 Summer school assignments will be offered on a seniority basis, except that those employees who carry out the job during the course of the regular work year will receive first choice of refusal.
3.3.7 If the school district uses a numerical staffing formula to assign employees to schools based on enrollment, employee hours will be adjusted in October of the school year to reflect actual enrollment. The formula results and adjusted hours will be provided to the association president(s) by October 15.
3.3.8 The district will provide at least a two (2) week written notice of paraeducator hour reduction due to a decreased student overload factor.
3.3.9 An employee involuntarily transferred to a new position with a different job title will suffer no loss in hourly rate of pay. The transferred employee will be placed on the same experience step as in the previous position. An employee transferred to a position with a lower hourly rate of pay will be required to seek to restore lost pay by applying for open positions notified within the department for which he/she is qualified. An employee may choose to decline up to three (3) positions that will make him/her whole. Following weeks following the third (3rd) decline, any enhanced pay, travel time, and/or mileage reimbursements will end.
3.3.10 When reassignments are too numerous to fill individually, the district will schedule a reassignment meeting. The district will display all open positions and the current seniority list. Employees facing reassignment will be required to attend either in person or by proxy. By seniority, employees must select from any open position for which they are qualified to restore any lost hours. Such restoration cannot exceed thirty (30) additional minutes over lost hours. If hours cannot be restored with open positions by seniority, employees may bump the least senior person. Bumping will occur in the following order, first by the department in which they have lost hours and then by any other departments in which they retain seniority. Multiple reassignment meetings may be necessary.
3.3.11 Employees who have been reassigned will have priority rights, by seniority, to open positions for which they are qualified for up to twenty-four months. Reassigned employees will be required to communicate in writing, in person, by proxy, or by email their interest in a position in the pool no later than 4:00 PM end of the day the position closes, if the position will make them whole. If employees have not responded by 4:00 PM of the day the position closes, they have declined the position. Notice of assignment will be provided via phone and follow-up letter within five (5) working daysposting period.
Appears in 1 contract
Samples: Collective Agreement
VACANCIES AND NEW POSITIONS. 3.3.1 During 23.1 Vacancies on the work yearpermanent establishment of strength of the various departments within the jurisdiction of the Union shall be advertised by posting a notice signed by the Commissioner of Human Resources, written notices of vacancies such vacancy for a period of fourteen (14) calendar days. Such notice shall be posted in all areas where Local 94 members are working.
23.2 Permanent employees may apply for a promotion, a lateral transfer to the same position in their own or another department, or may seek a demotion to another position through the posting procedures.
23.3 Such vacancy shall be filled in accordance with qualifications and seniority. If a vacancy is advertised, as set out in Article 23.1 the Union may make enquiries of the Commissioner of Human Resources as to the status of the Call if such vacancy has not been filled within thirty (30) working days after the closing date set out in the advertisement referred to above.
23.4 The first priority shall be given to permanent employees within the Inside Unit. In the event that no successful candidate is selected from within the unit in which the vacancy was posted, permanent employees from all other Local 94 bargaining units that have made application for the posted position shall be given priority ahead of external applicants, in accordance with the provisions of this Collective Agreement. The names of successful applicants will be posted.
23.5 Where new positions positions, within the bargaining unit are created or current positions reclassified, the Corporation will be posted on advise the District jobs website for not less than five (5) working days. For an applicant to be considered for a vacant or new position, they must:
a. Submit their online application and all other required application materials no later than five (5) working days from the first day Union in advance of the posting, and
b. Possess the minimum skills and qualifications applicable to the vacant or new position.
3.3.2 A vacancy is an open position within the bargaining unit or non represented groups over 10 hours per week (i.e., 2.1 hours per day). Employees who meet the posted qualifications will receive an interview for nature of the position upon applicationand the proposed wage or salary rate. Applicants not receiving an interview or offer of position will be given feedback, upon request. Skill tests will not normally be required if In the skill requirements of event that the new position are not greater than Union shall disagree with the applicant's current assignment unless the skill test is deemed necessary to determine the most qualified applicant. Positions will be filled by any present or prospective employee based upon affirmative action requirements, experience, and job qualifications for the position. If two finalists are considered equalsaid rate, then the applicant from within same shall be negotiated in face to face meetings between the district with Corporation and the most bargaining unit seniority will be selected for bargaining unit positionsUnion. If an agreement is not reached, the Union may seek to oblige the Corporation to negotiate in good faith by referring the matter to Arbitration.
3.3.3 23.6 Employees transferred who have been selected to fill a vacancy or new positions in the bargaining unit will receive salary credit at full value for all prior experience gained within the bargaining unit.
3.3.4 Current employees within the bargaining unit who are accepted for a position under Section 3.3.2 above will shall be given a period of thirty (30) work day work trial. If the employee's performance on the new job is not satisfactory, she/he will working days to qualify and failing to do so shall if possible be returned to her/his their former position or positions without loss of seniority. However, no Employee shall be dismissed for failing to another suitable position. Absent just cause for termination, such employee will not be terminated due to her/his unsatisfactory performance qualify during the thirty (30) 30 day trial qualifying period.
3.3.5 Increased hours at the worksite will be offered first . Further, an Employee failing to the most senior employees within the classification, if qualified as determined by the supervisor at the worksite, providing they have a work schedule which can accommodate the additional hour(s) within a normal work week. The number of hours per week may be offered up to ten (10) hours, but may not result in a combined assignment of more than forty (40) hours per week. Employees wishing more hours of work will notify their supervisor/building administrator in writing.
3.3.6 Summer school assignments will be offered on a seniority basis, except that those employees who carry out the job during the course of the regular work year will qualify shall receive first choice of refusal.
3.3.7 If the school district uses a numerical staffing formula to assign employees to schools based on enrollment, employee hours will be adjusted in October of the school year to reflect actual enrollment. The formula results and adjusted hours will be provided to the association president(s) by October 15.
3.3.8 The district will provide at least a two (2) week written notice of paraeducator hour reduction due to a decreased student overload factor.
3.3.9 An employee involuntarily transferred to a new position with a different job title will suffer no loss in hourly rate of pay. The transferred employee will be placed on the same experience step as in the previous position. An employee transferred to a position with a lower hourly rate of pay will be required to seek to restore lost pay by applying for open positions within the department for which salary he/she is qualified. An employee may choose received immediately prior to decline up to three (3) positions that will make him/her whole. Following filling the third (3rd) decline, any enhanced pay, travel time, and/or mileage reimbursements will endposted vacancy.
3.3.10 When reassignments are too numerous 23.7 In the event of an Employee requesting a demotion through physical or other reasons he/she shall, if at all possible, return to fill individually, the district will schedule a reassignment meeting. The district will display all open positions and the current seniority list. Employees facing reassignment will be required to attend either in person or by proxy. By seniority, employees must select from any open position for which they are qualified to restore any lost hours. Such restoration cannot exceed thirty (30) additional minutes over lost hours. If hours cannot be restored with open positions by seniority, employees may bump the least senior person. Bumping will occur in the following order, first by the department in which they have lost hours and then by any other departments in which they retain seniority. Multiple reassignment meetings may be necessary.
3.3.11 Employees who have been reassigned will have priority rights, by seniority, to open positions for which they are qualified for up to twenty-four months. Reassigned employees will be required to communicate in writing, in person, by proxy, or by email their interest in a position in the pool no later than 4:00 PM of the day the position closes, if the position will make them whole. If employees have not responded by 4:00 PM of the day the position closes, they have declined the position. Notice of assignment will be provided via phone and follow-up letter within five (5) working daysformerly held.
Appears in 1 contract
Samples: Collective Bargaining Agreement
