Common use of VACANCIES/POSTINGS Clause in Contracts

VACANCIES/POSTINGS. All job vacancies that are approved (excluding temporary situations which are covered by Article 19) will be posted for a period of seven (7) regularly scheduled working days on the College’s intranet (Infomart). The job postings shall set forth job classifications, shifts, regional work sites, location, work hours, work days and if full-time or part-time. Shift preference shall be offered according to Article 15 prior to posting a position. Interested employees shall apply within the posting period. The employees bidding for the job shall file their bid form, résumé and current copy of their transcripts electronically to the “HR mailbox”. The employee should retain a copy of the bid form for his/her file. While in the process of filling a vacant position, the employer will have the option of temporarily filling the position in accordance with Article 19. While posting and filling a non-temporary vacant position within the bargaining unit, a non-bargaining unit temporary or temporarily transferred Classified employee may remain in the position until filled either internally or externally. Bargaining unit vacancies shall be filled from among those internal applicants who meet the minimum qualifications as posted. The College shall interview and choose from among the six (6) most senior qualified applicants for the position. The College will select the best qualified applicant from among those candidates based on factors including job related training, education, experience and skills, as well as attendance and prior disciplinary action. Written reprimands issued more than two (2) years prior to the posting date shall not be considered. Probationary employees shall be considered as external applicants when applying for vacancies. A list of all qualified internal bidders, including degrees earned, must be forwarded to the Union President at the time the list is sent to the supervisor. The Employer shall notify the Local Union President when there have been no bids or no qualified internal candidates for a posting. This applies to both temporary and regular postings. If the most senior qualified applicant is denied the position, the disqualified employee may request and will receive the reasons for denial in writing from the Human Resources Department. The matter may then become a proper subject for the 4th step of the grievance procedure. Applicants chosen for lateral and downgrade moves shall be granted a twenty (20) working day trial period and applicants chosen for promotional moves shall be granted a thirty (30) working day trial period to determine: a. his/her desire to remain on the job. b. his/her ability to perform the job. The trial period may be extended upon mutual agreement between the Union and the Employer due to unusual or extenuating circumstances. In the event the successful applicant vacates the new position within the trial period, through either the employee's or Employer's decision, she/he shall revert to his/her former position. The Employer may then choose among the other five (5) applicants as provided above who meet the minimum qualifications as posted, or repost the position, or determine not to fill the vacancy. Any employee who is disqualified by the Employer during the trial period shall be given the reasons in writing and shall have the option of filing a grievance to be heard at the fourth (4th) step of the grievance process. When a person accepts and begins work in a job in a higher pay level, she/he shall be placed at the lowest step of the higher pay level which is at least one dollar fifty cents ($1.50) higher than the person's current step. Current employees chosen to fill a vacancy in the same classification and level shall not be eligible to apply for another position in the same classification and level for a period of six (6) months from the date of the previous lateral (same classification and level) move. Exceptions may be made upon mutual agreement between the Local Union President (or designee) and the College’s Chief Human Resources Officer (or designee). An internal applicant applying as an external candidate must meet the minimum requirements for the external posting. Those candidates will be granted an interview. Probationary employees applying as external applicants will not receive this preference. An employee who successfully bids on a vacancy shall not be eligible for another position during the trial period, unless mutually agreed to by the Local Union President (or designee) and the College’s Chief Human Resources Officer (or designee), or the employee is bidding for a higher classification, or the employee is the only internal applicant. The Local Union President shall receive a copy of all job postings electronically. In the event the Employer does not intend to fill a vacant position, the Local Union President will be notified by the Human Resources Department. The Employer shall be responsible for interviews of applicants and shall make the decisions, using all pertinent information and data affecting this Article. Long-Term Disability vacancies; see Article 28, Paid Sick Leave

VACANCIES/POSTINGS. All job vacancies that are approved (excluding temporary situations which are covered by Article 19) will be posted for a period of seven (7) regularly scheduled working days on the College’s intranet (Infomart). The job postings shall set forth job classifications, shifts, regional work sites, location, work hours, work days and if full-time or part-time. Shift preference shall be offered according to Article 15 prior to posting a position. Interested employees shall apply within the posting period. The employees bidding for the job shall file their bid form, résumé and current copy of their transcripts electronically to the “HR mailbox”. The employee should retain a copy of the bid form for his/her file. While in the process of filling a vacant position, the employer will have the option of temporarily filling the position in accordance with Article 19. While posting and filling a non-temporary vacant position within the bargaining unit, a non-bargaining unit temporary or temporarily transferred Classified employee may remain in the position until filled either internally or externally. Bargaining unit vacancies shall be filled from among those internal applicants who meet the minimum qualifications as posted. The College shall interview and choose from among the six three (63) most senior qualified applicants for the position. The College will select the best qualified applicant from among those candidates based on factors including job related training, education, experience and skills, as well as attendance and prior disciplinary action. Written reprimands issued more than two (2) years prior to the posting date shall not be considered. Probationary employees shall be considered as external applicants when applying for vacancies. A list of all qualified internal bidders, including degrees earned, must be forwarded to the Union President at the time the list is sent to the supervisor. The Employer shall notify the Local Union President when there have been no bids or no qualified internal candidates for a posting. This applies to both temporary and regular postings. If the most senior qualified applicant is denied the position, the disqualified employee may request and will receive the reasons for denial in writing from the Human Resources Department. The matter may then become a proper subject for the 4th step of the grievance procedure. Applicants chosen for lateral and downgrade moves shall be granted a twenty (20) working day trial period and applicants chosen for promotional moves shall be granted a thirty (30) working day trial period to determine: a. his/her desire to remain on the job. b. his/her ability to perform the job. The trial period may be extended upon mutual agreement between the Union and the Employer due to unusual or extenuating circumstances. In the event the successful applicant vacates the new position within the trial period, through either the employee's or Employer's decision, she/he shall revert to his/her former position. The Employer may then choose among the other five three (53) most senior applicants as provided above who meet the minimum qualifications as posted, or repost the position, or determine not to fill the vacancy. Any employee who is disqualified by the Employer during the trial period shall be given the reasons in writing and shall have the option of filing a grievance to be heard at the fourth (4th) step of the grievance process. When a person accepts and begins work in a job in a higher pay level, she/he shall be placed at the lowest step of the higher pay level which is at least one dollar fifty cents ($1.50) higher than the person's current step. Current employees chosen to fill a vacancy in the same classification and level shall not be eligible to apply for another position in the same classification and level for a period of six (6) months from the date of the previous lateral (same classification and level) move. Exceptions may be made upon mutual agreement between the Local Union President (or designee) and the College’s Chief Human Resources Officer (or designee). An internal applicant applying as an external candidate must meet the minimum requirements for the external posting. Those candidates will be granted an interview. Probationary employees applying as external applicants will not receive this preference. An employee who successfully bids on a vacancy shall not be eligible for another position during the trial period, unless mutually agreed to by the Local Union President (or designee) and the College’s Chief Human Resources Officer (or designee), or the employee is bidding for a higher classification, or the employee is the only internal applicant. The Local Union President shall receive a copy of all job postings electronically. In the event the Employer does not intend to fill a vacant position, the Local Union President will be notified by the Human Resources Department. The Employer shall be responsible for interviews of applicants and shall make the decisions, using all pertinent information and data affecting this Article. Long-Term Disability vacancies; see Article 28, Paid Sick Leave

VACANCIES/POSTINGS. ‌ All job vacancies that are approved (excluding temporary situations which are covered by Article 19) will be posted for a period of seven ten (710) regularly scheduled working days on the College’s intranet (Infomart)applicant tracking system. The job postings shall set forth job classifications, shiftsshift, regional work sites, location, work hours, work days and if full-time or part-time. Shift preference shall be offered according to Article 15 prior to posting a position. Interested employees shall must apply within the posting period. The employees bidding for period by applying through the job shall file their bid form, résumé and current copy of their transcripts electronically to the “HR mailbox”. The employee should retain a copy of the bid form for his/her fileCollege’s applicant tracking system. While in the process of filling a vacant position, the employer will have the option of temporarily filling the position in accordance with Article 19. While posting and filling a non-temporary vacant position within the bargaining unit, a non-bargaining unit temporary or temporarily transferred Classified employee may remain in the position until filled either internally or externally. Bargaining unit vacancies shall be filled from among those internal applicants who meet the minimum qualifications as posted. The College shall interview and choose from among the six (6) most senior qualified applicants for the position. The College will select the best qualified applicant from among those candidates based on factors including job related training, education, experience and skills, as well as attendance and prior disciplinary action. Written reprimands issued more than two (2) years prior to the posting date shall not be considered. Probationary employees shall be considered as external applicants when applying for vacancies. A list of all qualified internal biddersapplicants, including degrees earned, must be forwarded to the Union President at the time the list is sent to the supervisor. The Employer shall notify the Local Union President when there have been no bids applicants or no qualified internal candidates for a posting. This applies to both temporary and regular postings. If the most senior qualified applicant is denied the position, the disqualified employee may request and will receive the reasons for denial in writing from the Human Resources Department. The matter may then become a proper subject for the 4th step of the grievance procedure. Applicants chosen for lateral and promotion, lateral, or downgrade moves shall be granted a twenty (20) working day trial period and applicants chosen for promotional moves shall be granted a thirty (30) working day trial period to determine: a. his/her the employee’s desire to remain on in the jobposition. b. his/her the employee’s ability to perform the job. The trial period may be extended upon mutual agreement between the Union and the Employer due to unusual or extenuating circumstances. In the event the successful applicant vacates the new position within the trial period, through either the employee's or Employer's decision, she/he the employee shall revert return to his/her their former position. The Employer may then choose among the other five (5) qualified applicants as provided above who meet the minimum qualifications as posted, or repost the position, or determine not to fill the vacancy. Any employee who is disqualified by the Employer during the trial period shall be given may request and will receive the reasons in writing and shall have the option of filing a grievance to be heard at the fourth (4th) step of the grievance process. When a person accepts and begins work in a job in a higher pay level, she/he they shall be placed at the lowest step of the higher pay level which is at least one dollar fifty cents ($1.50) higher than the person's their current step. Current employees chosen to fill a vacancy in the same classification and level shall not be eligible to apply for another position in the same classification and level for a period of six (6) months from the date of the previous lateral (same classification and level) move. Exceptions may be made upon mutual agreement between the Local Union President (or designee) and the College’s Chief Vice Chancellor for Human Resources Officer (or designee). An internal applicant applying as an external candidate must meet the minimum requirements employee selected for the external posting. Those candidates will be granted an interview. Probationary employees applying as external applicants will not receive this preference. An employee who successfully bids on a vacancy shall not be eligible for another position during the trial period, unless mutually agreed to by the Local Union President (or designee) and the College’s Chief Vice Chancellor for Human Resources Officer (or designee), or the employee is bidding applying for a higher classification, or the employee is the only internal applicant. The Local Union President shall receive a copy of all job postings electronically. In the event the Employer does not intend to fill a vacant position, the Local Union President will be notified by the Human Resources Department. The Employer shall be responsible for interviews of applicants and shall make the decisions, using all pertinent information and data affecting this Article. Long-Term Disability vacancies; see Article 28, Paid Sick LeaveLeave When the College determines that a part-time position should become a full-time position, the position shall be posted as above if there is no incumbent or if the incumbent has been in the position for less than two years equated. If the incumbent has been in the position for two or more years equated, the College shall offer the full-time position to that incumbent before posting the position. If a part-time incumbent is displaced or refuses that full-time position and if there are no part-time positions vacant in the employee’s representational area for which the individual qualifies, employee positioning per Article 18 shall apply.