Common use of Vacancies Clause in Contracts

Vacancies. 21.01 All vacancies, term positions and new positions which fall within the scope of this Agreement shall be posted for a minimum of seven (7) calendar days. Term positions of less than ninety (90) days shall not be required to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.

Vacancies. 21.01 All vacancies‌ 12.01 If there is a vacancy in a Continuing or Sessional position which Western decides to fill, term positions the vacancy shall be filled as follows: a) Employees on Displacement (Article 14), Recall (Article 15) and new positions Preferred Placement (Article 16) at the time of the decision to fill the vacancy will be considered for the vacant position in accordance with the applicable Article. In such cases, skill, ability and qualifications to satisfactorily perform the requirements of the vacant position shall be the determining factor, except where the skill, ability, and qualifications of such employees are relatively equal, in which fall within case the scope of employee with the greater Seniority shall be identified. The candidate with the most Seniority between the two employees identified in this Agreement subclause will be placed into the vacant position. If the position is not filled through this process, then; b) The position will be posted in accordance with Article 12.03 a). If a vacancy caused by events such as promotion, resignation, retirement, discharge or transfer is filled on an appointed basis, the University has ninety (90) working days to fill the vacancy in accordance with this Article. Where exceptional circumstances exist, Western may request that UWOSA extend this notice period. UWOSA shall not unreasonably deny such a request. 12.02 If there is a vacancy in a Term position, which Western decides to fill, the vacancy shall be filled as follows: a) In accordance with Article 15.08, and if the position is not filled through this process, then: b) The position will be posted in accordance with Article 12.03 a), and filled with a candidate who has the skill, ability and qualifications to perform the work. c) Continuing or Sessional employee applicants are welcome to apply per Article 55. 12.03 a) The position will be posted for a minimum of seven (7) calendar days. Term positions of less than ninety (90) days shall not be required to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded on the World Wide Web linked to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interviewhome page. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.

Vacancies. 21.01 All vacancies, term positions and (a) In the case of permanent vacancies or a new positions which fall position within the scope bargaining unit, the Employer will post notice of this Agreement such vacancies for a period of ten (10) calendar days prior to making an appointment to any such position. The Employer may temporarily fill a vacancy for thirty (30) calendar days. A copy of such notice shall be given to the Local Union. If no qualified employee applies, the Employer may then hire a new employee. The names of the successful applicant(s) shall be posted by the Employer. An employee can exercise her/his seniority rights to apply for either full-time or part-time positions. Subsequent vacancies created by the filling of a minimum of posted vacancy are to be posted for seven (7) consecutive calendar days. (b) Staff changes, transfers or promotions within the bargaining unit shall be based upon the following factors: i) Qualifications ii) Ability, experience and performance iii) Seniority Where the results of factors "1" and "2" are relatively equal, factor "3" shall govern. Term positions However, if senior applicants are refused a position they will be given the reason for such refusal in writing. (c) An Application for Transfer system will be established. Under such a system, any employee will be able to fill out an appropriate form indicating her/his interest and her/his application shall be considered as though she/he had made it at the time of less than ninety posting, when a permanent vacancy occurs, and has been posted. (90d) Temporary vacancies which occur because of sickness, accident or leave of absence which are not expected to exceed forty-five (45) days shall not be required to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state at the closing date for applications, the location discretion of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent Employer. In filling such vacancies consideration shall be given to fullpart-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be employees in the bargaining unit on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factorseniority. 21.04 The name (e) An employee who is absent due to leave of absence or illness shall have the successful applicant, posting number and right to return to her/his former position as shall the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7employee(s) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interviewfill temporary vacancies. 21.05 A term position shall be for a specific period of time(f) Notwithstanding layoff notices or there being employees on layoff, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting requirements under this article must be followed prior to any employee being recalled from layoff. (g) A part-time employee who fills a temporary full-time position will be considered part-time and will be covered by the provisions of the collective agreement that relate to part-time. (h) Any temporary full-time position will be reposted when any individual has been in the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice position for period of two (2) weeks years. If the incumbent in the temporary full-time position is the successful applicant, the following will apply: Where a part-time employee fills a temporary full-time position for a period of two (2) years the following will apply at the end of the two (2) year period and for the duration of the temporary full-time position: i) The employee will retain her part-time status but will be covered by the provisions of the Collective Agreement that relate to full- time. ii) The employee will be entitled to all benefits to which a full-time employee has entitlement including paid holidays, sick leave entitlement, paid vacation and all benefits under Article 17. iii) The employee will not receive percent in lieu or one percent payment for vacation pay periodwhile she is receiving the benefits of a full-time employee. iv) The employee will accumulate seniority and service at the same rate as a full-time employee i.e. 1950 hours per year during the time she fills the temporary full-time position. v) At the end of the temporary full-time position, whichever is longerthe employee will return to her part time position and will be covered by the provisions of the Collective Agreement that relates to part-time. vi) If the position becomes a permanent full-time position, it will be posted in accordance with Article 11.04 (a). (iia) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term i) An employee who is a “compassionate care leave term” which will expire subject transferred to a minimum position outside of forty-eight the bargaining unit for a period of not more than three (483) hours notice. (iii) Other situations where the Employee fills a term position due months, or is seconded to another Employee teach for an academic year shall not suffer any loss of seniority, service or benefits. An employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject transferred to a minimum position outside of forty- eight the bargaining unit for a period of more than three (483) hours notice. 21.06 When months, but not more than one (1) year shall retain, but not accumulate, her or his seniority held at the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days time of making such selection and provide the Employee's name. 21.07 transfer. In the event that one the employee is returned to a position in the bargaining unit, she or more Employee(she shall be credited with seniority held at the time of transfer and resume accumulation from the date of her or his return to the bargaining unit. An employee must remain in the bargaining unit for a period of at least three (3) are on months before transferring out of the re-employment list under Article 24, bargaining unit again or she or he will lose all seniority held at the Employer shall not be required to post time of the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04subsequent transfer.

Vacancies. 21.01 All vacancies, term positions 10.1.1 No person shall be appointed to a vacancy in the PWU - CUPE Local 1000 jurisdiction until all qualified PWU - CUPE Local 1000 represented applicants have been selected. This restriction is limited to situations involving inter-union jurisdiction and new positions which fall does not apply to non-union personnel. Temporary employees will be given fair and objective consideration over external applicants. 10.1.2 If an employee is appointed to a vacancy within the scope PWU - CUPE Local 1000 jurisdiction from a bargaining unit which restricts seniority in the Company to its own membership, his/her seniority will be limited to service within the PWU - CUPE Local 1000 bargaining unit. 10.1.3 In filling vacancies within the PWU - CUPE Local 1000 bargaining unit, the Company will take into consideration whether the vacant position is supervisory or non-supervisory. The following will apply: (a) Supervisory Positions 1. In considering applicants for supervisory positions, primary consideration should not be given to seniority but to personal qualities such as leadership, reliability, judgment, ability to organize and instruct and an understanding and a display of the practice of good human relations. For supervisory positions, an endeavour will be made to select the most promising candidate. 2. Only those individuals satisfactorily possessing the above characteristics, as assessed by the Company, should be considered. Where practicable, applicants for supervisory positions should be interviewed by the supervisor responsible for the selection. Seniority will govern only in cases where there does not appear, in the Company's opinion, to be much difference in qualifications. 3. For the purpose of this article, supervisory positions will include: (a) Senior Inspector (b) Clerical-technical jobs which are credited with degree 3 or higher in the Responsibility for Supervision factor of the Clerical-Technical Job Evaluation Plan. 4. The Selection Process for CSS Sales Inspector, CSS Delivery Inspector and Training Inspector and Field Electrical Approvals Inspector positions is as per the following: • Joint Agreement shall on Selection Criteria – Including Supervisory Criteria • Communicate Job Availability Criteria to Staff • Advertise Positions for Vacancies, or • Communicate availability for re-assignments to affected local Team Member(s) • Interview Candidates • Selections based on “best matching criteria” • Provide feedback and development package to non- selected applicants • All paid the same ~ FEAI, Inspector, CSS Sales, CSS Delivery and Training Inspectors Note: The CSS Sales Inspector, CSS Delivery Inspector, Training Inspector and Field Electrical Approvals Inspector will be posted considered equal classifications to the Wiring Inspector for a minimum the purposes of seven Article 11 (7) calendar daysSurplus Staff Procedure). 5. Term The provisions of Article 10.1.3 A-3 above will not affect the status of incumbents for Union representation or the future posting of vacancies as they may occur. 6. Appointments to positions above the jurisdiction of less than ninety (90) days the Union shall not be required subject to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applicationsGrievance Procedure. However, the location Company will give due consideration to representations of the position, the classification, the duties and responsibilities Union where there is evidence of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant obvious irregularities or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longerdiscrepancies. (iib) In case Non-Supervisory Positions Exceptions: Positions identified in Section 10.2 of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Codethis Article. 1. The Employer shall state on Company will use all available information and determine those applicants who are qualified to fill the vacancy. One of the requisites is the minimum years of experience as set out in the job posting that specification. Before any consideration is given to seniority the said term is supervisor responsible for making the selection must determine, from the list of applicants, those employees who have the qualifications to do the job satisfactorily. A recommendation by the supervisor should then be made from the qualified employees, overall seniority being the governing factor. An employee's experience with another company will be taken into consideration in determining his/her qualifications for a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours noticeposition. (iii) Other situations where the Employee fills a term position due 2. Tenure The senior qualified candidate will be selected to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on providing that he/she satisfies one of the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.following criteria:

Vacancies. 21.01 All vacanciesSection 1. The Board of Education shall adopt specifications, term positions and new positions which fall within the scope description of this Agreement shall be posted for a minimum of seven (7) calendar days. Term positions of less than ninety (90) days shall not be required to be posted or filled with the process set forth belowduties, responsibilities, requirements, and may desirable qualifications. Section 2. It is encouraged that vacancies be filled by way of temporary assignment or external hirebargaining unit staff. 21.02 Section 3. Whenever the Board determines that a vacancy exists or creates a new bargaining unit position, the responsible Board authority shall notify the OAPSE president and post the job opening in all Keystone school buildings and on the district website for five (5) working days and if during the summer months, provide employees with notification via e-mail. The posting shall state specify the closing date for applications, the location title of the position, location and standard and/or special qualifications required for that position. Salary and benefits shall be according to the classification, Negotiated Agreement. A job description shall also be available at the duties and responsibilities of Board Office. In selecting an employee for the vacant position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM Board shall use the following procedure. A. The vacant position shall be provided with a copy of all postings awarded to the employee/s within the present classification, so long as they the employee/s are issuedqualified. Practice descriptions Qualifications shall be available determined by the Superintendent and shall be included and/or referenced in the job posting. An employee’s attendance record shall not be a qualification to applicants be considered when filling a vacant position; however, discipline based upon requestan employee’s attendance may be considered when filling a vacant position. Special needs paraprofessionals may be required to have additional certifications/training to qualify for the position; such certifications/ training shall be determined by the student/s IEP. If the additional certifications/training can be accomplished within a reasonable amount of time so that it would not interfere with the needs of the child, the Board shall not use such certifications/training in determining qualifications for the vacancy. 21.03 The selection of Employees for vacant or new positions B. If more than one employee within the same classification requests the vacancy in writing, the most qualified employee, as determined by the Superintendent, shall be on awarded the basis of qualifications, ability, and prior work performanceposition. Where If the Superintendent determines that two or more applicants are considered relatively equal using equally qualified, he/she shall award the position to the employee with the highest classification seniority. C. If the vacant position is not filled by an employee within the classification, it shall then be offered to other employees in the bargaining unit. If more than one employee within the bargaining unit applies for the position, the most qualified employee, as determined by the Superintendent, shall be awarded the position. If the Superintendent determines that two or more applicants are equally qualified, he/she shall award the position to the employee with the highest seniority. Qualifications shall be determined by the Superintendent and included and/or referenced in the job posting. D. If an employee is not selected through the above assessment criteriaprocess, seniority the Board may fill the position with a newly hired employee. If a current employee and an outside candidate are equally qualified the position will be awarded to the current employee. E. When an employee takes a position in a new classification he/she shall be placed at the determining factorsalary step which is equal or closest to his/her hourly rate in his/her previous position. 21.04 The name of the successful applicant, posting number and the position awarded will Section 4. Substitutes shall not be posted in an electronic format accessible used to all Employees fill vacant positions for a period of seven more than forty (740) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) monthswork days, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longerupon. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.

Vacancies. 21.01 All vacancies, term 10.1.1 No person shall be appointed to a vacancy in the PWU - CUPE Local 1000 jurisdiction until all qualified PWU - CUPE Local 1000 represented applicants have been selected. Non-represented employees may be appointed to positions and new positions which fall within the scope PWU’s jurisdiction but will only be able to use that portion of their service which was acquired while a member of the PWU. 10.1.2 If an employee is appointed to a vacancy within the PWU - CUPE Local 1000 jurisdiction from a bargaining unit which restricts seniority in the Company to its own membership, his/her seniority will be limited to service within the PWU - CUPE Local 1000 bargaining unit. A non-represented employee appointed to a vacancy within the PWU bargaining unit after April 1st, 2009 shall have his/her seniority limited to seniority earned in the PWU bargaining unit. 10.1.3 In filling vacancies within the PWU - CUPE Local 1000 bargaining unit, the Company will take into consideration whether the vacant position is supervisory or non-supervisory. The following will apply: (a) Supervisory Positions 1. In considering applicants for supervisory positions, primary consideration should not be given to seniority but to personal qualities such as leadership, reliability, judgment, ability to organize and instruct and an understanding and a display of the practice of good human relations. For supervisory positions, an endeavour will be made to select the most promising candidate. 2. Only those individuals satisfactorily possessing the above characteristics, as assessed by the Company, should be considered. Where practicable, applicants for supervisory positions should be interviewed by the supervisor responsible for the selection. Seniority will govern only in cases where there does not appear, in the Company's opinion, to be much difference in qualifications. 3. For the purpose of this Agreement shall be posted article, supervisory positions are full time supervisors as defined in Article 8 and for a minimum Nuclear will include: (a) FLMa(s) (for example control, mechanical, clerical, civil, Supervising Nuclear Operator (SNO), etc.) (b) Authorized Nuclear Operator 4. The provisions of seven (7) calendar daysArticle 10.1.3 A-3 above will not affect the status of incumbents for Union representation or the future posting of vacancies as they may occur. 5. Term Appointments to positions above the jurisdiction of less than ninety (90) days the Union shall not be required subject to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applicationsGrievance Procedure. However, the location Company will give due consideration to representations of the position, the classification, the duties and responsibilities Union where there is evidence of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant obvious irregularities or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longerdiscrepancies. (iib) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards CodeNon-Supervisory Positions 1. The Employer shall state on Company will use all available information and determine those applicants who are qualified to fill the vacancy. One of the requisites is the minimum years of experience as set out in the job posting that specification. Before any consideration is given to seniority the said term supervisor responsible for making the selection must determine, from the list of applicants, those employees who have the qualifications to do the job satisfactorily. A recommendation by the supervisor should then be made from the qualified employees, overall seniority being the governing factor. An employee's experience with another company will be taken into consideration in determining his/her qualifications for a position. 2. The senior qualified candidate will be selected to the vacancy with the following exceptions: The Company may request a waiver of Posting and/or Selection from PWU - CUPE Local 1000 when there are medical reasons related to the employee or his/her immediate family, as verified by the Chief Physician/Manager of the Health Services Department. If the waiver request is a “compassionate care leave term” which agreed to by the Union, the employee will expire subject be appointed to the position. Management reserves the right to restrict the transfer of successful applicants to a minimum vacancy that represents a lateral or demotion. Prior to imposing this restriction, management will consider a delayed transfer, taking into account the availability of forty-eight (48) hours notice. (iii) Other situations where suitable replacements to allow for the Employee fills a term position due to another Employee who is absent that the Employer expects to returndelay. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one there are no reasonable alternatives to permit the transfer or more Employee(s) are on delay, management reserves the re-employment list under Article 24right to restrict the transfer of the candidate to a lateral or demotion, where the Employer shall transfer would reduce the capability in a given classification below a level necessary for the effective continued operation of the sending department. Employees will receive written notice from his/her supervisor if their transfer is delayed or voided because they cannot be required to post the vacancy until each Employee on the re-employment list released. A copy of this written notice is determined to be unqualified or has declined an offer made pursuant given to Article 24.04the Chief Xxxxxxx.

Vacancies. 21.01 A. A vacancy shall be defined as a newly created position within a classification represented by the Association in this bargaining unit or a present position within a classification represented by the Association in this bargaining unit which position becomes vacant by reason of the permanent separation (resignation, death, discharge) of the bargaining unit member formerly in said position. B. All vacancies, term positions and new positions which fall within the scope of this Agreement vacancies shall be posted for a minimum of seven (7) calendar daysworkdays before being filled. Term positions of less than ninety (90) days The Association President shall not be required to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with receive a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be posting(s) on the basis of qualifications, ability, and prior same day the posting is distributed to the various work performancesites. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded Vacancies will also be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not on the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the requestDistrict’s website. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer Board shall not be required to post more than one (1) vacancy resulting from the successful bidding or transfer of a bargaining unit member to a vacant position during the regular school year. There shall be no requirement to post vacancies, as defined above, where the position may be filled by return of a bargaining unit member from leave of absence or by recall from layoff. C. After the expiration of the posting period the Board may fill the position by transfer of an employee within the classification or by awarding the position to another applicant. In making the decision to award the position to an applicant, or transfer an employee within the classification the Board will consider the certification, job classification, qualifications, skills, abilities and experience of the applicants including the length of service in the Intermediate School District and other relevant factors. When the above criteria are equal, the applicant having the greatest amount of seniority will be awarded the position. The applicant selected shall be notified of his/her selection and the time and place to report for work. The decision of the Board in filling the position shall be final. D. Employees desiring to apply for an initial vacancy until each Employee on must apply using the re-employment list application process designated by the District within the posting period. E. Employees awarded a vacancy within their present classification in accordance with the terms of this Article will be granted a five (5) work day trial period to determine: 1. Ability to perform the job, and 2. Desire to remain in the new job At the close of or during the trial period, the Board may return the employee to his/her former position if he/she is determined unable to perform the job, in the Board's judgment. That determination shall not be unqualified or grievable. The trial period shall be fifteen (15) work days where an existing employee is awarded a vacancy in another classification. The employee may voluntarily transfer to his/her former position at any time during the trial period. During the trial period, the Board may utilize a substitute in the former position of the employee who has declined an offer made pursuant to Article 24.04been awarded the vacancy.

Vacancies. 21.01 All vacanciesDefinition: A vacancy will be considered to exist if a current employee resigns, term retires, is terminated, is transferred, is promoted unless said position is eliminated, or if a new position is created and the Employer determines to fill such openings. 17.01 It is specifically understood that an employee must be qualified for the position as determined by the employer that he/she applies for pursuant to this article. Members of the bargaining unit shall be given preference for vacant positions if the skills, ability, experience and new positions which fall qualifications are equal between an internal applicant and an outside applicant. 17.02 In the event that a vacancy exists within the scope of this Agreement Bargaining Unit, and the Employer determines to fill the vacancy, employees within the Unit will be given the opportunity to bid for the position through the posting procedure. All vacancies shall be posted for a minimum of seven within fifteen (715) calendar working days. Term positions of less , but no sooner than ninety fifteen (9015) working days shall not be required prior to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hireneed to fill the position. 21.02 The 17.03 Copies of each posting shall state the closing date for applications, the location of the position, the classification, the duties will be supplied to each building and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible a location readily available to all Employees employees working in that building. The posting will remain posted for a period of seven five (75) calendar working days with prior to filling such vacancy. 17.04 Vacancy postings will include the type of position, location of work, hours, and will set forth the minimum requirements and duties for the position. 17.05 Filling of a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant vacancy shall be entitled to consult with the hiring Manager. Such consultation will take place done within two fifteen (215) weeks working days of the request. The purpose closing of the consultation posting for the position except in those instances where, due to a lack of qualified applicants, the Board determines to not fill the position. It is further acknowledged that the fifteen (15) day time limit, above specified, will be reasonably extended to provide necessary time to enable the Board of Education to meet in session to approve the filling of newly created positions. 17.05.01 Should more than one (1) present Employee from within the same classification bid on a vacancy the more senior Employee shall be to provide granted the Employee with constructive feedback regarding their applicationposition. Vacancies within the bargaining Unit will be made on a seniority basis when other relevant qualifying factors, such as education, attendance, experience and training, are equal. 17.05.02 An unsuccessful applicant may inquire employee filling a vacancy in a classification different than the one presently held shall be placed on the lowest step of the hiring Manager or salary schedule of the Human Resources Consultant as to why they were not selected for an interviewnew position which will provide a raise over the previous pay rate. 21.05 A term position shall 17.06 When a new job is placed in the Unit and cannot be for properly placed in an existing classification, the Board will establish a specific period of timeclassification and rate structure to apply. In the event the Union does not agree that the classification and rate are proper, the Board agrees that up to a maximum three (3) representatives of twelve the Board will meet with up to three (123) months, unless mutually agreed by PCAM representatives of the Union to discuss such classifications and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longerrates. (ii) In case of replacement of an Employee on compassionate care leave 17.07 Employees interested in a vacancy will apply for the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on vacancy using the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of fortydistrict on-eight (48) hours noticeline application system. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 17.08 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list an employee is determined to be unqualified absent for four (4) weeks or longer, or has declined an offer made pursuant to Article 24.04.been absent for four (4) weeks, his/her position will be posted as a temporary position within five

Vacancies. 21.01 All vacanciesDefinition: A vacancy will be considered to exist if a current employee resigns, term retires, is terminated, is transferred, is promoted unless said position is eliminated, or if a new position is created and the Employer determines to fill such openings. a. It is specifically understood that an employee must be qualified for the position as determined by the employer that he/she applies for pursuant to this article. Members of the bargaining unit shall be given preference for vacant positions if the skills, ability, experience and new positions which fall qualifications are equal between an internal applicant and an outside applicant. b. In the event that a vacancy exists within the scope of this Agreement Bargaining Unit, and the Employer determines to fill the vacancy, employees within the Unit will be given the opportunity to bid for the position through the posting procedure. All vacancies shall be posted within fifteen (15) working days, but no sooner than fifteen (15) working days prior to the need to fill the position. c. Copies of each posting will be supplied to each building and will be posted in a location readily available to all employees working in that building. The posting will remain posted for a period of five (5) working days prior to filling such vacancy. d. Vacancy postings will include the type of position, location of work, hours, and will set forth the minimum requirements and duties for the position. e. Filling of seven a vacancy shall be done within fifteen (715) calendar daysworking days of the closing of the posting for the position except in those instances where, due to a lack of qualified applicants, the Board determines to not fill the position. Term positions It is further acknowledged that the fifteen (15) day time limit, above specified, will be reasonably extended to provide necessary time to enable the Board of less Education to meet in session to approve the filling of newly created positions. i. Should more than one (1) present Employee from within the same classification bid on a vacancy the more senior Employee shall be granted the position. Vacancies within the bargaining Unit will be made on a seniority basis when other relevant qualifying factors, such as education, attendance, experience and training, are equal. ii. An employee filling a vacancy in a classification different than the one presently held shall be placed on the lowest step of the salary schedule of the new position which will provide a raise over the previous pay rate. f. When a new job is placed in the Unit and cannot be properly placed in an existing classification, the Board will establish a classification and rate structure to apply. In the event the Union does not agree that the classification and rate are proper, the Board agrees that up to three (3) representatives of the Board will meet with up to three (3) representatives of the Union to discuss such classifications and rates. g. Employees interested in a vacancy will apply for the vacancy using the district on-line application system. h. In the event that an employee is to be absent for four (4) weeks or longer, or has been absent for four (4) weeks, his/her position will be posted as a temporary position within five (5) working days of the Employer's determination to fill the vacancy i. Employees absent for ninety (90) consecutive calendar days shall will not be required to be posted or filled with guaranteed the process set forth below, and may be filled by way of temporary assignment or external hiresame position they left. 21.02 The posting shall state i. As the closing date result of the return of an employee off for applicationsninety (90) consecutive calendar days or more due to a Workers' Compensation injury, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent employee will return to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on process: An available vacancy in the job posting that classification, their previous position, bump the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longerleast senior person in the classification. j. The District may employ temporary, substitute or non-union employees. However, in no case will the period of employment of these temporary employees exceed ninety (ii90) consecutive calendar days. In no case shall a temporary employee replace a permanent employee. If the period of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is employment for a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.temporary employee must exceed ninety

Vacancies. 21.01 A. All vacancies, term positions classification vacancies in the bargaining unit (both full-time and new positions which fall within part-time) shall be made known to the scope of this Agreement existing staff as soon as these vacancies become known. Notices shall be posted on the bulletin boards of all schools when school is in session, and at the Central Administration Building at all times for a minimum of seven five (75) calendar working days, except in emergency situations. Term positions of less than ninety (90) days shall When a staff member who plans to retire or resign has sufficient reason for requesting that the vacancy not be required to announced before a specified time, that request will be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hirehonored. 21.02 B. The posting of vacancies or recommended new classification shall state occur prior to the closing date interviewing of any applicant for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to a specific full-time (EFT)or part-time classification and prior to the solicitation of applicants from outside sources. Such postings shall include classification/position title, rate of pay, hours of work and salary rangeminimum qualifications, if applicable. PCAM shall be provided with The term "solicitation" used in this paragraph is designed to mean action on the part of the administration to seek applicants, rather than applicants seeking a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon requestposition. 21.03 The selection C. This policy is intended to communicate with the staff as fully as possible on classification vacancies and does not, nor should not; restrict the administrative staff in emergency situations. Members of Employees for vacant or new positions the existing staff who are interested in any vacancies shall be submit a written statement indicating the classification desired and their qualifications within five (5) working days after the posting. D. Employer shall select the senior most qualified employee who has bid on the basis position established by the Board. Any employee so selected will be placed on the appropriate pay level of qualifications, ability, and prior work performancethe new position. Where If the employer determines that two or more applicants are considered relatively equal using equally qualified for the above assessment criteriaposition, the employer shall use seniority shall be within the department as the determining factor. 21.04 The name of the successful applicant. If no applicant meets Board established qualifications, posting number and the position awarded outside applicants will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAMsought. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are an employee is promoted to a higher rated classification, he/she will be placed on the re-employment list under Article 24step of the new classification that has the rate closest to, and greater than, the Employer shall not rate he/she was previously receiving. If an employee moves to a lower rated classification, he/she will be required to post the vacancy until each Employee placed on the re-employment list is determined to be unqualified or step of the new classification that has declined an offer made pursuant to Article 24.04the rate closest to, but less than, the rate he/she was previously receiving.

Vacancies. 21.01 All vacancies, term 10.1.1 No person shall be appointed to a vacancy in the PWU - CUPE Local 1000 jurisdiction until all qualified PWU - CUPE Local 1000 represented applicants have been selected. Non-represented employees may be appointed to positions and new positions which fall within the scope PWU’s jurisdiction but will only be able to use that portion of their service which was acquired while a member of the PWU. 10.1.2 If an employee is appointed to a vacancy within the PWU - CUPE Local 1000 jurisdiction from a bargaining unit which restricts seniority in the Company to its own membership, his/her seniority will be limited to service within the PWU - CUPE Local 1000 bargaining unit. 10.1.3 In filling vacancies within the PWU - CUPE Local 1000 bargaining unit, the Company will take into consideration whether the vacant position is supervisory or non-supervisory. The following will apply: (a) Supervisory Positions 1. In considering applicants for supervisory positions, primary consideration should not be given to seniority but to personal qualities such as leadership, reliability, judgment, ability to organize and instruct and an understanding and a display of the practice of good human relations. For supervisory positions, an endeavour will be made to select the most promising candidate. 2. Only those individuals satisfactorily possessing the above characteristics, as assessed by the Company, should be considered. Where practicable, applicants for supervisory positions should be interviewed by the supervisor responsible for the selection. Seniority will govern only in cases where there does not appear, in the Company's opinion, to be much difference in qualifications. 3. For the purpose of this Agreement shall be posted article, supervisory positions will include: (a) Union Trades Supervisor - Level 3 and higher positions in the trades (b) Clerical-technical jobs which are credited with degree 3 or higher in the Responsibility for a minimum Supervision factor of seven (7) calendar daysthe Clerical-Technical Job Evaluation Plan. 4. Term The provisions of Article 10.1.3 A-3 above will not affect the status of incumbents for Union representation or the future posting of vacancies as they may occur. 5. Appointments to positions above the jurisdiction of less than ninety (90) days the Union shall not be required subject to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applicationsGrievance Procedure. However, the location Company will give due consideration to representations of the position, the classification, the duties and responsibilities Union where there is evidence of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant obvious irregularities or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longerdiscrepancies. (iib) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of fortyNon-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.Supervisory Positions

Vacancies. 21.01 All vacancies49.01 If a position becomes vacant at short notice, term positions the Employer shall make every reasonable effort to provide temporary coverage to avoid changes to approved leave. 49.02 When the Employer wishes to keep a position vacant for any reason for longer than two (2) months, the Union shall be advised, in writing, of such decision and new positions which fall within the scope reason for such decision. It is understood where such deliberate vacancies are created by the Employer, they shall not be used as a basis for denial of this Agreement leave for operational reasons, or for changes to approved leave. 49.03 Every vacancy for a position expected to be of more than six (6) months duration and every newly created position shall be posted for a minimum of seven (7) calendar dayson the Union notice Board. Term positions of less than ninety (90) days shall not be required to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The job posting shall state the job classification, rate of pay, shifts, required qualifications for the position and the closing date for applications, . An Employee who wishes to apply for a posted position shall do so before the location of closing date as advertised on the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary rangeposting. PCAM All vacancies shall be provided with advertised internally for one (1) week prior to the external advertising. 49.04 All employees who apply for a copy of all postings as they are issued. Practice descriptions job posting shall be available considered to applicants upon request. 21.03 The be candidates in the selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, process and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult have their qualifications for the position(s) assessed by the Employer. The qualifications of the candidates will be evaluated against the posted qualifications for the position(s). The applicant with the hiring Managermost seniority meeting the required posted qualifications shall be awarded the position. Such consultation will take place within two (2) weeks Where none of the requestcandidates meet the qualifications and requirements of the position(s), the Employer may cancel the posting, re-post the position, or recruit from outside to fill the position(s). The purpose candidate(s) in the Bargaining Unit shall be advised of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire results of the hiring Manager or competition as soon as practicable after the selection is made. 49.05 Upon completion of a competition and when a candidate has been offered and has accepted a position, the Human Resources Consultant Resource Department shall notify all other candidates, in writing, who is the successful candidate in the competition. Should any of the unsuccessful candidates have any queries as to why they were not selected for an interviewunsuccessful, they may contact the Human Resource Department, who will then answer any questions regarding that particular applicant's candidacy. 21.05 A term position 49.06 No Employee shall be for a specific period of time, up transferred to a maximum of twelve (12) months, unless mutually agreed by PCAM and position outside the Employer to extend. The maximum duration as per above shall not apply in the following situations:Bargaining Unit without his or her consent. (i) In case of replacement of an 49.07 No Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on transferred to another position within the job posting that the said term is a “MaternityBargaining Unit without his/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longerher consent. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer 49.08 New Employees shall not be required hired when there are Employees on lay off who are qualified and willing to post perform the vacancy until each Employee job. 49.09 Nothing in this Agreement shall prevent the Employer from hiring persons outside the Bargaining Unit. 49.10 Employees on the re-employment list is determined initial probation shall not be eligible to be unqualified or has declined an offer made pursuant to Article 24.04apply on job competitions.

Vacancies. 21.01 All vacancies, term positions A. A vacancy shall be defined as either a newly created position or a current unoccupied position which the Employer intends to fill. The Board shall determine if and new positions which fall within the scope of this Agreement when a position is to be filled or eliminated. B. Vacancies shall be posted in each building, including the Education Center, for seven [7] workdays and shall state the number of daily hours and the weekly total number of hours in the assignment. C. Interested bargaining unit members may submit a written application/letter of interest for a minimum vacancy to the Human Resources Office within the seven [7] day posting period. Vacancies shall be awarded based upon the factors of seven (7) calendar daysan individual’s ability and willingness to perform the work, the individual’s prior work experience and history, and seniority considering the qualifications for the vacancy as determined by the Employer. Term Qualifications shall be defined as possessing the skills required to do the job as listed on the job posting and as set forth in the required qualifications listed in the job description. If the foregoing factors are determined by the Employer to be substantially equal, then the most senior internal applicant will be awarded the position. Should no qualified bargaining unit member apply, the Employer may consider external applicants. The District reserves the right to administer testing in the areas of reading, language and/or mathematics to all external applicants. Such testing may be a qualification for any position to determine whether candidates possess grade level competencies in such subjects as required by the position for which they are applying. An individual may request to be re-tested at the time of any subsequent vacancy for which the applicant is interested. Upon written request to the Human Resources Department, an applicant shall be informed of the identity of the individual filling the vacancy. When a vacancy is intended to be filled on a permanent basis, the Employer shall have the right to place a substitute in the position. However, the Employer will not continue the use of a substitute beyond sixty [60] workdays. If at the end of this sixty [60] workday period there are no qualified applicants, the Employer may repost and continue the use of a substitute for another sixty [60] day period. D. Employees will be allowed to maintain more than one position within the bargaining unit, provided that the hours of work and the job requirements do not conflict with one another. In no case will the hours total more than forty [40] hours per week. The rate of pay for each position shall be in accordance with the appropriate rate set forth in Article 14. E. Employees may apply for positions of less than ninety (90) days within the District which are outside the bargaining unit. In the event the employee is offered and accepts such a position, seniority and other rights accrued while assigned within the bargaining unit shall be frozen. Paraeducators not in the bargaining unit may return or enter the bargaining unit, and at such time shall enter with such frozen seniority, should there be a vacancy as set forth in this Agreement. The above shall not be required interpreted to be posted disadvantage any current bargaining unit member. Current bargaining unit members shall have the first opportunity for a vacancy, former bargaining unit members with frozen seniority shall have the next opportunity for a vacancy, with external individuals thereafter having the opportunity. F. The Employer reserves the right to assign or filled transfer bargaining unit members. G. When, in the Administration’s determination, the current assignment of a bargaining unit member does not meet the needs of that position, the Administration shall meet with the process set forth below, bargaining unit member to attempt to resolve the matter. The bargaining unit member may request and have an Association representative attend this meeting. If the situation is one which in the Administration’s determination may be filled resolved by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applicationsan improvement period, the location Administration shall identify the needs of the position, the classificationimprovement needed, and establish a timeframe for improvement. If the situation is not one which in the Administration’s determination may be resolved by an improvement period, then the Administration shall have the right to address the situation by reassignment and may involuntarily transfer the bargaining unit member. Involuntary transfers are not subject to the grievance procedure except as to whether the above procedure was followed. H. When job descriptions are developed and/or revised, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM Association shall be provided with given a copy of the revision. If requested, a meeting with the Association will be scheduled to review the revision and to discuss the job description prior to finalization. A required qualification for all postings as they are issued. Practice descriptions newly hired Paraeducators shall be that the individual is qualified and available to applicants upon requestperform the work of student instructional support, student living assistance, student community-based support and student behavior management, as set forth in the job description. 21.03 The selection of Employees for vacant or new positions I. A Title I Paraeducator who fails to satisfy Federal and State qualifications shall be placed on layoff if there is no vacancy for which she/he is qualified and able to perform the duties. Upon the Title I Paraeducator’s successful completion of the requirements for ESEA/NCLB, said employee shall be eligible for recall to a vacancy on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factorseniority. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.

Vacancies. 21.01 1. All vacancies, term positions and new positions which fall within the scope of this Agreement shall be posted for the duration of three (3) work days and shall include the following information: a) Title and Classification (see Appendix A) b) Wage Schedule (see Appendix B) c) Hours and Length of Position (see Article XIII) d) Effective Date of Transfer/Employment (see Article V, Section B5) 2. The Board shall deliver via electronic mail a minimum copy of seven (7) calendar dayseach posting to all active bargaining unit members. 3. Term positions All vacancies shall be filled from those secretaries who apply in writing and meet the posted qualifications. 4. The Board reserves the right to withdraw and/or not fill a posted position if unforeseen circumstances warrant such action. It is understood, however, that the withdrawal of less than ninety (90) days a posting and/or not filling a vacancy shall not be required used under any circumstances to block qualified candidates access to such positions. Further, the Association shall be posted or filled with notified of the process set forth below, and may reasons for the withdrawal of any posting. 5. All vacancies will be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's nameexpiration date of the posting when qualified internal applicants have applied. 21.07 In 6. Positions may be staffed on a temporary basis during the event posting period. 7. Employees who upgrade their skills shall be allowed to submit evidence of such upgrades and it shall be included in their personnel files. 8. It is expected that one secretaries in a given school building may assist each other with their duties from time to time, or more Employee(s) are on that such secretaries may be assigned special projects at peak times which may not necessarily reflect their normal day to day job responsibilities. 9. If no qualified secretaries apply or if all who apply fail to meet the re-employment list under Article 24posted qualifications, the Employer administration shall not be required to post staff the vacancy until each Employee on from among other qualified candidates. 10. The Board reserves the re-employment list is determined right to be unqualified eliminate positions for reasons of cost, changing organizational priorities, declining student enrollment, or has declined an offer made pursuant to Article 24.04similar reasons and nothing herein shall abridge such right.

Vacancies. 21.01 All vacanciesDefinition: A vacancy will be considered to exist if a current Employee resigns, term positions and retires, is terminated, is transferred, is promoted unless said position is eliminated, or if a new positions which fall position is created or reinstated. 15.01 In the event that a vacancy exists within the scope of this Agreement unit and the Employer determines to fill the vacancy, Employees within the unit will be given the opportunity to bid for the position through the posting procedure. All vacancies shall be posted within five (5) working days. 15.01.01 When a vacancy occurs within the bargaining unit and the contractual bidding process has been completed, an Employee working a split assignment shall nevertheless have the option to fill the position on the basis of seniority before an outside applicant is considered. 15.02 Copies of each posting are available on the district website. The posting will remain posted for a minimum period of seven five (75) calendar daysworking days prior to filling such vacancy. 15.03 Vacancy postings will include the type of position, location of work, shift, and will set forth the minimum requirements and duties for the position. 15.04 As a practice the filling of a vacancy shall be done within five (5) working days however, may take up to fifteen (15) working days of the closing of the posting for the position except in those instances where, due to a lack of qualified applicants, the Administration determines to not fill the position. Term positions It is further acknowledged that the fifteen (15) day time limit, above specified, will be reasonably extended to provide necessary time to enable the Board of Education to meet in session to approve the filling of newly created positions. Persons on leave can put in for a posting as long as they can fill the position within twenty (20) working days or less from the expiration of the posting. Employees on Workers Compensation leave are eligible for all postings. 15.04.01 Should more than one (1) present Employee from within the same classification bid on a vacancy the more senior Employee shall be granted the position provided the Employee is not currently on any type of corrective action plan. 15.04.02 When an Employee has applied for a different position, the Employee selected shall commence work no sooner than twenty-four (24) hours following notification. 15.04.03 An Employee filling a vacancy in a classification different than the one presently held shall be placed on the lowest step of the salary schedule of the new position which will provide a raise over their previous rate of pay. Example: Shift premium 15.05 When a new job is placed in the Unit and cannot be properly placed in an existing classification, Superintendent/designee will establish a classification and rate structure to apply. In the event the Unit does not agree that the classification and rate are proper, the Board agrees that up to three (3) representatives assigned by the Superintendent/designee from Administration will meet with up to three (3) representatives of the Union to discuss such classifications and rates. 15.06 Employees interested in a posted vacancy will apply for the vacancy using the on-line Job Application system. 15.07 In the event that an Employee is to be absent for four (4) weeks or longer, or has been absent for four (4) weeks, his/her position will be posted as a temporary position within fifteen (15) working days of the Employer's determination to fill the vacancy. (As a result of filling the vacancy by a member of the Unit, Section 15.04 of ARTICLE 15 will be applicable). 15.07.01 Employees absent for sixty (60) working days will be guaranteed the same position they left. However, Employees suffering from a Workers' Compensation injury will return to their assigned position for a period of up to one year from the date of injury. 15.07.02 Employees returning from a Workers’ Compensation injury absence of more than one year shall have the right to bump the least senior classification Employee in their area if no opening exists. 15.08 Employees off ninety (90) consecutive calendar days due to personal illness or on LTD shall not have the right to bump the least senior classification/group Employee in their area, if no open position exists. 15.09 Vacancies created by a Workers’ Compensation injury will be required limited to be posted or filled one (1) postings with the process set forth below, and may be filled by way of second (2nd) opening posted as a temporary assignment or external hireposition. 21.02 The posting shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with 15.09.01 Posted vacancies created by a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded Workers’ Compensation injury will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interviewclearly marked “Workers’ Compensation Injury Position”. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.

Vacancies. 21.01 All vacanciesSo long as FPA continues to beneficially own a “net long position” (as such term is defined in Rule 14e-4 of the Securities Exchange Act of 1934, term positions as amended, or the rules or regulations promulgated thereunder (the “Exchange Act”)) of at least 10% of the Company’s Common Stock (the “Minimum Ownership Threshold”), FPA shall have the right to propose up to three potential replacements that meet the Director Criteria for the New Independent Director or the 2017 Director Nominee, as applicable, should the original appointee vacate the position by resignation or otherwise (each, a “Substitute Nominee,” and new positions which fall within the scope of this Agreement shall be posted for a minimum of seven (7) calendar days. Term positions of less than ninety (90) days shall not be required to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applicationscollectively, the location “Substitute Nominees”). If the vacancy relates to the New Independent Director, the Nominating Committee shall, within a reasonable period of time following the submission of the positionSubstitute Nominees, recommend one of the Substitute Nominees for appointment to the Board. If the vacancy relates to the 2017 Director Nominee, the classificationNominating Committee shall, after sharing with FPA information pertaining to its final candidates for the vacancy and giving due and careful consideration to the Substitute Nominees, recommend a candidate for appointment to the Board to fill such vacancy (the “Replacement Nominee”). As promptly as practicable following the recommendation of either the Substitute Nominee or the Replacement Nominee to the Board, the duties and responsibilities of Board shall vote upon such the positionappointment to the Board, upon which appointment all references herein to the qualifications required“New Independent Director” or the “2017 Director Nominee,” as applicable, equivalent shall refer to full-time (EFT)such Substitute Nominee or Replacement Nominee, and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAMapplicable. Any Employee who was interviewed but was Substitute Nominee or Replacement Nominee appointed in accordance with this Section 1(d) shall hold office until the 2020 Annual Meeting. If at any time FPA does not meet the successful applicant shall be entitled Minimum Ownership Threshold, FPA will lose the right to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interviewnominate Substitute Nominees. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.

Vacancies. 21.01 All vacanciesDefinition: A vacancy will be considered to exist if a current Employee resigns, term positions and retires, is terminated, is transferred, is promoted unless said position is eliminated, or if a new positions which fall position is created or reinstated. Any posted position will be considered a vacancy. 15.01 In the event that a vacancy exists within the scope of this Agreement unit and the Employer determines to fill the vacancy, Employees within the unit will be given the opportunity to bid for the position through the posting procedure. All vacancies shall be posted within five (5) working days. 15.02 Copies of each posting are available on the district website. Transportation vacancies will be posted initially in the transportation department for current drivers. If no current driver bids on the run, it will then be posted on the district website. The posting will remain posted for a minimum period of seven five (75) calendar days. Term positions working days prior to filling such vacancy. 15.03 Vacancy postings will include the type of less than ninety (90) days shall not be required to be posted or filled with the process position, location of work, shift, and will set forth below, the minimum requirements and may be filled by way of temporary assignment or external hireduties for the position. 21.02 The posting 15.04 As a practice the filling of a vacancy shall state be done within five (5) working days however, may take up to fifteen (15) working days of the closing date of the posting for applicationsthe position except in those instances where, due to a lack of qualified applicants, the location Administration determines to not fill the position. It is further acknowledged that the fifteen (15) day time limit, above specified, will be reasonably extended to provide necessary time to enable the Board of Education to meet in session to approve the filling of newly created positions. Persons on leave can put in for a posting as long as they can fill the position within twenty (20) working days or less from the expiration of the posting. Employees on Workers Compensation leave are eligible for all postings. 15.04.01 Should more than one (1) present Employee from within the same classification bid on a vacancy the more senior Employee shall be granted the position provided the Employee is not currently on any type of corrective action plan. 15.04.02 When an Employee has applied for a different position, the Employee selected shall commence work no sooner than twenty-four (24) hours following notification. 15.05 When a new job is placed in the Unit and cannot be properly placed in an existing classification, the duties Superintendent/designee will establish a classification and responsibilities of the position, the qualifications required, equivalent rate structure to full-time (EFT), and salary rangeapply. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event the Unit does not agree that one or more Employee(s) the classification and rate are on the re-employment list under Article 24proper, the Employer shall not be required Board agrees that up to post three (3) representatives assigned by the Superintendent/designee from Administration will meet with up to three (3) representatives of the Union to discuss such classifications and rates. 15.06 Employees interested in a posted vacancy will apply for the vacancy until each Employee on using the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04established district procedure.

Vacancies. 21.01 All vacancies, term positions and new positions which fall within For the scope purposes of this Agreement Article, a qualified employee is an employee who is qualified by knowledge, skill, and experience, and is physically able to perform the job. The parties recognize the desirability of preferring qualified employees. An employee filling a vacancy shall work the work schedule specified for such job. If the Employer makes an assignment from the first consideration, the assignment will be made within thirty calendar days after the bid is closed. The name and seniority of the employee assigned to the job shall be posted and a copy given to the Union. Upon request of any applicants, the Employer shall submit in writing to the concerned applicants the reasons for their choice with a minimum of seven (7) calendar dayscopy to the Union. 14.1 When a vacancy occurs in a regular job, the Employer shall first follow the LiUNA Bid Process prior to proceeding with a general recruitment to fill the vacancy. Term positions of less than ninety (90) days All vacancies within the Bargaining Unit under this Article shall not be required to be posted or filled with in the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applications, the work location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary rangeaffected employees. PCAM Such job opportunities shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days working days. Employees shall bid in writing on such opportunities according to the provisions of this Section and such bid shall be made no later than the eighth (8th) working day after the first day of posting. The Employer will make a good faith effort to appoint from within, which may include conducting a formal interview to gather additional information, prior to proceeding with a copy of this information forwarded general recruitment to PCAMfill the vacancy. 14.1.1 THE LiUNA BID PROCESS The LiUNA Bid process for vacant or newly established positions will follow the following steps. Any Employee who was interviewed but was not the successful applicant There will be one bid announcement for considerations one through three: 1. The job posting limited to benefitted Union members shall be entitled first, and shall include: a. First consideration shall be given to consult with regular full time or part time employees and limited duration employees in the hiring Managercurrent classification and job family at the work unit and will be based on seniority within classification. Such consultation will take place within For animal keeper vacancies, animal keepers not currently assigned to the animal specific unit where the vacancy resides must demonstrate their qualifications. If there are two (2) weeks of or more qualified keepers, the request. The purpose of vacancy will be determined by seniority in the consultation Animal Keeper classification or job family. b. Second consideration shall be given to provide regular full time or part time employees and limited duration employees within the Employee with constructive feedback regarding their applicationUnion who are qualified by knowledge, skill, and experience, as demonstrated through an application and screening process and are physically able to perform the job. An unsuccessful applicant may inquire of Should the hiring Manager or manager determine that the Human Resources Consultant as employee does not possess the qualifications and knowledge, skills, abilities for the vacant position, the hiring manager may elect to why they were not selected for an interviewmove to the next step in the bid process. 21.05 A term position c. Third consideration shall be given to probationary, variable hour, and seasonal employees within the union who are qualified by knowledge, skill, and experience as demonstrated through an application and screening process and are physically able to perform the job. Should the hiring manager determine that the employee does not possess the qualifications and knowledge, skills, abilities for the vacant position, the hiring manager may elect to move to the next step in the bid process. 2. If the vacancy is not filled at the third consideration, prior to opening an external recruitment for a specific period of timevacancy represented by the Union, up the hiring manager will review the unit’s workload needs to a maximum of twelve (12) monthsdetermine if the vacancy should be announced for internal applications first. 3. If the position is not filled by the bid process or through an internal recruitment, unless mutually agreed by PCAM and the Employer to extend. The maximum duration hiring manager will conduct an external recruitment. 14.2 Work Unit, as per above shall not apply discussed in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration this Article, shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer.defined as follows: •Admissions • Cash Office • Events and Warehouse • Facilities • Horticulture • Railroad • Animal Nutrition • Custodial • LSS and HVAC •Animal Area ❖ Africa ❖ Birds ❖ Condors offsite ❖ Elephants ❖ Marine Life ❖ North America ❖ Primates ❖ Late Keepers and Rovers ❖ Invertebrates (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.14.3 PROBATION AND PROMOTIONS:

Vacancies. 21.01 All vacancies, term positions and (a) In the case of permanent vacancies or a new positions which fall position within the scope of this Agreement shall be posted for a minimum of seven (7) calendar days. Term positions of less than ninety (90) days shall not be required to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applicationsbargaining unit, the location Employer will post notice of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees such vacancies for a period of seven (7) calendar days with a prior to making an appointment to any such position. A copy of this information forwarded such notice shall be given to PCAMthe Local Union. Any Employee who was interviewed but was not If no qualified employee applies, the Employer may then hire a new employee. The names of the successful applicant applicant(s) shall be entitled posted by the Employer. An employee can exercise their seniority rights to consult apply for either full-time or part-time positions. Subsequent vacancies created by the filling of a posted vacancy are to be posted for seven (7) consecutive calendar days. (b) Staff changes, transfers or promotions within the bargaining unit shall be based upon the following factors: i) qualifications; ii) ability, experience and performance; iii) seniority. Where the results of factors "i" and "ii" are relatively equal, factor "iii" shall govern. However, if senior applicants are refused a position they will be given the reason for such refusal in writing. (c) Temporary vacancies which occur because of sickness, accident or leave of absence which are not expected to exceed sixty (60) calendar days may be filled at the discretion of the Employer. In filling such vacancies consideration shall be given to full-time and part-time employees in the bargaining unit on the basis of seniority. (d) An employee who is absent due to leave of absence or illness shall have the right to return to their former position as shall the employee(s) who fill temporary vacancies provided such position still exists. (e) Notwithstanding layoff notices or there being employees on layoff, the job posting requirements under this article must be followed prior to any employee being recalled from layoff. (f) A part-time employee who fills a temporary full-time position will be considered part-time and will be covered by the provisions of the collective agreement that relate to part-time. (a) A nurse who is transferred to a position outside of the bargaining unit shall, subject to (b) below retain, but not accumulate, their seniority held at the time of the transfer. In the event the nurse is returned to a position in the bargaining unit they shall be credited with the hiring Manager. Such consultation will take place within two seniority held at the time of transfer and resume accumulation from the date of their return to the bargaining unit. (2b) weeks In the event that a nurse is transferred out of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be bargaining unit under (a) above for a specific term or task which does not exceed a period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply months or in the following situations: (i) In case of replacement of an Employee on Maternity pregnancy or Parental leave the maximum duration shall be parental leave, up to eighteen (18) months, and is returned to a position in the bargaining unit, the nurse shall not suffer any loss of seniority, service or benefits. The Employer shall state on the job posting It is understood and agreed that a nurse may decline such offer to transfer and that the said term is a “Maternity/Parental leave period of absence term” which time referred to above may expire sooner than indicated, subject to minimum notice be extended by agreement of two (2) weeks or one pay period, whichever is longerthe parties. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.

Vacancies. 21.01 For a period of ten (10) days following the creation of a vacancy, all vacancies shall be advertised to existing ULEA membership. The position will be awarded to the ULEA member with the most seniority except in cases in which another bidder with less seniority has qualifications more tailored to the specific subject area. This determination will be made by a committee of administrators and ULEA members appointed by the president. Any ULEA member that is qualified (as defined by Ohio Department of Education) and is the most senior of those applying, shall be offered the opportunity to fill the vacant position provided: a. Must be rated “skilled” or above on their most recent Classroom Observation portion of their annual evaluation. b. Not currently serving under a Plan of Improvement. (a) All vacanciesregular and supplemental duty positions, term whether they be newly created positions and new positions which fall within the scope or a position vacated through transfer, retirement, resignation or termination of this Agreement a certificated/licensed staff member, shall be posted for a minimum in the main office of seven (7) calendar days. Term positions of less than ninety (90) days shall not be required to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees each building for a period of seven not less than five (75) calendar work days with a copy of the same notice to be sent to the Association president. After a transfer as referenced above is completed, the vacancy created by said transfer, if any exists, shall be posted for bids in accordance with this information forwarded to PCAMarticle. Any Employee who was interviewed but was other vacancies created by such transfer are not subject to the successful applicant provisions of this article. However, positions that are excluded from this Agreement by the provisions of Article II are not subject to the bid provisions hereof. Notwithstanding anything herein to the contrary, the terms hereof shall be entitled to consult with not in any way restrict the hiring Manager. Such consultation will take place within two (2) weeks right of the request. The purpose of Board to employ whomever it chooses for the consultation shall be to provide positions excluded from the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longerbargaining unit under Article II. (iib) In case of replacement of an Employee on compassionate care leave Postings during the maximum duration shall school year will be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours noticedone by internal posting. (iiic) Other situations where Within the Employee fills a term position due specified posting time, any certificated/licensed staff member with the necessary qualifications may make application for such advertised positions to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours noticesuperintendent. 21.06 When (d) If such positions become available during any vacation period, notice will be given by email and all call system. Five (5) workdays shall be calculated from the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days date of making such selection and provide the Employee's nameposting. 21.07 In (e) No vacancy shall be filled until the event that one or more Employee(snotice has been posted including the use of the Emergency Call System for five (5) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04days.

Vacancies. 21.01 All vacancies34.01 If a bargaining unit position becomes vacant at short notice, term positions the Employer shall make every reasonable effort to provide temporary coverage to avoid changes to approved leave. 34.02 Every vacancy for a Bargaining Unit position expected to be of more than six (6) months duration and new positions which fall within the scope of this Agreement every newly created position shall be posted for a minimum of seven (7) calendar dayson the Union notice board. Term positions of less than ninety (90) days shall not be required to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The job posting shall state the job classification, rate of pay, shifts, required qualifications for the position and the closing date for applications. An Employee who wishes to apply for a posted position shall do so before the closing date as advertised on the posting. Internal candidates shall be assessed first and if found qualified, offered the position. If no internal candidates are found qualified, external candidates found qualified may be appointed. 34.03 In making selections, promotions and appointments within the Bargaining Unit, where the required qualifications, skills and abilities of an applicant demonstrably exceed those of applicants with more seniority, that applicant may be awarded the position. Otherwise, the location qualified applicant with the greatest seniority shall be awarded the position. 34.04 Upon completion of the a competition and when a candidate has been offered and accepted a position, the classificationunsuccessful candidates will be notified, in writing and advised as to the successful candidate. Unsuccessful candidates may make inquiries as to their own candidacy. 34.05 No Employee shall be transferred to a position within, or outside of, the duties and responsibilities of Bargaining Unit without his/her consent. 34.06 No employee in the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM bargaining unit shall be provided with transferred to a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon requestsupervisory position within the bargaining unit without his/her consent. 21.03 The selection of 34.07 New Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required hired when there are Employees on Lay off who are qualified and willing to post perform the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04job.

Vacancies. 21.01 All vacancies, term positions and new positions which fall within Section 1. When a bargaining unit position becomes vacant because of retirement, 1. A notice of the scope of this Agreement vacancy shall be posted for a minimum of seven (7) calendar days. Term positions of less than ninety (90) days shall not be required to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees University’s website for a period of seven eight (7) calendar days with a copy 8) working days. Notice of this information forwarded the vacancy shall be emailed to PCAMthe CWA Chief Xxxxxxx. The notice shall describe the job duties and the qualifications for the position. 2. Any Employee non-probationary bargaining unit employee may apply for the position by completing an online application. A bargaining unit member who was interviewed but was is absent during the period of posting due to vacation, illness, leave of absence or layoff and has not submitted an online application, may apply for the posted position and they will be considered if the position has not already been filled and the successful applicant notified. 3. It is understood, however, that no posting or award shall be entitled deferred to consult with accommodate an employee's absence. Section 2. Determining job content, minimum qualifications, required job skills, Section 3. The University shall evaluate all candidates to ensure they meet the hiring Managerminimum 1. Such consultation will take place within two (demonstrations of skill, physical fitness, efficiency, and manual dexterity; or 2) weeks . evaluations of capacity, knowledge, experience, training and adaptability. The evaluation and interviewing of candidates shall be a joint effort of the request. The purpose search committee and the division of human resources, but the consultation latter shall be to provide make the Employee final selection with constructive feedback regarding their application. An unsuccessful applicant may inquire of any desired input from the hiring Manager or the Human Resources Consultant as to why they were not selected for an interviewsearch committee. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extendSection 4. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on As among those bargaining unit candidates who meet the job posting criteria Section 5. When a vacancy exists, that may create an operational inconvenience or Section 6. Consistent with Article 5, Management Rights, and provided that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject University 1. deciding not to minimum notice of two (2) weeks fill any vacancy whether or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on not the job posting has been posted; provided, however, that when the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual University decides not to fill a vacant vacancy, the Associate Vice President for Talent Development and Human Resources or a designated Human Resources representative shall explain the reason to the Chief Xxxxxxx and notify the local union president; 2. creating a new position, it shall notify PCAM electronically within thirty (30) days or different job in lieu of making such selection and provide filling a vacancy; or 3. selecting non-bargaining unit applicants for vacancies to meet affirmative action requirements or because more qualified persons are available outside the Employee's namebargaining unit. 21.07 In Section 7. Employees who are awarded a vacancy may not apply for a new position for Section 8. When the event that one or more Employee(s) are on University elects not to fill a vacancy with a permanent employee 1. until the re-employment list under Article 24posting process has run its course; or 2. to fill the position vacated by the last successful bidder. Section 9. Upon an employee’s request, the Employer shall not be required to post the vacancy until each Employee on the re-designated employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.coordinator shall

Vacancies. 21.01 All vacanciesA. In the event a new permanent position is established, term positions not presently covered in the classification schedule, the Association and the Board’s designee will meet to clarify responsibilities and negotiate compensation for the new positions which fall within position based on the scope job description of the new position, before the position is filled through the posting procedure on a permanent basis. B. Within five (5) days of the administration’s knowledge that a vacancy will exist, a posting will be issued for at least five (5) working days and provided to each secretary by e-mail. During the summer months, the postings will be issued for ten (10) working days and sent to each secretary by mail or personal e-mail, if provided to Human Resources. In the event the District needs to reduce staff for the next school year, any vacant position that becomes available March 1 or later shall not be posted and will be available for the displacement process outlined in Section 7, C of this Agreement Article. C. Secretaries desiring to be considered for the announced vacancy must make written application to the designated administrative office prior to the posted application deadline. D. The most senior applicant meeting the posted qualifications shall be posted for a minimum of seven (7) calendar daysawarded the position. Term positions of less than ninety (90) days An applicant shall not be required to be posted or filled with re-qualify and/or retest if the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, position is equivalent to full-time (EFT)a lateral move. However, and salary range. PCAM if requested, an employee who transfers to a new position shall be provided with a copy reasonable amount of all postings as they are issuedtraining time (i.e., 2 days) in which to fulfill the responsibilities of the new assignment. Practice descriptions If the employee, or the immediate supervisor believes additional training is required, a request can be made to the director of human resources. Such request shall be available in writing and would identify the areas of responsibility for which additional training is requested. Approval of such requests shall be at the discretion of the director of human resources and not subject to applicants upon requestthe grievance process. 21.03 E. External candidates shall only be considered when there are no internal candidates qualified for the posted position. The selection Association will be notified of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interviewcandidate. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.

Vacancies. 21.01 All vacancies, term Vacancies in positions and new positions which fall within the scope of this Agreement above staff nurses shall be posted electronically for a minimum period of ten (10) calendar days. Any nurse interested in any such vacancy shall make application to the Vice President for Patient Care Services/designee. The positions shall be filled on the basis of qualifications (including such factors as experience, education, employment record and ability) and when two (2) or more nurses are found to be relatively equally qualified, seniority will be the determining factor. Applicants will be evaluated and appointments made by the Vice President for Patient Care Services/designee, subject to the Association’s right to utilize the grievance procedure provided below. Vacancies in staff nurse positions including tour of duty will be posted electronically for a period of ten (10) calendar days. Nurses shall make application to the Vice President for Patient Care Services/designee. Nurses who apply for a position of the same job classification shall be granted that position on the basis of qualifications (including such factors as experience, education, employment record and ability) and when two (2) or more nurses are found to be relatively equally qualified, seniority will be the determining factor in filling said position within said nursing unit. The Hospital will post vacant benefit ineligible hours on the units as the method to offer such hours to nurses who may be interested in increasing their scheduled hours. A nurse who has seven (7) calendar daysor more years of seniority in the bargaining unit may opt to fill a posted variable hour position as a non- variable position. Term positions of less than ninety (90) days For the period October 24, 2011 through September 30, 2013, the preceding sentence shall not be required to be posted or filled with the process set forth beloweffective, and may be filled by way the provisions of temporary assignment or external hire. 21.02 The posting this sentence shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time govern: A nurse who has five (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two 5) or more applicants are considered relatively equal using the above assessment criteria, years of seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which bargaining unit may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual opt to fill a vacant or new posted variable hour position as a non-variable position. As of October 1, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 242013, the Employer preceding sentence shall not be required to post the vacancy until each Employee on the re-employment list is determined cease to be unqualified or has declined an offer made pursuant to Article 24.04effective and the provisions of the ninth sentence of this section shall govern.

Vacancies. 21.01 All vacanciesDefinition: A vacancy will be considered to exist if a current Employee resigns, term positions and retires, is terminated, is transferred, is promoted unless said position is eliminated, or if a new positions which fall position is created or reinstated. Any posted position will be considered a vacancy. 16.01 In the event that a vacancy exists within the scope of this Agreement unit and the Employer determines to fill the vacancy, Employees within the unit will be given the opportunity to bid for the position through the posting procedure. All vacancies shall be posted within five (5) working days. 16.02 Copies of each posting are available on the district website. Transportation vacancies will be posted initially in the transportation department for current drivers. If no current driver bids on the run, it will then be posted on the district website. The posting will remain posted for a minimum period of seven five (75) calendar days. Term positions working days prior to filling such vacancy. 16.03 Vacancy postings will include the type of less than ninety (90) days shall not be required to be posted or filled with the process position, location of work, shift, and will set forth below, the minimum requirements and may be filled by way of temporary assignment or external hireduties for the position. 21.02 The posting 16.04 As a practice the filling of a vacancy shall state be done within five (5) working days however, may take up to fifteen (15) working days of the closing date of the posting for applicationsthe position except in those instances where, due to a lack of qualified applicants, the location Administration determines to not fill the position. It is further acknowledged that the fifteen (15) day time limit, above specified, will be reasonably extended to provide necessary time to enable the Board of Education to meet in session to approve the filling of newly created positions. Persons on leave can put in for a posting as long as they can fill the position within twenty (20) working days or less from the expiration of the posting. Employees on Workers Compensation leave are eligible for all postings. 16.04.01 Should more than one (1) present Employee from within the same classification bid on a vacancy the more senior Employee shall be granted the position provided the Employee is not currently on any type of corrective action plan. 16.04.02 When an Employee has applied for a different position, the Employee selected shall commence work no sooner than twenty-four (24) hours following notification. 16.05 When a new job is placed in the Unit and cannot be properly placed in an existing classification, the duties Superintendent/designee will establish a classification and responsibilities of the position, the qualifications required, equivalent rate structure to full-time (EFT), and salary rangeapply. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event the Unit does not agree that one or more Employee(s) the classification and rate are on the re-employment list under Article 24proper, the Employer shall not be required Board agrees that up to post three (3) representatives assigned by the Superintendent/designee from Administration will meet with up to three (3) representatives of the Union to discuss such classifications and rates. 16.06 Employees interested in a posted vacancy will apply for the vacancy until each Employee on using the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04established district procedure.

Vacancies. 21.01 All vacancies(a) When there is a permanent vacancy in the bargaining unit, term positions and new positions which fall within the scope of this Agreement shall Company wishes to fill, a notice will be posted for a minimum of seven (7) days for the information of employees. Job postings will remain posted from Wednesday to Wednesday of the following week. The job will be awarded within twenty-eight (28) calendar daysdays of the posting being removed. (b) Interested employees may apply, in writing, to the Human Resources Department using the job posting application form, including the job posting number. (c) Applications must be submitted by the specified deadline and be date stamped by Human Resources in order to be valid for consideration. (d) Employees, who are absent for any reason, are responsible for informing the Human Resources Department in writing within the specified deadline, of their desire to be considered for any vacancies which occur during their absence. (e) In filling the original vacancy and the vacancy resulting from the original vacancy the Company agress to recognize the principal of seniority subject to an eighty (80) hour training period. Term positions Employee’s applying for a posted position in the classification of less than ninety skilled trades, mix operator and production operator will also be subject to a “skill base” requirement as follows: (901) days skilled trades will require the appropriate certificate of qualification, (2) mix operator will require a minimum period of one year in the mix maker/handler classification, (3) an employee applying for production operator must have the appropriate level of mechanical aptitute, math skills and problem solving skills to be deemed to have the “skill base” to apply. General Labour and Mix Maker must have the appropriate level of math skills. (f) In the event that no applicants meet the overall requirements for the vacancy, the Company shall fill the vacancy at its discretion. (g) If the successful applicant does not perform the job to the satisfaction of the Company or if the applicant requests within the eighty (80) hour training period of starting the new job, he will be returned to his former position without loss of seniority. (h) The above procedure will only apply to the original vacancy and the vacancy resulting from filling the original vacancy. Any successive vacancies will be filled at the discretion of the Company, from within the Bargaining Unit. Subsequent vacancies within the Technical Department will be filled at the discretion of the Company, with consideration given to qualified employees within the Bargaining Unit. (i) Successful job posting applicants will not be required eligible to be apply for another posted or filled with the process set forth belowvacancy for six (6) months, and may successful applicants who chose to return to their former position will not be filled by way eligible to apply for another posted vacancy for one (1) year. Any exceptions to the six (6) month or one (1) year periods will be with agreement of temporary assignment or external hirethe Company. 21.02 The posting shall state the closing date for applications(j) All successful applicants will be notified, the location of the positionin writing, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issuedto the Chief Xxxxxxx. Practice descriptions shall be available to All unsuccessful applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven receive written notification within ten (710) calendar days with of the position being awarded. (k) Once a copy position has been posted, it will be filled within sixty (60) calendar days of this information forwarded the awarding of the posting. (l) In any transfer of an employee from one (1) seniority department to PCAM. Any Employee who was interviewed but was not another, the successful applicant employee shall be entitled to consult with retain his seniority in his original department for the hiring Manager. Such consultation will take place within first two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) worked weeks or one pay period, whichever is longer. eighty (ii80) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Codeworked hours. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.After two

Vacancies. 21.01 All vacancies, term positions and new positions which fall (a) Job Postings When a vacancy occurs within the scope Bargaining Unit, or the creation of this Agreement a new position within the Bargaining Unit is established, such position shall be posted with complete information within ten (10) working days. Such notice shall be posted for a minimum of seven ten (710) calendar daysworking days on bulletin boards in all buildings out of which employees work and a copy of the Notice shall be sent to the Sub-Local and all employees on complete layoff. Term positions of less than ninety Where operational requirements permit, no outside advertisements for additional employees shall be made until ten (9010) working days shall not be required to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hireposting has expired. 21.02 The posting (b) Information on Postings Such notice shall state contain the closing date for applications, the location following information: (1) Duties of the position (2) Essential and desired qualifications (as per classification specifications) (3) Work location, shift and hours of work (4) Wage or salary rate. (c) During the classificationterm of this Agreement, the duties and responsibilities an employee who wishes to be informed of any posting under 12.01 of the positionAgreement during the period that schools are closed for any break, shall provide the qualifications required, equivalent Employer an electronic mail address or a self-addressed envelope which the Employer shall use to full-time (EFT), and salary range. PCAM shall be provided with send a copy of all postings as they are issuedsuch posting(s) to her. Practice descriptions The onus is on the employee to replace the envelope, if she so wishes, once she has received a copy of posting(s) or in the case of a change of address. 12.02 Role of Seniority in Promotions and Transfers (a) In filling job vacancies and new positions, appointment shall be available awarded within ten (10) working days from the closing of posting to applicants upon request. 21.03 the senior applicant, provided she is able to perform the job. The selection of Employees for vacant or new positions job shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of filled within seven (7) calendar days with of appointment. (b) Within seven (7) calendar days of appointment to a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not vacant position, the successful applicant shall be entitled to consult with the hiring Managerinformed and her name shall be posted on all appropriate bulletin boards. Such consultation will take place appointment shall be confirmed to the applicant in writing within two seven (27) weeks of calendar days after the requestinitial notification. The purpose of Union and the consultation Sub Local President shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire notified in writing of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interviewall appointments, hirings, lay-offs, transfers, and terminations of employment. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.

Vacancies. 21.01 All vacanciesDefinition: A vacancy will be considered to exist if a current employee resigns, term retires, is terminated, is transferred, is promoted unless said position is eliminated, or if a new position is created and the Employer determines to fill such openings. 17.01 It is specifically understood that an employee must be qualified for the position as determined by the employer that he/she applies for pursuant to this article. Members of the bargaining unit shall be given preference for vacant positions if the skills, ability, experience and new positions which fall qualifications are equal between an internal applicant and an outside applicant. 17.02 In the event that a vacancy exists within the scope of this Agreement Bargaining Unit, and the Employer determines to fill the vacancy, employees within the Unit will be given the opportunity to bid for the position through the posting procedure. All vacancies shall be posted for a minimum of seven within fifteen (715) calendar working days. Term positions of less , but no sooner than ninety fifteen (9015) working days shall not be required prior to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hireneed to fill theposition. 21.02 The 17.03 Copies of each posting shall state the closing date for applications, the location of the position, the classification, the duties will be supplied to each building and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible a location readily available to all Employees employees working in that building. The posting will remain posted for a period of seven five (75) calendar working days with prior to filling such vacancy. 17.04 Vacancy postings will include the type of position, location of work, hours, and will set forth the minimum requirements and duties for the position. 17.05 Filling of a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant vacancy shall be entitled to consult with the hiring Manager. Such consultation will take place done within two fifteen (215) weeks working days of the request. The purpose closing of the consultation posting for the position except in those instances where, due to a lack of qualified applicants, the Board determines to not fill the position. It is further acknowledged that the fifteen (15) day time limit, above specified, will be reasonably extended to provide necessary time to enable the Board of Education to meet in session to approve the filling of newly created positions. 17.05.01 Should more than one (1) present Employee from within the same classification bid on a vacancy the more senior Employee shall be to provide granted the Employee with constructive feedback regarding their applicationposition. Vacancies within the bargaining Unit will be made on a seniority basis when other relevant qualifying factors, such as education, attendance, experience and training, are equal. 17.05.02 An unsuccessful applicant may inquire employee filling a vacancy in a classification different than the one presently held shall be placed on the lowest step of the hiring Manager or salary schedule of the Human Resources Consultant as to why they were not selected for an interviewnew position which will provide a raise over the previous pay rate. 21.05 A term position shall 17.06 When a new job is placed in the Unit and cannot be for properly placed in an existing classification, the Board will establish a specific period of timeclassification and rate structure to apply. In the event the Union does not agree that the classification and rate are proper, the Board agrees that up to a maximum three (3) representatives of twelve the Board will meet with up to three (123) months, unless mutually agreed by PCAM representatives of the Union to discuss such classifications and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longerrates. (ii) In case of replacement of an Employee on compassionate care leave 17.07 Employees interested in a vacancy will apply for the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on vacancy using the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of fortydistrict on-eight (48) hours noticeline application system. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 17.08 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list an employee is determined to be unqualified absent for four (4) weeks or longer, or has declined an offer made pursuant to Article 24.04.been absent for four (4) weeks, his/her position will be posted as a temporary position within five

Vacancies. 21.01 All vacancies(a) Any vacant position or any new position that is a Regular Full-Time, term Regular Part-Time or Temporary Full-Time Position (if such temporary position is expected to exceed four months), but excluding Regular Part-Time and Temporary Full-Time positions of Clerk-Typist 1, Junior File Clerk, Mail Clerk and new positions which fall within the scope of this Agreement Microfilm Operator, shall be posted for a minimum of seven (7) calendar days. Term positions of less than ninety (90) days shall not be required to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees boarded for a period of seven ten (710) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant and all employees shall be entitled permitted to consult with the hiring Managerapply. Such consultation will take place within two period shall be extended one (1) working day for each public holiday occurring during the posting period. (1) Subject to paragraph (2), where a Regular Full-Time Employee is successful on a temporary full-time posting, the Regular Full-Time Schedule Pay 1994 Salary Range Per Month Class Title "B" Note Grade January 01 to December 31 Employee shall maintain their status as a Regular Full-Time Employee for the duration of the temporary assignment and upon completion of the assignment shall return to their former position; (2) weeks of Where a Regular Full-Time Employee is successful on a temporary full- time posting, that position left by the requestRegular Full-Time Employee and subsequent positions are not required to be posted. The purpose of Where the consultation City decides to fill such positions on an acting in a senior capacity basis, first consideration shall be given to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interviewRegular Full-Time Employees. 21.05 A term position (3) Maternity Leave absences which are expected to exceed four (4) months shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM posted and the Employer to extend. The maximum duration as per above shall not apply in the following situations: provisions of paragraphs (i1) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two and (2) weeks or one pay period, whichever is longerabove shall apply. (iic) In case Boarding notices shall contain the following information: nature of replacement position, qualifications, required knowledge and education, skills, shift, wage or salary rate or range, and anticipated length of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Codeany temporary assignment, if posted. The Employer All job postings shall state on the job posting that the said term "this position is a “compassionate care leave term” which will expire subject open to a minimum of forty-eight (48) hours noticemale and female applicants". (iiid) Other situations where the Employee fills All employees desiring to apply shall be supplied with a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum form of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined application to be unqualified or has declined an offer made pursuant to Article 24.04provided by the City.

Vacancies. 21.01 All vacancies12:01 The parties recognize that job opportunities should increase in proportion to the length of service. 12:02 Where the Employer requires that a vacant or new full-time or part-time position be filled, term positions a bulletin will be posted and new positions which fall within the scope of this Agreement employees covered by this 12:03 A bulletin shall be posted in the work location for a minimum period of seven (7) calendar days. Term positions of less than ninety (90) days shall not be required to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the positionresponsibilities, the qualifications requiredrequired and the rate of pay. 12:04 When an employee has submitted an application in response to a bulletin and has been advised that he was unsuccessful, equivalent to full-time he may request in writing the reasons he was unsuccessful. The Employer shall respond within five (EFT5) 12:05 Where there is more than one (1) qualified employee who applies for a position, and salary range. PCAM shall be provided with a copy of all postings as they their combined skill, experience levels and past performance are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualificationssimilar, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, then seniority shall should be the determining factor. For the purposes of this Article, to be considered qualified; an applicant must meet the requirements for the position as set out in the job description. Determination of suitable qualifications may include evaluation or testing to be conducted by the appropriate area Manager for the following positions; Bartender, Junior Sous Chef, Xxxx Level One, Xxxx Level Two and Xxxx Level Three. 21.04 The name of the successful applicant(a) An employee, posting number and the who accepts a position awarded will in a new appointment and/or classification, shall be posted in an electronic format accessible to all Employees on a trial for a period of seven three (73) calendar days with a copy months. Subject to satisfactory performance, such promotion shall become permanent after the trial period of this information forwarded three (3) months. (b) In the event the employee proves unsatisfactory in the position during the trial period, or if the employee finds himself/herself unable to PCAMperform the duties of the new position, he/she shall be returned to his/her former position at his/her former salary. Any Employee who was interviewed but was not other employee promoted or transferred because of the successful applicant rearrangement of positions shall be entitled returned to consult with the hiring Managerhis/her position at his/her former salary. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall A newly hired employee, in contrast, could be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interviewreleased. 21.05 12:07 A term position shall vacancy bulletin will not be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situationsrequired: (ia) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within position is to be filled on a temporary basis for a period of thirty (30) days or less; (b) When a sick leave of making such selection and provide absence is filled for up to six hundred forty (640) hours; (c) When a vacant new position is to be filled by the Employee's namerecall of a laid off employee. 21.07 In (d) When an employee is transferred to a vacant or new position for reasons of accommodation (medical reasons). (e) Where a subsequent vacancy has occurred in a position posted within the event that one previous ninety (90) days. 12:08 An employee who is returned (or more Employee(stransferred) are on the re-employment list under Article 24, by the Employer during the probationary period that is required for all new appointments shall not be required relocated to post a similar position at the vacancy until each Employee on same classification level. An employee relocated to his former position shall be paid at the re-employment list is determined to be unqualified rate of pay that he would have been paid had the promotion (or has declined an offer made pursuant to Article 24.04transfer) never occurred.

Vacancies. 21.01 All vacancies‌ 12:01 The parties recognize that job opportunities should increase in proportion to the length of service. 12:02 Where the Employer requires that a vacant or new full-time or part-time position be filled, term positions a bulletin will be posted and new positions which fall within employees covered by this agreement will make application. A copy of the scope of this Agreement bulletin shall be provided to the Union. 12:03 A bulletin shall be posted in the work location for a minimum period of seven (7) calendar days. Term positions of less than ninety (90) days shall not be required to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the positionresponsibilities, the qualifications requiredrequired and the rate of pay. 12:04 When an employee has submitted an application in response to a bulletin and has been advised that he was unsuccessful, equivalent to full-time he may request in writing the reasons he was unsuccessful. The Employer shall respond within five (EFT), and salary range. PCAM shall be provided with a copy 5) working days of all postings as they are issued. Practice descriptions shall be available to applicants upon the employee’s request. 21.03 The selection of Employees 12:05 Where there is more than one (1) qualified employee who applies for vacant or new positions shall be on the basis of qualifications, abilitya position, and prior work performance. Where two or more applicants their combined skill, experience levels and past performance are considered relatively equal using the above assessment criteriasimilar, then seniority shall should be the determining factor. For the purposes of this Article, to be considered qualified; an applicant must meet the requirements for the position as set out in the job description. Determination of suitable qualifications may include evaluation or testing to be conducted by the appropriate area Manager for the following positions; Bartender, Junior Sous Chef, Cook Level One, Cook Level Two and Cook Level Three. 21.04 The name of the successful applicant(a) An employee, posting number and the who accepts a position awarded will in a new appointment and/or classification, shall be posted in an electronic format accessible to all Employees on a trial for a period of seven three (73) calendar days with a copy months. Subject to satisfactory performance, such promotion shall become permanent after the trial period of this information forwarded three (3) months. (b) In the event the employee proves unsatisfactory in the position during the trial period, or if the employee finds himself/herself unable to PCAMperform the duties of the new position, he/she shall be returned to his/her former position at his/her former salary. Any Employee who was interviewed but was not other employee promoted or transferred because of the successful applicant rearrangement of positions shall be entitled returned to consult with the hiring Managerhis/her position at his/her former salary. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall A newly hired employee, in contrast, could be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interviewreleased. 21.05 12:07 A term position shall vacancy bulletin will not be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situationsrequired: (ia) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within position is to be filled on a temporary basis for a period of thirty (30) days or less; (b) When a sick leave of making such selection and provide absence is filled for up to six hundred forty (640) hours; (c) When a vacant new position is to be filled by the Employee's namerecall of a laid off employee. 21.07 In (d) When an employee is transferred to a vacant or new position for reasons of accommodation (medical reasons). (e) Where a subsequent vacancy has occurred in a position posted within the event that one previous ninety (90) days. 12:08 An employee who is returned (or more Employee(stransferred) are on the re-employment list under Article 24, by the Employer during the probationary period that is required for all new appointments shall not be required relocated to post a similar position at the vacancy until each Employee on same classification level. An employee relocated to his former position shall be paid at the re-employment list is determined to be unqualified rate of pay that he would have been paid had the promotion (or has declined an offer made pursuant to Article 24.04transfer) never occurred.

Vacancies. 21.01 All vacanciesSection 19.1 The Employer shall determine whether to fill vacant positions. If the Employer, term positions and in its sole discretion, determines that a vacancy exists which is to be filled or a new positions which fall within position is created in this bargaining unit, the scope of this Agreement Employer shall be posted separately post notice for a minimum of seven (7) calendar days, which posting may be electronically. Term positions Applicants from within this bargaining unit will have preference over other applicants. Reasonable job qualifications and competencies shall be determined by the Employer in its sole discretion; such determination shall not be subject to the grievance and arbitration procedure of less than this Agreement. Applicants must apply for the posting online. Section 19.2 When a vacancy is filled, the Employer shall select from among those applicants who meet the mandatory qualifications set by the Employer. Seniority will be the determining factor except when a junior employee has greater related education, training, experience or skills. Nothing in this Article shall require the Employer to place an employee in a position for which he/she is not qualified. Nothing in this Article shall require the Employer to place an unqualified person in any position. If an employee considers the Employer to have made in an unjust manner the determination of whether he/she meets the qualifications of the position, the employee may file a grievance following the procedures established in this Agreement. Section 19.3 The applicant selected shall have the opportunity for a maximum 40-hour trial period during which the employee may return to his/her former position. The employee will be afforded an additional trial period for one week (40 hours maximum) if his/her former position has not been filled. The applicant selected will serve a trial period of ninety (90) days during which the Employer can return the employee to his/her former position if the employee is unable to perform according to the expectations of the position. Any employee subsequently displaced hereunder due to an employee's return to his/her original position shall likewise be permitted to return to his/her previous job or, in the event such position does not exist, be permitted to exercise seniority rights over a junior employee in any classification or position for which the employee meets all required to be posted or filled qualifications. Newly hired employees and successful job bidders are precluded from bidding on another job for six (6) months except with the process set forth below, and may consent of the Employer. Successful job bidders who returned to their previous position during the trial period shall be filled by way precluded from bidding on another job for twelve (12) months except with the consent of temporary assignment or external hirethe Employer. 21.02 The posting shall state Section 19.4 If the closing date for applications, the location of Employer posts a temporary job and a bargaining unit employee leaves a non- temporary job to take the position, the classificationEmployer will post the vacated position as a temporary position and the employee who accepted the temporary position shall be permitted to return to his/her original position upon completion of the appointment to the temporary position. If, during the period the employee fills the temporary position, his/her original position is eliminated or reduced, the duties and responsibilities of the position, the qualifications required, equivalent employee will be able to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice exercise bumping rights. Section 19.5 Job descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions all jobs. Job postings shall be posted online and on the basis bulletin board. The President of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority Union shall be given a list of all bargaining unit members who applied for the determining factor. 21.04 The position and the name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interviewthe position. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.

Vacancies. 21.01 All vacancies27.1 Prior to or instead of posting a vacancy, term positions and new positions which fall the Employer, in its sole discretion, may offer employees within the scope of classification in the department where the vacancy would otherwise occur an opportunity to increase or decrease FTE, so long as the current FTE total in that classification and department does not change. This option, if offered, will be open to all employees and awarded based on seniority among those expressing interest, provided the incremental FTE increases/decreases meet the department’s scheduling needs. The Employer shall make reasonable efforts to notify the Union when this Agreement option is offered. Any remaining available FTE may in turn be posted in accordance with the language in Article 27.2. 27.2 If the Employer, in its sole discretion, determines that a vacancy exists or a new position is created in this bargaining unit, the Employer shall post notice electronically. There shall be a computer kiosk available to employees who do not otherwise have access to a work computer. Vacancies shall be posted for a minimum of seven (7) calendar days. Term positions of less than ninety (90) days shall not be required to be posted or filled with Applicants from within this bargaining unit will have preference over other applicants. Applicants who met the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of initial seven (7) calendar days with a copy day posting period will be considered in the following order: 1. Applicants from within this bargaining unit at the affected site 2. Applicants from elsewhere within this bargaining unit 3. USW DC Regional and Technical bargaining unit applicants 4. All other non-USW SMDC employees and external non-SMDC employees Reasonable job qualifications and competencies shall be made by the Employer in its sole discretion; such determination shall not be subject to the grievance and arbitration procedure of this information forwarded to PCAMagreement. Any Employee who was interviewed but was not Applicants must apply for the successful posting on forms provided by the Employer. If an applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and considers the Employer to extendhave made the determination of whether he/she meets the qualifications in an unjust manner, such applicant may file a grievance under the procedures established in this contract. The maximum duration as per above shall not apply Qualifications and competencies for vacant positions will be no different than for all other employees in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longerclassification and applied consistently. (ii) In case of replacement of an Employee on compassionate care leave 27.3 Employees applying for the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on position who meet the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, mandatory qualifications set by the Employer shall not be required to post considered based upon the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.following factors:

Vacancies. 21.01 All vacancies, term positions The Union and new positions which fall the Employer agree that when the Employer determines that a vacancy exists in a classification within the scope bargaining unit, the Employees in the Bargaining Unit shall be given an opportunity to apply for the job. The Employer will post for at least five days hours) notice of this Agreement the vacancy and -Employees may file applications for the position. Qualifications for a given job classification and position which can be identified and objectively articulated shall be included in the notice posted. It shall be the exclusive function of the Employer to assess the qualifications, training, experience, talent and abilities of all applicants, both from within the bargaining unit and otherwise, for any given job opening and to award the position to the applicant who, in its opinion, best meets the requirements of the job. This function must be exercised in a bona fide, non-arbitrary and non-discriminatory manner. unsuccessful applicant shall be given a written explanation outlining the reason(s) he/she was not deemed to be the most suitable person for the vacant position, subject to the right of the employee to file a grievance. special event requiring prolonged travel outside the station. However, if it is known that an Employee is to be absent from work for any of the above mentioned reasons for more than ninety days and the Employer does not chose to forego a replacement, then the position shall be posted for as a minimum non-permanent position and the provisions of seven (7) calendar daysArticle shall apply. Term positions Upon completion of less than ninety (90) days shall not be required to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applicationsnon-permanent placement, the location of Employee shall return to his/her former position. If during the positionfirst ninety days, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant does not perform satisfactorily in the posted position or wishes to return to his/her former position, then he/she shall revert to his/her former position and the Employee who originally filled the resulting vacancy shall be entitled returned to consult with his/her former position unless, in either case, the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM Employees and the Employer to extendreach a mutually agreeable The Employer and the Union that a regular series of performance reviews creates a positive dialogue between an Employee and his/her supervisor. Accordingly, at least once each year, a formal review shall be undertaken between the Employee and the appropriate supervisor. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration review shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where writing and the Employee fills a term position due shall have the right to another Employee who is absent that the Employer expects to returninclude his/her own comments. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on an Employee feels that the re-employment list under Article 24review amounts to a reprimand and the review is not changed to the satisfaction of the Employee, he/she shall have the right to recourse through the grievance procedure. Prior approval must be obtained from the Employer shall not be required should an Employee wish to post engage in work outside of the vacancy until each Employee's hours of work for the Employer, where the nature of the proposed work pertains to the business of the Company or where the Employee on exploits his/her connection with the re-employment list is determined to be unqualified Employer in the course of such activities or has declined an offer made pursuant to Article 24.04where such activities could affect his/her work for the Employer.

Vacancies. 21.01 All vacancies, term positions and new positions which fall within the scope of this Agreement 26.01 There shall be posted two (2) methods for filling vacancies: promotional and temporary, they are as follows: (a) Promotional: Where the Chief has made a determination that there is a requirement for a minimum of seven (7) calendar days. Term positions of less than ninety (90) days shall not be required to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applicationspermanent appointment, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM promotional process shall be provided with a copy instituted. The Chief of all postings as they are issued. Practice descriptions Police shall be available to applicants upon request. 21.03 The selection of Employees recommend candidates for vacant or new positions shall be promotion on the basis of qualificationsthe promotional process in effect at the time. (b) Where the Chief of Police has made a determination that an incidental temporary vacancy of a supervisory nature is created by an absence that is expected to be less than six months, abilitydue to vacation, illness or disability, a leave of absence, suspension or an unfilled permanent appointment being filled under 26.01(a), replacements shall be assigned on the basis of the designated acting list in effect at the time. Nothing in this section shall preclude the Chief from filling such vacancy in accordance with 26.01 (c). (c) Where the Chief of Police has made a determination that a temporary vacancy of a supervisory nature is created by an absence that exceeds six months, due to illness/disability, suspension or a leave of absence, replacements shall be assigned on the basis of the promotional process in effect at the time. Notwithstanding the above, the Chief’s sole obligation is to maintain the provisions of 25.04 a) and prior work performanceb) with respect to complement on salary. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority It shall be the determining factorChief’s prerogative to fill supervisory positions from within the unit for vacancies less than six months. 21.04 The name (d) Only those members as qualified by the promotional process shall be eligible for acting duties unless otherwise authorized by the Chief of Police or his designate and shall be eligible to be compensated as defined in Article 25.01. 26.02 There shall be an evaluation process in accordance with the promotional procedure in effect at the time of the successful applicantevaluation; specific counseling shall be given to each member regarding his performance and behaviour. Each member shall be required to acknowledge through signing an evaluation form, posting number that the evaluation and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with counseling has been conducted, and a copy of this information forwarded that form to PCAM. Any Employee who was interviewed but was not be supplied to him after the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks signing of same, upon request of the requestmember. The purpose of This evaluation form shall also provide adequate room for remarks by the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interviewmember being evaluated. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.

Vacancies. 21.01 All 18.1: The following procedures shall be applied in all cases of vacancies: A. Whenever a vacancy exists in a Union position, term positions the Employer shall determine whether the vacancy shall be filled. The Employer will meet and new positions which fall within discuss with the scope union in the event of any major changes or alterations to or removal of any current position in this Agreement bargaining unit. A letter will also be written by the employer, and signed by the Employer and the Union president. B. Should the Employer determine that a vacancy be filled, it will post a notice of such vacancy. The notice will contain the qualifications required of the applicant for the position and a brief description of the job duties. Said qualifications shall be reasonable and related to the particular job. The job shall be posted for five (5) working days, and employees shall have the opportunity to bid on the job during this five (5) day period. C. The vacancy shall be filled from among the top three (3) senior and qualified employees bidding on the job as a minimum of seven (7) calendar dayspromotion. Term positions of less than ninety (90) days The Employer shall also consider those employees bidding on the job as a lateral transfer in accordance with Article 19, Section 19.1 and those employees bidding on the job as a demotion. The Employer shall use its discretion in making the selection to fill the vacancy from the above mentioned applicants. D. If, upon posting for a vacancy, it is determined there are no qualified applicants who are current bargaining unit members, the Employer may fill the position with a person from outside the bargaining unit. E. Promotions will not be required to be posted or filled automatic upon completion of any term of service with the process Township; and will only be granted as set forth below, and may be filled by way in Sections A – D of temporary assignment or external hirethis Article. 21.02 F. An employee promoted in accordance with Sections A – D of this Article will be advanced to the step in the new classification that gives them at least a 6% raise. The posting employee shall state then progress in that pay grade according to length of service in that grade, said date of service commencing on the closing date for applications, the location of promotion. G. Whenever a bargaining unit position is reclassified to a higher pay grade and there is an incumbent in the position, the classification, the duties incumbent will be reclassified without having to take a qualifying examination and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM they shall be provided with paid at the step that gives them at least a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request6% raise. 21.03 The selection of Employees for vacant or new positions H. In addition to signing the bid sheet in accordance with Section 18.1, above, an employee interested in a promotion shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible present a resume to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as Manager detailing the employee’s experience and training which the employee feels qualifies them for the position. This resume must be presented to why they were not selected for an interview. 21.05 A term position the Human Resources Manager within the five (5) day posting period. The examination shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed determined by PCAM and the Employer to extend. The maximum duration as per above and shall not apply be included in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longerposting. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.

Vacancies. 21.01 All vacanciesA. In the event a new permanent position is established, term positions not presently covered in the classification schedule, the Association and the Board’s designee will meet to clarify responsibilities and negotiate compensation for the new positions which fall position based on the job description of the new position, before the position is filled through the posting procedure on a permanent basis. B. Posting for a vacant position may be made within five (5) days of the scope administration’s knowledge that a vacancy will exist, but no later than one (1) month prior to when the actual vacancy is known and scheduled to occur. During the summer months, the postings will be issued for ten (10) working days and sent to each secretary by mail or personal e-mail, if provided to Human Resources. In the event the District needs to reduce staff for the next school year, any vacant position that becomes available March 1 or later shall not be posted and will be available for the displacement process outlined in Section 7, C of this Agreement Article. C. Secretaries desiring to be considered for the announced vacancy must make written application to the designated administrative office prior to the posted application deadline. D. The most senior applicant meeting the posted qualifications shall be posted for a minimum of seven (7) calendar daysawarded the position. Term positions of less than ninety (90) days An applicant shall not be required to be posted or filled with re-qualify and/or retest if the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, position is equivalent to full-time (EFT)a lateral move. However, and salary range. PCAM if requested, an employee who transfers to a new position shall be provided with a copy reasonable amount of all postings as they are issuedtraining time (i.e., 2 days) in which to fulfill the responsibilities of the new assignment. Practice descriptions If the employee, or the immediate supervisor believes additional training is required, a request can be made to the Director of Schools and Human Resources and/or the Deputy Superintendent of Finance, Facilities and Operations. Such request shall be available in writing and would identify the areas of responsibility for which additional training is requested. Approval of such requests shall be at the discretion of the Director of Schools and Human Resources and/or the Deputy Superintendent of Finance, Facilities and Operations and not subject to applicants upon requestthe grievance process. This provision may be impacted by the outcome of the work referenced in the Letter of Understanding (Evaluation/Criteria Committee). 21.03 The selection of Employees E. External candidates shall only be considered when there are no internal candidates qualified for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factorposted position. 21.04 F. The Association will be notified in writing of the name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interviewcandidate. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.

Vacancies. 21.01 All REASSIGNMENTS /VOLUNTARY TRANSFER 6.1 The Administration shall post on a bulletin board in the Administrative Office of the Principal, and also give a copy to the Association President, any Para-Educator vacancies as they become known and prior to public advertisement for applicants. 6.2 Upon posting of Para-Educator vacancies, term positions Para-Educators who desire a change in assignment shall notify the Building Administrator and new positions shall file a written application with the Building Administrator within five (5) workdays of the vacancy posting. A copy of the application shall also be filed with the Superintendent and the Association President. 6.3 Para-Educators who file a request for change of assignment in accordance with Article 6.1 shall be granted an interview by the interviewing panel. The final selection process shall be the responsibility of the Administration. Provided that the filling of the vacancies and/or reassignment of Para-Educators does not violate the procedures of this article, the action of the Administration shall not be grieveable. 6.4 Special assignment vacancies, which fall within arise during the scope school year, shall be posted, applied for, and filled in accordance with 6.1 and 6.2 of this article. a. A currently employed Para-Educator who volunteers and is selected as a special assignment shall maintain the right to his/her former position if the special assignment is terminated or the Para-Educator elects not to continue the assignment at any time prior to the beginning of the ensuing year. b. During the period from the beginning of the special assignment to the beginning of the next school year, the Para-Educator’s former position will be filled, if needed, on a temporary basis by an individual from outside the bargaining unit. The temporary Para-Educator who is hired shall receive salary and benefits in accordance with the Agreement, but he/she shall not have the right to employment for the next school year, nor will he/she have the right to layoff and recall as provided in Article IV of this Agreement. c. If the special assignment position is terminated or the Para-Educator who accepted the position requests a return to his/her previous assignment prior to the beginning of the next school year, he/she shall be returned to said former assignment with no loss of salary, benefits, or seniority. If, however, the Para-Educator elects to continue the special assignment during the ensuing school year, he/she shall forfeit all rights to his/her former position, but he/she shall retain all seniority and displacement rights provided in this Agreement. d. If the temporary Para-Educator is employed by the district for the ensuing school year without a break in service, he/she shall be covered by the terms of this Agreement and receive seniority retroactive to the commencement of his/her employment. e. If a Para-Educator is working with an individual student and that student leaves the district they will be treated as follows: 1. If the Para-Educator is employed in this district for the first time and he/she is in the first year of employment, he/she may be laid off as soon as the individual student leaves. He/She will assume recall rights for the amount of seniority accumulated. If the student leaves at the end of that year, the Para-Educator may be laid off or may bump depending upon seniority status. 2. Any Para-Educator who has been in the district for more than one year will be guaranteed a job for the remainder of the year. The Board has full discretion to place the Para-Educator for the remainder of the year. A Para-Educator in this position may be laid off at the end of the school year or bump another Para- Educator in the same category depending on seniority. 6.5 When necessary to meet the needs of the student body, the Administration may change or modify assignments, including assignments in different schools within the supervisory union. The Administration will give the Association a one-week notice of such changes or modifications. The Administration shall provide any necessary training/support for the Para-Educator to succeed in the new/newly modified position. Procedures in Article 6.2 and Article 4.3 shall be posted followed to assist the Para-Educator in applying for and accepting such a minimum of seven (7) calendar days. Term positions of less than ninety (90) days shall not be required to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hirenew/modified position. 21.02 The posting shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.

Vacancies. 21.01 All vacancies6.1 When a vacancy in the bargaining unit exists which is to be filled, term positions and or when a new positions which fall within position is created, notice of the scope of this Agreement vacancy and/or new position shall be posted for a minimum of seven (7) calendar days. Term positions of less than ninety (90) days shall not be required to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees internally communicated electronically through email for a period of seven (7) calendar working days with a copy and interested employees may make online application within such posting period. After the internal posting period has expired, the Town may give notice of this information forwarded vacancies or new positions to PCAMthe general public. Any Employee who was interviewed but was not the successful applicant Nothing herein provided shall be entitled construed as a guarantee that vacancies and/or new positions shall be filled from the existing employee force. 6.2 The decision as to consult with the hiring Manager. Such consultation will take place within two (2) weeks which, if any, of the request. The purpose of the consultation interested employees or persons shall be selected to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager fill a vacancy or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term new position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed made by PCAM the Town based on the applicant's qualifications and the Employer to extendneeds of the Town. The maximum duration as per above shall not apply If, in the following situations: (i) In case judgment of replacement the Town, there are two or more interested employees of an Employee on Maternity or Parental leave equal ability, the maximum duration more senior employee shall be eighteen (18) months. The Employer given preference and where there is an employee and non-employee of equal ability the employee shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longerbe given preference. (ii) In case 6.3 Announcements shall specify the title and salary range of replacement the position; the nature of an Employee on compassionate care leave the maximum duration work performed; the desired qualifications of applicants; the closing date for receiving applications and other information as required. Applications shall be provided as in The Employment Standards Code. The Employer made online by accessing the Town website at Xxxxxxxxx-xx.xxx and any employee wishing to apply shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours noticesubmit an application. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 6.4 In the event that one a layoff becomes necessary or more Employee(s) are on the re-employment list under Article 24there is a reduction in work force, the Employer more senior employee shall not be required given preference for the available work provided they are qualified to post perform the vacancy until each Employee on work. Prior to any full-time employee being laid off, part-time employees working less than twenty (20) hours per week, part-time employees working twenty (20) hours per week but less than forty (40) hours per week and probationary employees shall be laid off. Any bargaining unit employee who has been laid off shall have recall rights for a period of one (1) year from the re-employment list is determined date of lay off. After the one (1) year period there shall be no further right of recall. 6.5 Transfer of employees between departments and/or work shifts may be initiated by the Town Administrator or his/her designee. In making personnel transfers, the needs and interests of affected parties shall be considered, but the overall interests of the Town and its operations will be considered as paramount when personnel transfers are deemed to be unqualified necessary. Employees will be given five (5) days’ notice of transfer except when the Town Administrator or has declined his/her designee determines an offer made pursuant emergency exists. 6.6 When the Town transfers/promotes an employee to Article 24.04.another position within the union it shall provide a reasonable period of training. If after a 90-calendar day probationary period the employee is unable to perform the required duties, the employee shall revert back to the

Vacancies. 21.01 All vacancies(a) If the University decides to fill a position that is vacant, term positions and new positions which fall the position will be posted within forty-two (42) working days the date the became If the position is to be abolished or the the University will inform the Union of its within the scope of this Agreement shall above mentioned time When an existing or newly created position in the bargaining unit to be filled on a basis, the will be posted for a minimum of seven at least five (7) calendar days. Term positions of less than ninety (905) days shall prior to the expiry date specified on the posting. Information on the posting will position title and classification education and experience requirements other qualifying abilitieswhich pertinent to thejob responsibilities posting date and expiry date of the posting The reclassification of an occupied position will not be required to be posted or filled with deemed a vacancy under the process set forth belowprovision of this agreement, and may such reclassifiedpositions will not be filled by way posted. Both parties recognizethe mutualbenefits of temporary assignment or external hire. 21.02 The providing Employees withopportunities for promotion and transfer within the University. meet qualificationsas per ajob posting shall state and possess the closing date for applications, knowledge and experience and past to meet the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM job shall be provided with given over Employees have a copy right to apply for positions within the bargaining unit and to receive acknowledgment of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their such application. An unsuccessful applicant may inquire of Employee who applies for such a vacancy in the hiring Manager or bargaining unit and meets the Human Resources Consultant qualifications as to why they were not selected for posted will be given an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve interview having received at least one (121) months, unless mutually agreed by PCAM and the Employer to extendday's notice. The maximum duration as per above shall not apply in the following situationsprocess will be followed when a position becomes vacant: (ia) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is University will post a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04University may or subsequently advertise vacancies Upon request, Resources shall provide thejob for the posted position. All applicationswill be applicants. Human Resources, in consultation with the Head, ' will review internal applicants to whether are qualified for the position. internal applicant not qualified to receive an interview upon be informed of the The Selection Committee shall considerqualified internal candidates. An internal who receives an interview and is may, upon request,be given the for not being the position.

Vacancies. 21.01 All vacanciesSubject to clause prior to filling any vacancies in regular, term full-time and regular, part- time positions and new positions which fall within covered by the scope terms of this Agreement Agreement, the Employer shall be posted post notice of the vacancy for a minimum of seven fourteen (714) calendar daysdays and interested employees may make application for such position. Term Such notice shall contain the following information: nature of position; required knowledge and education; ability and skill; wage rate or range. Temporary vacancies: Temporary vacancies within the bargaining unit which will not or are not expected to exceed twelve (12) months (including vacancies arising as a result of special projects for a specified period) and temporary vacancies within the bargaining unit caused by absence due to illness, accident, leaves of absence (including maternity leave and adoption leave) vacation, the vacating of a position while the posting procedures are being completed and transfer need not be posted The parties agree that where and when temporary full time positions become available, the Team Leader, so affected, shall inform staff team to which the temporary full time position applies, of less than ninety the availability of such a position with the intent that part time members of the staff team will be given the opportunity to express interest in such a position. If two (902) days or more part time members of the staff team express an interest in the temporary full time position it will be offered in accordance with Article An employee may be transferred one classification to another classification within the bargaining unit carrying a rate in a higher range for a period or periods not exceeding one (1) week without changing his rate of pay. In the event an employee is transferred from one classification to another within the bargaining unit carrying a rate in a higher range for a period exceeding one (1) week, he shall receive the rate of pay of the higher-rated classification only for the period of time in excess of one (1) week to which he is assigned the higher-rated classification Any employee who has successfully bid under this Article and received a posted job shall not be required entitled to be bid on a posted or filled job for six (6) months from the date of his successful bid, except with the process set forth belowpermission of the Employer.\ The Employer and the Union agree that in the case of promotions (other than promotions to positions outside of the bargaining unit) the following factors shall be considered: a) current qualifications including ability, knowledge, education, skill and experience; length of continuous service. The Union agrees that the qualifications in factor (a) must govern, and may only where such current qualifications of the employees are equal, will factor govern. The Employer shall be filled by way the sole judge of temporary assignment or external hire. 21.02 The posting shall state the closing date for applicationsqualifications in factor (a), provided however, the location Employer shall not exercise its discretion in an arbitrary, capricious or discriminatory manner. If the vacancy is not filled as a result of the positionjob posting and in the opinion of the Employer, the classification, there are no suitable applicants who are immediately qualified to perform the duties and responsibilities of the job in question, the Employer may consider applicants outside the bargaining unit to fill the position. Trial Period on Successful Promotion: The successful applicant on a job posting under clause shall be placed on trial period for three (3) months. In the event the successful applicant proves unsatisfactory in the position during the trial period, or if the employee is unable to perform the duties of the new job classification, he shall be returned to his former position and former wage or salary rate without loss of seniority. Any other employee promoted because of the re-arrangement of positions shall also be returned to his former position, the qualifications requiredand wage or salary rate, equivalent to full-time (EFT), and salary rangewithout loss of seniority. PCAM This clause shall not be provided with a copy of all postings considered as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with familiarization on a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interviewjob posting. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.

Vacancies. 21.01 All vacancies‌ 12:01 The parties recognize that job opportunities should increase in proportion to the length of service. 12:02 Where the Employer requires that a vacant or new full-time or part-time position be filled, term positions a bulletin will be posted and new positions which fall within the scope of this Agreement employees covered by this 12:03 A bulletin shall be posted in the work location for a minimum period of seven (7) calendar days. Term positions of less than ninety (90) days shall not be required to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the positionresponsibilities, the qualifications requiredrequired and the rate of pay. 12:04 When an employee has submitted an application in response to a bulletin and has been advised that he was unsuccessful, equivalent to full-time he may request in writing the reasons he was unsuccessful. The Employer shall respond within five (EFT), and salary range. PCAM shall be provided with a copy 5) working days of all postings as they are issued. Practice descriptions shall be available to applicants upon the employee’s request. 21.03 The selection of Employees 12:05 Where there is more than one (1) qualified employee who applies for vacant or new positions shall be on the basis of qualifications, abilitya position, and prior work performance. Where two or more applicants their combined skill, experience levels and past performance are considered relatively equal using the above assessment criteriasimilar, then seniority shall should be the determining factor. For the purposes of this Article, to be considered qualified; an applicant must meet the requirements for the position as set out in the job description. Determination of suitable qualifications may include evaluation or testing to be conducted by the appropriate area Manager for the following positions; Bartender, Junior Sous Chef, Cook Level One, Cook Level Two and Cook Level Three. 21.04 The name of the successful applicant(a) An employee, posting number and the who accepts a position awarded will in a new appointment and/or classification, shall be posted in an electronic format accessible to all Employees on a trial for a period of seven three (73) calendar days with a copy months. Subject to satisfactory performance, such promotion shall become permanent after the trial period of this information forwarded three (3) months. (b) In the event the employee proves unsatisfactory in the position during the trial period, or if the employee finds himself/herself unable to PCAMperform the duties of the new position, he/she shall be returned to his/her former position at his/her former salary. Any Employee who was interviewed but was not other employee promoted or transferred because of the successful applicant rearrangement of positions shall be entitled returned to consult with the hiring Managerhis/her position at his/her former salary. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall A newly hired employee, in contrast, could be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interviewreleased. 21.05 12:07 A term position shall vacancy bulletin will not be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situationsrequired: (ia) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty position is to be filled on a temporary basis for a period of ninety (3090) days or less; (b) When a sick leave of making such selection and provide absence is filled for up to six hundred forty (640) hours; (c) When a vacant new position is to be filled by the Employee's namerecall of a laid off employee. 21.07 In (d) When an employee is transferred to a vacant or new position for reasons of accommodation (medical reasons). (e) Where a subsequent vacancy has occurred in a position posted within the event that one previous ninety (90) days. 12:08 An employee who is returned (or more Employee(stransferred) are on the re-employment list under Article 24, by the Employer during the probationary period that is required for all new appointments shall not be required relocated to post a similar position at the vacancy until each Employee on same classification level. An employee relocated to his former position shall be paid at the re-employment list is determined to be unqualified rate of pay that he would have been paid had the promotion (or has declined an offer made pursuant to Article 24.04transfer) never occurred.

Vacancies. 21.01 All vacanciesThere shall be three methods for filling promotional, term positions and new positions which fall within temporary. They are as follows: Where the scope Chief determines that there is a requirement for a permanent appointment any rank in the bargaining unit above the rank of this Agreement Constable, such position shall be posted for a minimum seven consecutive calendar days for application by other personnel holding the same rank as the declared vacancy. Where, in the judgement of seven (7) calendar daysthe Chief, the skill, ability, qualifications, experience and suitability for the position are equal among the applicants considered, then seniority in the rank shall govern. Term positions The judgement of less than ninety (90) days the Chief shall not be required to be posted exercised a manner that is arbitrary, discriminatory or filled with the process set forth belowbad faith, and may be filled by way of temporary assignment or external hire. 21.02 The posting the Association shall state have the closing date right to challenge the Chief's judgement on this basis. Where the Chief has made a determination that there is a requirement for applicationsa permanent appointment as in (a) above and there are no qualified applicants from those holding the same rank as the declared vacancy, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM promotional process shall be provided with a copy of all postings as they are issuedinstituted. Practice descriptions The chief shall be available to applicants upon request. 21.03 The selection of Employees recommend candidates for vacant or new positions shall be promotion on the basis that candidates of qualifications, ability, and prior work performancerelatively equal merit shall be recommended in order of seniority. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual Chief decides to fill a vacant vacancy created by a temporary absence (due to vacation, illness or new positiondisability, it a leave of absence, or an unfilled appointment being filled under (a) or above), he shall notify PCAM electronically within select replacements by the order of ranking of the unsuccessful candidates the immediately preceding promotional competition for the rank that is being replaced. Where the chief decides to fill a temporary vacancy not expected to exceed thirty (30) working days absence of making such selection the being replaced, the Chief shall select from among the unsuccessful candidates the Branch, Unit or Platoon where the absence occurs. Specific counselling shall be given to each member regarding his and behaviour, and that each member be required to acknowledge, through signing an evaluation form, that the evaluation and counselling has been conducted, and a copy of that form be supplied to him after the signing of same This evaluation form shall also provide adequate room for remarks by the Employee's name. 21.07 member being rated. ARTICLE SERVICE REDUCTION In the event of a Service reduction, members shall be released in reverse order of seniority and members shall be recalled according to seniority provided that one or more Employee(s) are the member is mentally and physically fit. Such right to recall shall expire at the expiration of two years from date of release and the obligation on the re-employment list Board shall be completely discharged and the shall have no other rights if he fails to respond within ten days of the notice of recall being sent by prepaid Registered Post to his last address on record with the Department. ARTICLE GENERAL PROVISION8 Subject to the other provisions of this Article, a member charged with and finally acquitted of a criminal or statutory offence, because of acts done in the attempted in good faith of duties as a police officer shall be indemnified for the necessary and reasonable legal costs incurred the defence of such charges. otherwise authorized under Article 24where the actions of the officer from which the charges arose amounted to a dereliction of duty or abuse of powers as a police officer. Where a member is a defendant a civil action for damages because of acts done the attempted in good faith of duties as a police officer, shall be indemnified for the necessary and reasonable legal costs incurred in the defence of such an action where the Chief of Police is not joined the action as a party pursuant to section of the and the Chief of Police does not defend the action on behalf of and of the member as joint at the sole expense. Where a member intends to apply to the Board for indemnification hereunder, the Employer shall not be required member shall, within ten days of being charged or receiving notice of the legal proceedings covered herein, apply writing to post the vacancy until each Employee on Chief of Police or to the re-employment list is determined officer designated by the Chief of Police to deal with such applications for approval to retain counsel and approval of the counsel to be unqualified or has declined so retained. In the event of any dispute concerning the counsel to be retained, the matter shall be resolved by an offer made pursuant to Article 24.04officer designated by the Chief and a member of the Association Executive designated for that purpose.

Vacancies. 21.01 All vacancies, term positions and (a) Any new positions which fall within the scope or vacant position of this Agreement shall employment of four (4) months or more becoming available will be posted for a minimum of seven (7) calendar days. Term positions of not less than ninety five (90) days shall not be required 5)work days, excluding the day of posting, prior to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applications, the location filling of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded Such notices will be posted in an electronic format accessible each of the area offices. In cases where qualifications, ability and competence are equal, seniority will be a deciding factor when decisions are made with regard to all Employees for promotion and transfer. The most senior applicant may request a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but written explanation why she was not selected if a written request is submitted to the Program Manager within five (5) work days of being notified of being unsuccessful. The Employer may temporarily assign a nurse to a position which qualifies for posting as above, until the posting and/or external procedure has been complied with, and arrangements have been made to place the successful applicant in the permanent position. (a) If the incumbent proves unsatisfactory to the Employer, or the successful applicant wishes to returnto their former position, during the trial periodof up to thirty-five (35) actual days worked, or such longer period as may be mutually agreed upon in writing between the Assistant or designate, and the Union, they shall be entitled returned to consult with their former positionwithout loss of seniority, and the hiring Manager. Such consultation will take place within two (2) weeks filling of the requestsubsequent vacancies will likewise be reversed. The purpose of Nurses electing to return to their former position within the consultation shall trial period may not be to provide considered for another posted position in accordance with Article If a newly hired nurse filled the Employee with constructive feedback regarding their applicationposition vacated by the incumbentthat nurse will be terminated if no other suitable vacancy is available. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected Incumbents applying for an interview. 21.05 A term another posted position shall be for a specific period of time, up to a maximum of within twelve (12) months, unless mutually agreed by PCAM and months from the Employer date they commenced work in their present position may not be considered at the Employer's option. Written requests for a delayed start date will be submitted to extendthe Program Manager or designate with an explanation. The Such requests may or may not be granted. A written reply will be given to the nurse. Any extensiongranted will not exceed a once only maximum duration as per above shall not apply in the following situations: (i) In case period of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) calendar days except at the discretion of making such selection and provide the Employee's nameEmployer. 21.07 In (a) Temporary vacancies, such as those caused by a nurse's absence owing to accident, injury, illness, vacation, leaves of absence and temporarytransfer, shall be posted. Such temporary vacancies may be filled at the event discretion of the Employerfor a period not to exceed thirteen (13) months. If a temporary vacancy still exists at the end of the thirteen (13) month period, it shall be postedand filled in accordance with the seniority provisions of this Collective Agreement. Nurses returning from extended absence due to illness or accident of greater than a twelve (12) month period, will have the right to return to the position previously held (provided the position has not been eliminated) and a permanent nurse currently in that one position regardless of possible greater senioritywill eithertake any available vacancy in the bargaining unit (full-time or more Employee(spart-time) are on or return to their former part-time position or exercise their seniority by taking the reposition of the least senior nurse in the bargainingunit (full-employment list under Article 24time or part-time) who will be laid off with at least fifteen (15) calendar days notice, subject to the Employer provision that if the returning nurse is the least senior nurse she shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04laid off.

Vacancies. 21.01 All vacancies, term positions and new positions which fall 13.01 The Employer will advise the Union of any vacancy within the scope of this Agreement shall be posted for a minimum of seven thirty (7) calendar days. Term positions of less than ninety (9030) days of the position becoming vacant. The Employer shall have no obligation to fill any vacancy in the bargaining unit, unless it decides to do so. The Employer shall advise the Union of the reason why the vacancy was not be required filled. An employee who wishes to be considered for the position so posted or filled shall make a formal application in accordance with the process set forth below, and may be filled by way provisions of temporary assignment or external hirethe posting. 21.02 The posting shall state 13.02 Where the closing date for applications, the location of the Employer elects to fill a bargaining unit position, it shall post the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be position on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees Employer Human Resources System (currently called eliR) for a period of seven (7) calendar days. The Employer may, at the same time, post or advertise the position outside of the bargaining unit, should it wish to do so. Each posting will state the position title, provide a general description of the responsibilities of the position, the qualifications and/or experience necessary to be considered for the position, the location of the position, hours of work, and the pay level. The Employer reserves the right to determine the start date of the employee in the new position. 13.03 The Employer may, but shall not be required to, follow the posting procedure contained in this Article if the vacancy is not expected to exceed one hundred and eighty (180) days with or if the vacancy is caused by an approved leave of absence. 13.04 When filling any vacancy under this Article, the Employer will consider the employees' experience (including considering whether the employee has worked in the relevant Safety Program Line, for example, EDAD, BPV & OE, and/or Fuels or any other new Safety Program Lines which may exist in the future), skills, abilities, and where required, education, professional registrations, certifications and/or licenses necessary to do the work. If certain employees are relatively equal on the basis of these factors, seniority shall govern. Qualified bargaining unit employees will be given preference over non-bargaining unit candidates where their qualifications are equal to or better than the non-bargaining unit candidates. a) An employee promoted or transferred to a copy new position within the bargaining unit shall serve a trial period for up to ninety (90) days worked in the new position, which shall include a minimum period of orientation and familiarization of not less than thirty (30) days. If the employee is unable during this information forwarded period to PCAMmeet the requirements in a manner satisfactory to the Employer, or the employee finds the job unsatisfactory, they will be returned to their former position (if it still exists) without loss of seniority and will be paid at the pay rate they formerly received prior to being placed in the vacant position, and the vacancy shall then be filled by the second most qualified person who applied for the position, and this person shall then be subject to the ninety (90) day trial period. If this second employee is unable during this period to meet the requirements in a manner satisfactory to the Employer, or the employee finds the job unsatisfactory, they will then be returned to their former position (if it still exists) without loss of seniority and will be paid at the pay rate they formerly received prior to being placed in the vacant position, and the vacancy may then be filled by the Employer in its sole discretion without further posting. Any Employee other employee promoted or transferred because of the rearrangement of positions shall be returned to their former position (if it still exists) without loss of seniority and will be paid at the pay rate they formerly received prior to being placed in the vacant position. Where an employee's former position no longer exists, the employee shall be placed in a comparable bargaining unit position without loss of seniority, and will be paid at the pay rate they formerly received prior to being placed in the new position. b) Without limiting the foregoing, if a bargaining unit employee is transferred to an inspector trainee role in another area of the bargaining unit, the employee's entitlement to remain in the position to which they are transferred will be dependent upon the employee passing any required examinations (for example, certification examinations). If the employee does not pass the required examinations within a period of eighteen (18) months following the date of the transfer to the new position, then the employee will be returned to their former bargaining unit position (if it still exists), without loss of seniority, and the employee will be paid at the pay rate they formerly received prior to being placed in the new position. The Employer shall have the option to extend the eighteen (18) month timeframe, but shall not be obligated to do so. Where an employee's former position no longer exists, the employee shall be placed in a comparable bargaining unit position without loss of seniority, and will be paid at the pay rate they formerly received prior to being placed in the new position. 13.06 While an employee referred to in Article 13.05 shall serve a trial period of up to ninety (90) days worked in the new position, the Employer is not obligated to keep the employee in the new position, and if the employee is not meeting the requirements of the job in a manner satisfactory to the Employer, the Employer may return the employee to their former position prior to the expiry of the ninety (90) days in accordance with this Article, but not prior to the expiration of the thirty (30) day orientation and familiarization period. 13.07 Any employee who was interviewed but was has successfully completed the trial period in the new position shall not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected apply for an interview. 21.05 A term another posted position shall be for a specific period of time, up to a maximum of twelve (12) monthsmonths from the completion of the trial period, unless mutually agreed by PCAM and except with the advance written permission of the Employer. 13.08 Promotions, transfers or assignments to positions outside of the bargaining unit shall not normally be subject to the provisions of this Agreement. However, when the promotion or transfer to a position outside of the bargaining unit is intended to be temporary only, such as a temporary redeployment to an alternate role where the Employer requires assistance or additional human resources in other non- bargaining unit work areas, and where it is intended that the employee will eventually return to extend. The maximum duration as per above their bargaining unit position, then the provisions of this Agreement shall not continue to apply to the employee even while the employee is in the following situations:temporary role. If the Employer intends that the promotion or transfer to a position outside of the bargaining unit is intended to be temporary only, then this will be recorded in writing. (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. 13.09 The Employer shall state on have the job posting that right to assign a bargaining unit employee to an alternate bargaining unit position. If the said term employee is assigned to a “Maternity/Parental leave position with a higher rate of absence term” which may expire sooner than indicatedpay, subject then the employee shall receive the higher rate of pay while performing work in the new position. If the employee is assigned to minimum notice a position with a lower rate of two (2) weeks or one pay periodpay, whichever is longerthen the employee will maintain their existing rate of pay. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration 13.10 Fixed Term employees as per Article 17.01 shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined considered to be unqualified or non-bargaining unit applicants for the purpose of job competitions. If they are the successful candidate, then their seniority shall be back dated to their first day of employment as a Fixed Term employee, provided that there has declined an offer made pursuant to Article 24.04not been a break in their service longer than one (1) week. (A break in their service means any period of time when the Fixed Term employee is not in the employment of the Employer.)

Vacancies. 21.01 All vacanciesDefinition: A vacancy will be considered to exist if a current Employee resigns, term positions and retires, is terminated, is transferred, is promoted unless said position is eliminated, or if a new positions which fall position is created or reinstated. 15.01 In the event that a vacancy exists within the scope of this Agreement unit and the Employer determines to fill the vacancy, Employees within the unit will be given the opportunity to bid for the position through the posting procedure. All vacancies shall be posted within five (5) working days. 15.01.01 When a vacancy occurs within the bargaining unit and the contractual bidding process has been completed, an Employee working a split assignment shall nevertheless have the option to fill the position on the basis of seniority before an outside applicant is considered. 15.02 Copies of each posting are available on the district website. The posting will remain posted for a minimum period of seven five (75) calendar daysworking days prior to filling such vacancy. 15.03 Vacancy postings will include the type of position, location of work, shift, and will set forth the minimum requirements and duties for the position. 15.04 As a practice the filling of a vacancy shall be done within five (5) working days however, may take up to fifteen (15) working days of the closing of the posting for the position except in those instances where, due to a lack of qualified applicants, the Administration determines to not fill the position. Term positions It is further acknowledged that the fifteen (15) day time limit, above specified, will be reasonably extended to provide necessary time to enable the Board of Education to meet in session to approve the filling of newly created positions. Persons on leave can put in for a posting as long as they can fill the position within twenty (20) working days or less from the expiration of the posting. Employees on Workers Compensation leave are eligible for all postings. 15.04.01 Should more than one (1) present Employee from within the same classification bid on a vacancy the more senior Employee shall be granted the position provided the Employee is not currently on any type of corrective action plan. 15.04.02 When an Employee has applied for a different position, the Employee selected shall commence work no sooner than twenty-four (24) hours following notification. 15.04.03 An Employee filling a vacancy in a classification different than the one presently held shall be placed on the lowest step of the salary schedule of the new position which will provide a raise over their previous rate of pay. Example: Shift Premium 15.05 When a new job is placed in the Unit and cannot be properly placed in an existing classification, Superintendent/designee will establish a classification and rate structure to apply. In the event the Unit does not agree that the classification and rate are proper, the Board agrees that up to three (3) representatives assigned by the Superintendent/designee from Administration will meet with up to three (3) representatives of the Union to discuss such classifications and rates. 15.06 Employees interested in a posted vacancy will apply for the vacancy using the on-line Job Application system. 15.07 In the event that an Employee is to be absent for four (4) weeks or longer, or has been absent for four (4) weeks, his/her position will be posted as a temporary position within fifteen (15) working days of the Employer's determination to fill the vacancy. (As a result of filling the vacancy by a member of the Unit, Section 15.04 of ARTICLE 15 will be applicable). 15.07.01 Employees absent for sixty (60) working days will be guaranteed the same position they left. However, Employees suffering from a Workers' Compensation injury will return to their assigned position for a period of up to one year from the date of injury. 15.07.02 Employees returning from a Workers’ Compensation injury absence of more than one year shall have the right to bump the least senior classification Employee in their area if no opening exists. 15.08 Employees off ninety (90) consecutive calendar days due to personal illness or on LTD shall not have the right to bump the least senior classification/group Employee in their area, if no open position exists. 15.09 Vacancies created by a Workers’ Compensation injury will be required limited to be posted or filled one (1) postings with the process set forth below, and may be filled by way of second (2nd) opening posted as a temporary assignment or external hireposition. 21.02 The posting shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with 15.09.01 Posted vacancies created by a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded Workers’ Compensation injury will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interviewclearly marked “Workers’ Compensation Injury Position”. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.

Vacancies. 21.01 All vacancies12.01 Except for entry level positions, term positions and new positions which fall within where the scope of this Agreement Employer elects to permanently fill a bargaining unit position, it shall be posted for a minimum period of seven five (75) calendar days. Term positions The Employer will advise the bargaining unit of less than ninety (90) days shall the classification that is being posted and the current wage rate. The Employer will also indicate the current hours of work and provide a description of current job functions for the position. The Employer reserves the right to change these particulars to the extent provided by the Collective Agreement and any such changes will not be required constitute a vacancy and the position will not have to be posted or filled with reposted. The Employer shall provide the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided Union’s Shop Chairperson with a copy of all postings as they are issuedeach posting at the time that it is posted. Practice descriptions shall be available to applicants upon request.[Agreed] 21.03 12.02 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to follow the posting procedure contained in this Article if the vacancy is not expected to exceed thirty (30) days or if the vacancy is caused by illness, accident, vacation, leave of absence, pregnancy or parental leave, layoff or promotion posted under this Article. 12.03 The Employer may elect to fill a permanent vacancy for a temporary period not to exceed thirty (30) days without compliance with the posting and selection process contained in this Article. If the period exceeds thirty (30) days, the Employer will post the vacancy until each Employee in accordance with this Article 12. 12.04 When filling any posting under this Article, the Employer will consider the employees’ experience, skills, abilities, and, where required, certifications and/or licences necessary to do the work. If certain employees are relatively equal on the basis of these factors, seniority shall govern. When the Employer elects to hire a candidate to fill a posted bargaining unit vacancy, the Employer shall provide the Union’s Shop Chairperson with a copy of the employment offer letter for that candidate. [Agreed] 12.05 An employee promoted or transferred to a new position within the bargaining unit shall serve a trial period for up to ninety (90) days worked in the new position. If the employee is unable during this period to meet the requirements in a manner satisfactory to the Employer or the employee finds the job unsatisfactory, he will be returned to the former position without loss of seniority and at the current hourly rate for the former position. If the Employer still desires to fill the vacancy, it shall re-employment list post the position and select an employee in accordance with the provisions of this Article 12. The second employee selected shall serve a trial period for up to ninety (90) days worked in the new position. If the second employee is determined unable during this period to meet the requirements in a manner satisfactory to the Employer or the employee finds the job unsatisfactory, he will be returned to the former position, without loss of seniority and at the current hourly rate for the former position, and the vacancy may then be filled by the Employer in its sole discretion without further posting. Any other employee promoted or transferred because of the rearrangement of positions shall be returned to his former position without loss of seniority and at the current hourly rate for the former position. 12.06 While the employee(s) referred to in Article 12.05 shall serve a trial period of up to ninety (90) days worked in the new position, the Employer is not obligated to keep the employee in the new position for ninety (90) days worked in the new position, and if the employee is not meeting the requirements in a manner satisfactory to the Employer, the Employer may return the employee to his former position prior to the expiry of the ninety (90) days in accordance with this Article. 12.07 It is understood that Article 12.05 does not create a right to a training period. That is, in order to be unqualified awarded a posted vacancy the employee must be able to demonstrate that he is capable of performing the job at the time of the posting. The employee will be provided with a familiarization period of two weeks. 12.08 Any employee who has successfully completed the trial period in the new position shall not be entitled to apply for another posted position for six (6) months from the completion of the trial period, except with the written permission of the Employer. 12.09 Promotions or has declined an offer made pursuant transfers to Article 24.04positions outside of the bargaining unit shall not be subject to the provisions of this Agreement.

Vacancies. 21.01 All vacancies, term positions and new positions which fall within the scope 25.01 The Employer agrees to post notices of this Agreement shall be posted all bargaining unit vacancies for a minimum of seven (7) calendar days. Term positions of less than ninety (90) days shall not be required to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of prior to making an Employee on compassionate care leave the maximum duration shall be provided as appointment for such position in The Employment Standards Codeorder that interested employees may apply. The Employer shall state either: (a) post such notices on the job posting that the said term is a “compassionate care leave term” which will expire subject its Intranet site, or (b) where employees do not have readily access to a minimum of forty-eight (48) hours noticecomputer in their work location, post such notices on its notice boards. Job Postings may be viewed online. (iiia) Other situations The Employer has the right to establish the qualifications for the required vacancy. These qualifications shall be those that are required to perform the normal functions of the position. The qualifications shall not be established in an arbitrary or discriminatory manner. (b) The Employer shall first conduct an internal competition and attempt to fill vacancies with a candidate who is a CIPP member at the time of their application and who meets the qualifications as determined by the Employer. The qualifications required to be appointed to the position shall be determined in advance of the competition. After completing an internal competition which did not yield a qualified CIPP member, the Employer may then consider candidates from outside the bargaining unit. (c) It is recognized that there may be circumstances where the Employee fills Employer may wish to advertise a term position due to another Employee who is absent that vacancy externally concurrent with the internal process. In such circumstances, after notifying the Institute, the Employer expects to returnmay post internally and externally concurrently but the Employer must first complete the internal competition before reviewing the external candidates. The Employer shall state on agrees to advise the job posting Union as to the names of the internal applicants to the competition if the above notification is provided . It is acknowledged that the said term is an "indefinite term" which hiring manager will expire subject not have access to a minimum the file of forty- eight (48) hours noticecandidates from outside of the bargaining unit prior to the completion of the internal competition. 21.06 When (d) Where an employee has not been selected after having been interviewed, such employee may request a meeting with the Employer has selected an individual Manager to fill discuss and receive feedback about their competition results. Such feedback will include a vacant or new positiongeneral summary of the assessment of the employee that reviews the employee’s strengths, it shall notify PCAM electronically within thirty (30) days areas of making improvement and/or how they can develop their skills. The employee’s request for such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer meeting shall not be required unreasonably denied. The employee may invite a representative of the Institute to post accompany them. Applicants who were not selected for an interview may contact the vacancy until each Employee on hiring manager to discuss the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04reasons why their application was screened out.

Vacancies. 21.01 All vacancies14.01 Wherever a vacancy occurs, term positions and or a new positions which fall job is created within the scope bargaining unit, the Company shall post the vacancy or new job for a period of five (5) working days. Any employee may apply to the Company for consideration for employment in the vacancy or new job, during the five (5) working days. The application shall be in writing on forms provided by the Company. The employee will retain a copy of the form. For the purpose of this Agreement Section a working day shall be posted for a minimum of seven (7) calendar dayscommence at 8:00a.m. Term positions of less than ninety (90) days shall not be required to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a terminate at 4:30 p.m. A copy of all postings as they are issued. Practice descriptions shall and the names of successful applicants will be available given to applicants upon requestthe Plant Chairperson. 21.03 14.02 The selection filling of Employees vacancies and transfers to higher paid or better jobs will be based on seniority, provided the employee has the skill, ability and qualifications to perform the required work. A Successful applicant to a vacancy will be provided an evaluation period to demonstrate that he/she has the skill, ability and qualifications to perform the required work. The evaluation period(s) will be as follows: Xxxxx 0 to Level 3 - fifteen (15) working days. Xxxxx 0 to Level 4 - twenty five (25) working days. Xxxxx 0 to Xxxxx 0 - thirty five (35) working days. During the evaluation period an employee shall receive 50% of the difference between his/her current rate and the rate of pay for vacant or the level which he/she is being evaluated, in addition to his/her current base rate. A successful applicant who cannot, during the evaluation period, demonstrate the necessary skill, ability and qualifications to do the required work to maintain the level of promotion shall return to his/her former level/classification. An employee cannot bid to a vacancy that is more than one (1) level above his/her existing level at the time of the vacancy. 14.03 No employee will be given a downward evaluation during the term of this Agreement provided the employee has the ability to perform the work at the pay of the higher level. 14.04 If a new positions shall be job classification is created, the parties will mutually decide on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number new classification title and the position awarded will wage rate for the classification created. If no agreement can be posted reached the matter may be referred to an arbitrator in an electronic format accessible to all Employees for a period of seven (7) calendar days accordance with a copy Article 8 of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interviewAgreement. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.

Vacancies. 21.01 PROMOTIONS. TRANSFERS. EVALUATIONS AND PERSONNEL FILE A. All vacancies, term positions vacancies shall be posted. A copy of the posting shall be sent to the President of the Association. The President shall be notified of all vacancies and new positions prior to posting of said positions. All applications for any position must be submitted within one week after the vacancies are posted. Current employees will be considered for open positions for which fall within they meet the scope of this Agreement qualifications. B. Promotions shall be posted only those recognized by the Suffolk County Department of Civil Service. C. A yearly evaluation of all employees shall be made by their immediate supervisor prior to May 1 of each year. The President of the Association shall be notified of any change(s) to the evaluation form prior to said change(s). The District shall have the right to evaluate those employees serving a six (6)-month probationary period up to two times during the probationary period. For those employees serving an eighteen (18)-month probationary period, the District shall have the right to evaluate the employee up to four times during the probationary period. D. Any employee shall have the right to review all material placed in his/her individual personnel file upon written request twenty-four (24) hours in advance, with the exception of pre-employment references which shall be treated as confidential. E. No material questioning the performance of the employee will be placed in the employee’s file unless he/she has had the opportunity to review it. Upon said review, the employee shall sign the material as acknowledgment of review. The employee shall have the right to respond in writing to the material and to have copies of such material. F. Employees shall be notified by salary agreement of their employment status for the following year by June 1 of each year. G. All employees of the Association who achieve an upgrade of title according to Civil Service guidelines shall be granted a minimum $2,000 annual salary increase. H. Notice of seven (7) calendar daystransfer for the following year shall be made known by June 1st when possible. Term positions of less than ninety (90) days shall not Prior to any transfer, qualified volunteers will be required considered first. The district will determine the employee to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hiretransferred. 21.02 The posting shall state I. Any transfer or reassignment will be made only after a meeting between the closing date for applications, employee and his/her immediate supervisor. During this meeting the location employee will be informed of the position, reason(s) for the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the requesttransfer/reassignment. The purpose of employee may request the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement attendance of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longerAssociation representative at this meeting. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.

Vacancies. 21.01 All vacancies, term (a) The Employer shall post notices of vacancies for all regular and temporary positions and new positions which fall within the scope bargaining unit not less than ten (10) calendar days in advance of this Agreement filling the vacancy. A copy of such notice shall be posted for forwarded to the Local Union within five (5) calendar days of the posting. (b) When circumstances require the Employer to fill a minimum vacancy before the expiration of seven ten (710) calendar days. Term , the appointment shall be made on a temporary or relief basis only. (c) Subject to 13.02, vacancies shall be filled whenever possible from within the bargaining unit. (d) Only temporary positions of less greater than ninety three (903) days shall not be required months need to be posted posted. (e) Applications for vacancies shall be made in writing to the Recreation and Rehab Manager or filled with the process set forth belowAdministrator as directed in the posting. 13.02 When filling vacancies, the determining factors shall be skill, training, knowledge, efficiency, experience and other relevant attributes, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants where these factors are considered by the Employer to be relatively equal using the above assessment criteriaequal, seniority shall be the determining deciding factor. If all applicants are casuals, and the above factors are considered relatively equal, the position shall be awarded to the one who has been in the scope of the bargaining unit the longest. 21.04 13.03 The name of the Employee who is appointed to fill the vacancy shall be posted forthwith on a bulletin board provided for that purpose and shall remain posted for not less than eight (8) calendar days. (a) The successful applicant, posting number and the position awarded applicant will be posted in an electronic format accessible to all Employees for given a trial period of seven three hundred, twenty- five point five (7325.5) calendar days with hours worked in which to demonstrate the Employee’s ability to perform the new assignment satisfactorily. If the Employee does not succeed during the trial period, or if the Employee requests to return to her previous position/status during the trial period, the Employer will make a copy good faith effort to reinstate the Employee in her former position/status/fte, or, if such is not possible, place the Employee in another suitable position at not less than the same rate of this information forwarded pay to PCAM. Any which the employee would be entitled had she remained in her former position/status. (b) A Regular Employee who was interviewed but was applies for and is successful on a temporary posting shall maintain her status as a Regular Employee. A Casual Employee who is successful on a temporary posting shall receive all entitlements and benefits applicable to a Temporary Employee. At the completion of the temporary term, the Regular Employee shall return to her former position. At the completion of the temporary term, a Casual Employee shall resume the normal terms and conditions of employment applicable to a Casual employee 13.05 An Employee’s anniversary date, for the purpose of scheduled increments, shall not be changed as a result of being the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interviewa vacancy. 21.05 A term position shall be for a specific period 13.06 At the time of time, up hire or upon being the successful applicant to a maximum of twelve (12) monthsvacancy, unless mutually agreed by PCAM and all Employees shall receive a letter which shall include the Employer to extend. The maximum duration as per above shall not apply in the following situationsfollowing: (ia) In case of replacement of an Employee on Maternity category (Regular, Temporary or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer.Casual); (iib) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice.classification; (iiic) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum number of forty- eight hours per shift and shifts per shift cycle; (48d) hours noticedate of hire; and (e) salary step. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.

Vacancies. 21.01 All vacancies(a) The Employer shall post electronic notices of vacancies for regular full- time, term regular part-time and temporary positions and new positions which fall within the scope of this Agreement shall be posted bargaining unit for a minimum of seven not less than six (76) calendar days. Term positions of less than ninety (90) days shall not be required prior to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hirean appointment being made. 21.02 The (b) Notice of a posting shall state contain the closing date for applicationsfollowing information: brief description of the required duties and qualifications, the location full time equivalent (FTE – i.e., 0.5), status of the position, expected term if a temporary position, salary, site. (c) When circumstances require the classificationEmployer to fill a vacancy before the expiration of six (6) calendar days, the appointment shall be made on a temporary or relief basis only. (a) All applications for positions shall be submitted through the employer’s online application tool. (b) Applicants shall be informed in writing of their acceptance within five (5) calendar days of the date of the appointment. Unsuccessful applicants shall also be notified in writing. (c) The Employer shall provide the Union with copies of the posting of vacancies of all positions within the bargaining unit as outlined in Article 02 a) within five (5) calendar days of the posting. (d) The name of the successful applicant shall be given to the Union within five (5) calendar days of the appointment. (a) In filling vacancies, skill, education, training, knowledge, efficiency and other relevant attributes shall be the primary consideration. Where these factors are considered by the Employer to be relatively equal, seniority within the bargaining unit will be the deciding factor. (b) If all applicants for a vacancy are casual Employees, skill, education, training, knowledge, efficiency and other relevant attributes shall be the primary consideration. Where these factors are considered by the Employer to be relatively equal, hours worked within the bargaining unit will be the deciding factor. (c) Subject to meeting the requirements of the posted vacancy, members of the bargaining unit will be given first consideration over external applicants when vacancies are filled. (d) Upon request, the Union shall be provided with relevant information regarding the competition in question. (a) All promotions and transfers shall be on a trial basis. The Employee will serve a trial period of four hundred eighty-eight point two five (488.25) regular hours worked to demonstrate their ability to perform the duties and responsibilities of the position, new position to the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name satisfaction of the successful applicant, posting number and the position awarded will Employer. The trial period may be posted in extended for up to an electronic format accessible to all Employees for a period of seven additional three hundred (7300) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks regular hours worked by mutual agreement of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM Employer and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) monthsUnion. The Employer shall state on provide an evaluation of the job posting that employee prior to the said term is a “Maternity/Parental leave extension of absence term” which may expire sooner than indicated, subject the trial period. Should the Employee fail to minimum notice of two (2) weeks or one pay meet the requirements during the trial period, whichever is longeror should the Employee request to return to their former position / status, the Employer will reinstate the Employee in their former position or in a position equivalent to their former position without loss of seniority and at a rate of pay equivalent to that which they held in their former position. (iib) In case An Employee shall not serve such trial period when changing from part- time to full-time, or vice versa, within the same classification, but shall complete the balance of replacement of an Employee on compassionate care leave any trial period that has not been served in the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours noticeclassification. (iiia) Other situations where When an Employee is promoted to a classification to which a higher salary scale is assigned, (i.e. from a Medical Laboratory Technologist I to a Medical Laboratory Technologist II), the salary of such promoted Employee fills a term position due shall be advanced to another Employee who that step in the new scale which is absent that next higher than their current rate or to the Employer expects to return. The Employer shall state step which is next higher again if such salary increase is less than the Employee‘s next normal increment on the job posting former salary scale. If the promoted Employee is at the last increment in the scale for the classification held prior to the promotion, their salary shall be advanced to that step in the said term scale which is next higher than their current rate, or if such salary increase is less than the Employee’s last normal annual increase, they shall be advanced to the step which is next higher again in the scale. (b) When an "indefinite term" which will expire subject Employee has transferred to a minimum of forty- eight classification with the same salary scale (48) hours noticei.e., from a Clerk Typist, Administration to a Clerk Typist, Laboratory, etc.), then their salary shall remain the same. 21.06 (c) When an Employee has transferred to a classification with a lower salary scale, then their salary shall be changed to the Employer has selected an individual to fill same step of the new classification's salary scale, unless the provisions of Article 27 would provide for a vacant or higher placement on the new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's nameclassification’s salary scale. 21.07 In (d) When an employee is accommodated into a classification in the event bargaining unit to which is assigned a lower salary scale, they shall move to the pay step of the lower salary scale that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall is closest to but not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04higher than their present Basic Rate of Pay.

Vacancies. 21.01 All vacancies, term positions and (a) In the event that there is a vacancy in a regularly established position within the bargaining unit which the Employer requires to be filled or a new positions which fall position is established within the scope of this Agreement a bulletin showing the rate of pay, effective date and classification shall be posted for a minimum ten (10) working days in places accessible to all employees. Employees desiring such positions shall forward an application, including details of seven related experience, to the designated representative of the Employer within the ten (7) calendar days. Term positions of less than ninety (9010) days specified in this provision. This provision shall not apply in respect of vacancies occurring due to illness, injury or other authorized leave of absence. Employees on vacation or absent due to sickness, accident or authorized leave of absence when the job is posted and who return to active employment within a period of three (3) weeks from the date of the posting shall be required entitled to be apply for the posted or filled position within forty-eight (48) hours after their return. This provision shall not interfere with the process set forth below, and may be filled by way filling of temporary assignment or external hire. 21.02 The posting shall state such a position during the closing date for applicationsinterim period. In the filling of positions within the bargaining unit posted in accordance with Article above, the location of Employer will give preference to applications from employees covered by this Agreement provided the position, employee possesses the classification, required ability and qualifications to competently and efficiently perform the duties and responsibilities of work. Where the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualificationsskill, ability, qualifications, competency and prior work performance. Where efficiency of two or more applicants employees are considered relatively equal using the above assessment criteriaequal, seniority shall be the determining factor. 21.04 The name of . Where there are no successful internal applicants, the successful applicant, Employer may hire whomever it chooses from amongst the outside applicants. An employee successfully posting number and the into a different position awarded will in accordance with this provision shall be posted in an electronic format accessible to all Employees for given a maximum trial period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide in which to prove his or her competence. If, during the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24trial period, the Employer shall not be required to post the vacancy until each Employee on the re-employment list employee is determined found to be unqualified unsatisfactory the employee shall be returned to his or has declined an offer made pursuant her former position. An employee assigned by the Employer on a temporary full time basis to Article 24.04.perform the functions of a higher rated job classification shall receive the rate of pay appropriate to that classification. _-

Vacancies. 21.01 All vacanciesTo the extent possible, term new regular positions and new will incorporate all anticipated hours in the base position. (1) Vacancies in all regular positions which fall within the scope of covered by this Agreement collective agreement shall be posted internally for a minimum period of seven fourteen (714) calendar days. Term While the Employer may advertise externally during the same period, it is understood that all qualified internal applicants have priority over any external applicants. All qualified internal candidates will be interviewed prior to any external applicant considerations. (2) Vacancies in temporary positions of less than ninety (90) days shall not be required to and/or temporary vacancies in regular positions may be posted by the Regional District or filled with the process set forth below, and may be filled by way the Regional District with a temporary employee in accordance with the provisions of Article 14. (d). The hiring of temporary assignment or external hireemployees will not have an adverse effect on regular positions covered by this collective agreement. 21.02 The (3) All information and requirements contained on a posting shall state be consistent with the closing date job description for applicationsthe posted position. (4) First consideration in filling of vacancies will be given to employees within the bargaining unit, provided such employees have the location necessary qualifications, skill and ability required for the posted position. (5) The required qualifications, skill and ability, as determined by the Employer, will be set out in job postings. The aforementioned requirements must be bona fide and cannot be established for the purpose of favouring particular applicants. Determination of a successful applicant may be done with testing procedures reasonable to the position, the classification, the duties . Interviews and responsibilities testing of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM applicants shall be provided with a copy of all postings as they are issuedconducted during normal working hours. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant When two (2) or new positions shall be on the basis of more employees have relatively equal qualifications, skill and ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be govern in the determining factorfilling of vacancies. 21.04 (6) Copies of all vacancy postings shall be sent to the President of the Union at the time of posting. (7) The Employer need only consider applications from employees who have successfully completed their probationary period. (8) The Regional District shall consider applications from employees who are absent from work during the period that a vacancy is posted, provided they have made their intentions known to the Regional District, in writing, prior to or during each absence. (9) The Regional District shall post the name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place employee within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.seven

Vacancies. 21.01 All vacanciesSection 27.1 If the Employer, term positions and in its sole discretion, determines that a vacancy exists or a new positions which fall within position is created in this bargaining unit, the scope of this Agreement Employer shall be posted separately post notice for a minimum of seven (7) calendar days. Term positions Job descriptions shall be available for the job posted. The Union shall be given a list of less than ninety (90) days all bargaining unit members who applied for the posting and the name of the person awarded the position. Applicants from within this bargaining unit will have preference over other applicants. Reasonable job qualifications and competencies shall be determined by the Employer in its sole discretion; such determination shall not be required subject to the grievance and arbitration procedure of this Agreement. Applicants must apply for the posting online. Section 27.2 When a vacancy is to be posted or filled with filled, the process Employer shall select, from among those applicants who meet the mandatory qualifications set forth below, and may be filled by way of temporary assignment or external hire. 21.02 the Employer. The posting shall state include the closing date required and preferred qualifications for applicationsthe position, including but not limited to specific work-related experience that could enhance patient/resident care. Seniority will prevail unless a less senior applicant has greater related qualifications or skills. Nothing in this Article shall require the location Employer to place an employee in a position for which he/she is not qualified. Nothing in this Article shall require the Employer to place an unqualified person in any position. If an employee considers the Employer to have made in an unjust manner the determination of whether he/she meets the qualifications of the position, the classification, employee may file a grievance following the duties and responsibilities procedures established in this Agreement. Section 27.3 A successful job bidder is not eligible for another posting for six (6) months except with the consent of the Employer. Section 27.4 The applicant selected shall have the opportunity for a maximum forty (40) hour trial period during which the employee may elect to return to his/her former position. This opportunity may be exercised only once in a six (6) month period. The Employee will serve a sixty (60) day trial period during which time the Employer will determine whether the Employee is able to perform to the expectations of the position, and if it is determined he/she is not, the qualifications required, equivalent employee will be returned to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon requesthis/her former position. 21.03 The selection Section 27.5 Each newly employed LPN and each LPN who accepts a new posting shall receive written confirmation of Employees for vacant or new positions shall be employment status stating the LPN’s classification, placement on the basis of qualificationsincrement scale, abilitycompensation rate, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number FTE status and the position awarded will anticipated number of hours and shifts to be posted worked in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interviewweek period. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.

Vacancies. 21.01 All vacanciesWhen the Company intends to involve a trainee program in any classification. they shall advise all employ- ees through a bulletin notice. Any interested employee can signify their interest to the Labour Relations Department. The Union Plant Chairman will be notified of all such employees. Any employee assigned as a trainee on groups other than groups 1 to 3 inclusive would be paid the minimum rate of the group, term positions and new positions which fall within one group rate below the scope group rate of this Agreement the classification he/she is assigned to. shall completion of an his/her probationary period, receive an increase of five cents per completion of an additional three months, she shall receive an increase of five cents per hour: Upon completion of a further three months, he/she will be posted transferred to a classified occupation with an increase to the minimum indicated for a minimum of seven (7) calendar dayssuch occupation. Term positions of less than ninety (90) days shall not be required Such increases are subject to be posted or filled with the process set forth below, satisfactory perform- ance and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applicationswithheld only once, the location reason for with- holding, will be explained to the employee and recorded in writing. A food and beverage will be maintained for the use of employees of the positionCompany. It is that the introduction of new equip- ment, processes and methods and new products may the establishment of new occupational classifica- tions. In such event, the classificationCompany will establish such new classifications and rates in relation to existing and ranges. At least five working days prior to the institu- tion of such new rates. the Company will call a meeting with the Union Negotiating to discuss changes. Following such discussions, should the Commit- tee to agree accept the Company’s classifications and/or rates, the duties and responsibilities matter may be presented as a grievance, within ten days. Where the Company does not establish a new clas- sification, the employee on the job affected will be given training. A reasonable training period of up to fifteen days will be designated. This period may be extended by mutual consent. By the end of the positiontraining period, the qualifications required, equivalent employee should be able to full-time (EFT), and salary rangemeet all performance expecta- tions. PCAM shall Where employee skills are made obsolete as a result of the changes anticipated by clause 3 I I or 3 the Company will make a reasonable effort to update those skills. Employees will be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees selected for vacant or new positions shall be this training on the basis of previous skills, related qualifications, abilitypersonal interest, class size limitations, and/or a related job. Such training may be held on the employee’s personal time and will be voluntary. Where the employee skills are made obsolete as a result of a discontinuance of their classifica- tion. the will provide up to 5 days of training to update those skills and the following procedure will apply. Employees will be selected for training on the basis of seniority, and prior work performancequalifications. Where two or more applicants are considered relatively equal using Such training may be held on the above assessment criteriaemployee’s time and will be voluntary. The Company and the Union a fiercely competitive world wide market place. In order to survive and prosper together, seniority shall be both must actively support the determining factor. 21.04 The name ex- perimentation of new manufacturing concepts and produc- tivity improvements. may make suggestions and may participate in making the changes. Some of the successful applicantexperiments may include preventative maintenance with operator involvement, posting number grouping similar operations and enhancing operator quality control skills and responsibili- ties. The Company agrees that the position awarded present practice of paying by cheque weekly will be posted in an electronic format accessible to all Employees continued for a period of seven (7) calendar days with a copy the life of this information forwarded to PCAMagreement. Any Employee who was interviewed but was not the successful applicant shall All employees hired after April will be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interviewpaid by direct deposit. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.

Vacancies. 21.01 All vacancies12.01 Should a position become available and a replacement is required, term positions and new positions which fall within the scope of this Agreement shall be posted Company will post for a minimum of seven (7) calendar days. Term positions days on the bulletin board, within the immediate work area of less than ninety (90) days shall not be required to be posted or filled with the process set forth below, vacancy and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state outside the closing date for applicationsHuman Resources office, the location availability of the position. 12.02 Employees wishing to fill vacant positions shall make their applications in writing, within the seven (7) calendar day period of posting. If no application is received from a qualified employee within the Department of the vacancy, applications from employees in other Departments, who have completed their probationary period and/or trial period, shall be given due consideration. In so doing, the classificationemployer shall consider and employee's prior training. For applicants within the Department, the duties where all other factors including skill, ability and responsibilities of the positionefficiency are equal, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM department seniority shall be provided with a copy of the governing factor. For applicants outside the Department, where all postings as they other factors including skill, ability and efficiency are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualificationsequal, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, house seniority shall be the determining factor. Furthermore, the parties agree that qualified internal applicants have preference over qualified external applicants. This clause shall not prevent the Company from maintaining and adequate and qualified workforce. 21.04 The name 12.03 An employee promoted or transferred to a new position within the bargaining unit pursuant to a vacancy shall serve a trial period for up to forty-five (45) working days in the new position. If the employee is unable during this period to meet the requirements in a manner satisfactory to the Employer, or the employee finds the job unsatisfactory, the employee will be returned ,to his former position without.loss of seniority and at the former hourly rate, and the vacancy may be filled without further posting. However, if an unsuccessful applicant was qualified to perform the position, the Employer will give that applicant an opportunity to attempt the postion in accordance with this Article. Any other employee promoted or transferred because of the successful applicant, posting number rearrangement of positions shall be returned to his or her former position without loss of seniority and at the former hourly rate. 12.04 Any employee who has successfully completed the trial period in the new position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was shall not the successful applicant shall be entitled to consult apply for another posted position for six (6) months from the completion of the trial period, except with the hiring Manager. Such consultation will take place within two (2) weeks written permission of the request. The purpose Employer. 12.05 Promotions or transfers to positions outside of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer bargaining unit shall not be required subject to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04provisions of this Agreement.

Vacancies. 21.01 All vacancies48.01 If a position becomes vacant at short notice, term positions the Employer shall make every reasonable effort to provide temporary coverage to avoid changes to approved leave. 48.02 When the Employer wishes to keep a position vacant for any reason for longer than two (2) months, the Union shall be advised, in writing, of such decision and new positions which fall within the scope reason for such decision. It is understood where such deliberate vacancies are created by the Employer, they shall not be used as a basis for denial of this Agreement leave for operational reasons, or for changes to approved leave. 48.03 Every vacancy for a position expected to be of more than six (6) months duration and every newly created position shall be posted for a minimum of seven (7) calendar dayson the Union notice Board. Term positions of less than ninety (90) days shall not be required to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The job posting shall state the job classification, rate of pay, shifts, required qualifications for the position and the closing date for applications, . An Employee who wishes to apply for a posted position shall do so before the location of closing date as advertised on the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary rangeposting. PCAM All vacancies shall be provided with advertised internally for one (1) week prior to the external advertising. 48.04 All employees who apply for a copy of all postings as they are issued. Practice descriptions job posting shall be available considered to applicants upon request. 21.03 The be candidates in the selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, process and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult have their qualifications for the position(s) assessed by the Employer. The qualifications of the candidates will be evaluated against the posted qualifications for the position(s). The applicant with the hiring Managermost seniority meeting the required posted qualifications shall be awarded the position. Such consultation will take place within two (2) weeks Where none of the requestcandidates meet the qualifications and requirements of the position(s), the Employer may cancel the posting, re-post the position, or recruit from outside to fill the position(s). The purpose candidate(s) in the Bargaining Unit shall be advised of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire results of the hiring Manager or competition as soon as practicable after the selection is made. 48.05 Upon completion of a competition and when a candidate has been offered and has accepted a position, the Human Resources Consultant Resource Department shall notify all other candidates, in writing, who is the successful candidate in the competition. Should any of the unsuccessful candidates have any queries as to why they were not selected for an interviewunsuccessful, they may contact the Human Resource Department, who will then answer any questions regarding that particular applicant's candidacy. 21.05 A term position 48.06 No Employee shall be for a specific period of time, up transferred to a maximum of twelve (12) months, unless mutually agreed by PCAM and position outside the Employer to extend. The maximum duration as per above shall not apply in the following situations:Bargaining Unit without his or her consent. (i) In case of replacement of an 48.07 No Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on transferred to another position within the job posting that the said term is a “MaternityBargaining Unit without his/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longerher consent. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer 48.08 New Employees shall not be required hired when there are Employees on lay off who are qualified and willing to post perform the vacancy until each Employee job. 48.09 Nothing in this Agreement shall prevent the Employer from hiring persons outside the Bargaining Unit. 48.10 Employees on the re-employment list is determined initial probation shall not be eligible to be unqualified or has declined an offer made pursuant to Article 24.04apply on job competitions.

Vacancies. 21.01 11.01 All vacancies, term positions and new positions which fall job vacancies within the scope of this Agreement bargaining unit shall be posted in the plant for a minimum of seven five (75) calendar days. Term positions of less than ninety (90) working days shall not be required to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their applicationinterested employees ample opportunity to apply for such job vacancies. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position All interested employees shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on sign the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longerin their own handwriting. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in 11.02 The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post follow the posting procedure contained in this Article if the vacancy until each Employee on is not expected to exceed 30 days. 11.03 The Employer may elect to fill a temporary vacancy. If the re-employment list is determined employer elects to fill a temporary vacancy caused be unqualified illness, accident, vacation, leave of absence, pregnancy or has declined an offer made parental leave, the vacancy will be posted pursuant to the posting provisions of this Article. At the end of the temporary vacancy, the employee posting into the position shall return to his former position without loss of seniority and at the current hourly rate for the former position. 11.04 When filing any vacancy under this Article, the senior person shall be given the job, provided he can demonstrate the necessary knowledge, skills and abilities to perform the job in a safe and reasonable manner within fifteen (15) working days. Employees posting for a vacancy must have the necessary licences and certifications at the time of applying for the vacancy. If the employee is unable during this period to meet the requirements in a manner satisfactory to the Employer, he will be returned to his former position without loss of seniority and at the current hourly rate for the former position, and the position shall then be filled by the next employee who would have be entitled pursuant to the original posting process. Any other employee promoted or transferred because of the rearrangement of positions shall be returned to his former position without loss of seniority and at the current hourly rate for the former position. 11.05 Any employee who has successfully posted under this Article 24.04.for a permanent vacancy shall not be entitled to apply for another posted position for six (6) months from the date of the posting. Any employee who posts successfully under Article

Vacancies. 21.01 All vacancies, term positions and new positions which fall Temporary vacancies shall be defined to be any assignment not exceeding twenty-five (25) consecutive working days. Temporary vacancies are to be filled from within the scope bargaining unit when bargaining unit employees are qualified to perform the work and are assigned to such temporary assignments. An employee may, in mitigating circumstances, request to be relieved from such assignment if such assignment requires additional workload. When filling temporary vacancies within the bargaining unit, the transferred employee shall receive same rate of this Agreement shall pay and will be posted for a minimum paid in accordance with Article (a), if applicable. Employees filling vacancies under the provisions of seven (7) calendar days. Term positions Article whom are employees of less than ninety (90) days Television Inc. but not members of the bargainingunit, shall not be subject to the provisions of the LabourAgreement nor will they be required to pay Union dues. No employee shall be posted transferred or filled with promoted to a position outside the process set forth belowbargaining unit without consent. Where an employee covered by this Agreement is temporarily transferred or temporarily promoted to a position outside the bargaining unit, and may shall be filled deemed to be covered by way this CollectiveAgreement. The provisions for rates of pay that apply in Article shall also apply to any employee temporarily transferred to a position outside of the bargaining unit, except in cases mutually agreed upon by the parties. Term employment shall be defined to be any temporary assignment or external hire. 21.02 The posting that shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within normally exceed two (2) weeks months as outlined in Article with respect to Leave of Absence; or shall not exceed six (6) months as outlined in Article with respect to maternity leaves. In the case of a newly hired employee, such employment shall be terminated at the conclusion of the request. The purpose specified term without access to the discharge provisions of the consultation CollectiveAgreement on the part of such employee. In the case of a part-time employee, at the conclusion of the term, shall revert to former position without loss of seniority. All employees being hired on a term employment shall receive a written statement from the Company clearly stating the term of the employment, the job classification and the wages. A copy of this statement shall be forwarded to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interviewUnit Chairperson. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.

Vacancies. 21.01 All vacancies12.01 If there is a vacancy in a Continuing or Sessional position which XXX decides to fill, term positions and new positions which fall within the scope of this Agreement vacancy shall be posted filled as follows: a) Employees on Displacement (Article 14) and Preferred Placement (Article 16) at the time of the decision to fill the vacancy will be considered for a minimum of seven (7) calendar days. Term positions of less than ninety (90) days shall not be required to be posted or filled the vacant position in accordance with the process set forth belowapplicable Article. In such cases, skill, ability and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state qualifications to satisfactorily perform the closing date for applications, the location requirements of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority position shall be the determining factor. 21.04 The name , except where the skill, ability, and qualifications of such employees are relatively equal, in which case the employee with the greater Seniority shall be identified. At the same time, the employee with the greatest Seniority who is on Recall (Article 15), who possesses the skill, ability and qualifications to satisfactorily perform the requirements of the successful applicant, posting number and vacant position will also be identified. The candidate with the most Seniority between the two employees identified in this subclause will be placed into the vacant position. If the position awarded is not filled through this process, then; b) The position will be posted in accordance with Article 12.03 a). If a vacancy caused by events such as promotion, resignation, retirement, discharge or transfer is filled on an electronic format accessible appointed basis, the University has ninety (90) working days to all Employees for fill the vacancy in accordance with this Article. Where exceptional circumstances exist, UWO may request that UWOSA extend this notice period. UWOSA shall not unreasonably deny such a period of seven (7) calendar days with request. 12.02 If there is a copy of this information forwarded vacancy in a Term position, which the UWO decides to PCAM. Any Employee who was interviewed but was not fill, the successful applicant vacancy shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant filled as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situationsfollows: (ia) In case of replacement of an Employee on Maternity or Parental leave accordance with Article 15.08, and if the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term position is a “Maternity/Parental leave of absence term” which may expire sooner than indicatednot filled through this process, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.then:

Vacancies. 21.01 All vacancies, term positions and new positions which fall 8.01. When the Employer has determined that a vacancy within the scope of this Agreement bargaining unit exists for a full-time entry level position vacancy announcement shall be posted for a minimum of seven five (75) calendar consecutive working days. Term positions of less than ninety Any employee on approved leave shall have an additional five (905) days to apply for the vacancy. The vacancy announcement shall contain: A. The job classification title; B. The desired qualifications for the job; C. The rate of pay for the classification; D. The division work unit; and, E. A brief description of the duties to be performed. 8.02. Qualified applicants for the vacant position will be considered based upon the following criteria: A. Work Experience; B. Education: 1. related course work 2. related training 3. other course work; C. Additional skills and abilities; D. Interview of applicants; E. Job performance; F. Recommendations and personal references, only to the extent that they relate to the qualification and character of a non-unit employee, and shall not be required accepted from or on behalf of a unit employee; and, G. Seniority. 8.03. All these criteria will be considered to be posted or filled with of equal importance. Each applicant will be considered using the process criteria to determine which applicant is best qualified to perform the job duties of the position set forth below, in the posted position and may be filled as determined by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time Employer. If two (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two 2) or more applicants are considered relatively equal using substantially equal, then the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of timeawarded to the applicant with the greatest seniority. 8.04. All applicants who have completed the application form will be evaluated, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and provided they meet the Employer to extendquali- fications. The maximum duration qualified applicants, as per above shall not apply in determined by the following situations:Employer, will be interviewed within fourteen (14) days after the posting is completed. (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months8.05. The Employer shall state on will not consider any applications filed after the job posting that fifth (5th) working day of the said term posting, in- cluding the day of the posting. Employees interested in applying for the posted position may do so by filling out an Employee's Application for Vacant Position Form, which is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longerobtainable from the Personnel Department. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code8.06. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which All newly hired employees will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post satisfactorily complete the vacancy until each Employee on required probationary period. 8.07. The final decision will be announced by the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04Employer, only after all qualified applicants who have been interviewed have been informed of their status.

Vacancies. 21.01 All vacancies, term positions and new positions which fall ‌ 24.01 When a vacancy is created within the scope of this Agreement shall be posted for bargaining unit, other than a minimum of seven (7) calendar days. Term positions of less than ninety (90) days shall not be required to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applicationstemporary/seasonal vacancy, the location of the positionemployer may, the classificationif it so chooses, the duties and responsibilities of the positionfill such vacancy by transfer, the qualifications required, equivalent voluntary demotion and/or a promotion prior to fullengaging in a recruitment process. The following procedures will apply in filling regular full time or regular part-time (EFT), and salary rangebargaining unit vacancies through recruitment: 1. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded employer will be posted in an electronic format accessible to all Employees post vacancies in-house for a period of seven five (75) calendar days with a copy working days. If the employer elects to use this recruitment to potentially fill future vacancies for the same classification within the City, the posting shall clearly indicate such intent. All bargaining unit members who are interested in that job classification are encouraged to apply. 2. For the purposes of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant section, regular City employees as well as temporary and seasonal employees shall be entitled eligible to consult apply for in-house job openings covered by the AFSCME bargaining unit. Temporary and seasonal employees must be currently working and have had a minimum of three (3) months of work experience with the hiring ManagerCity to be eligible for an in-house opening. 3. Such consultation will take place within two (2) weeks The employer may require in-house candidates to update their standard City application or may require them to provide supplemental materials to help assess their job skills. Selection procedures shall be job related. 4. Upon closing of the requestin-house posting, the employer shall review the application information submitted by all candidates and determine if there are a sufficient number of in-house applicants who meet the minimum qualifications for the position. a) If the employer determines there is a sufficient pool of qualified applicants, they will be given the opportunity to participate in an in-house selection process. At the conclusion of the in-house selection process, the hiring authority shall consider all candidates who passed each phase of the selection process. The purpose hiring authority shall then choose to hire one (1) of the consultation in-house candidates or to recruit and test candidates who are not currently City employees. b) If the employer determines there is not a sufficient pool of applicants, it is the employer’s option whether to recruit additional outside applicants. Those in-house candidates who meet the minimum qualifications will be given the opportunity to participate in the selection process. 5. The same test(s) will be given to all applicants for the same vacancy. 6. The employee shall have the right to review his/her examination results. 7. After a recruitment and selection process has been completed, all candidates who are eligible for hire shall be placed on a non-ranked list of qualified candidates for that job classification. If the employer decides to provide fill a vacancy for the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of same job classification within the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of next twelve (12) months, unless mutually agreed the employer may go directly to the eligibility list to interview and select a qualified candidate (qualification to be determined by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (iCity) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant the vacancy, or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide to start the Employee's namerecruitment process from the beginning as described above. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.

Vacancies. 21.01 All vacancies, term positions The Gallery shall post notice of and new positions which fall within the scope of this Agreement shall be posted for a minimum of seven (7) calendar days. Term positions of less than ninety (90) days shall not be required temporaryjob vacancies subject to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to fullArticle Temporary Full-time (EFT), and salary range. PCAM shall be provided with a copy of all postings as they are issued. Practice descriptions shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Time Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAMbefore any such job is filled. Any Employee who was interviewed but was Probationary employees shall not the successful applicant shall be entitled to consult with apply for posted vacancies. It is agreed that the hiring Manager. Such consultation Gallery will take place within two (2) weeks not interview external applicants until applications from existing employees have been reviewed and bargaining unit employees who are qualified in the opinion of the requestGallery have been interviewed. Further, the Gallery will notify existing applicants in writing once the successful application is selected. When a notice of or temporaryjob vacancy is posted it contain the information: nature of position; qualifications; and education required; proposed hours of work and wage or salary rate or range. It is understood that all positions are open equally to male and applicants. In filling a vacancy the qualifications, skill, ability, experience and seniority shall be considered. Where the above listed factors (except seniority) are relatively equal between applicants, seniority shall be the governing factor. 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. A temporary transfer or assignment shall not exceed a period of three (3) months unless such transfer is made to fill a vacancy created by a leave of absence granted to an employee. 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 job vacancies. The purpose 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 consultation shall be Gallery in maintaining an efficient operation and in effectively utilizing its employees is of primary importance in assigning employees to provide temporary vacancies. In filling vacancies the Employee with constructive feedback regarding their application. An unsuccessful Gallery may consider and select the senior applicant may inquire of who does not possess the hiring Manager or requisite qualifications to meet the Human Resources Consultant as job requirements but who is engaged in some special training in order to why they were not selected become qualified for an interview. 21.05 A term position shall be for such provided the employee will become qualified within a specific reasonable period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration Gallery shall endeavour to post notice of and temporary (as per above shall not apply Article Temporary Employees) job vacancy at least seven calendar days before a vacancy is to occur in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is circumstances and at least seven calendar days after a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as vacancy has occurred 'in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer shall not be required to post the vacancy until each Employee on the re-employment list is determined to be unqualified or has declined an offer made pursuant to Article 24.04.extraordinary circumstances

Vacancies. 21.01 All vacancies49.01 If a position becomes vacant at short notice, term positions the Employer shall make every reasonable effort to provide temporary coverage to avoid changes to approved leave. 49.02 When the Employer wishes to keep a position vacant for any reason for longer than two (2) months, the Union shall be advised, in writing, of such decision and new positions which fall within the scope reason for such decision. It is understood where such deliberate vacancies are created by the Employer, they shall not be used as a basis for denial of this Agreement leave for operational reasons, or for changes to approved leave. 49.03 Every vacancy for a position expected to be of more than six (6) months duration and every newly created position shall be posted for a minimum of seven (7) calendar dayson the Union notice Board. Term positions of less than ninety (90) days shall not be required to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The job posting shall state the job classification, rate of pay, shifts, required qualifications for the position and the closing date for applications, . An employee who wishes to apply for a posted position shall do so before the location of closing date as advertised on the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary rangeposting. PCAM All vacancies shall be provided with advertised internally for one (1) week prior to the external advertising. 49.04 All employees who apply for a copy of all postings as they are issued. Practice descriptions job posting shall be available considered to applicants upon request. 21.03 The be candidates in the selection of Employees for vacant or new positions shall be on the basis of qualifications, ability, process and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteria, seniority shall be the determining factor. 21.04 The name of the successful applicant, posting number and the position awarded will be posted in an electronic format accessible to all Employees for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult have their qualifications for the position(s) assessed by the Employer. The qualifications of the candidates will be evaluated against the posted qualifications for the position(s). The applicant with the hiring Managermost seniority meeting the required posted qualifications shall be awarded the position. Such consultation will take place within two (2) weeks Where none of the requestcandidates meet the qualifications and requirements of the position(s), the Employer may cancel the posting, re-post the position, or recruit from outside to fill the position(s). The purpose candidate(s) in the Bargaining Unit shall be advised of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire results of the hiring Manager or competition as soon as practicable after the selection is made. 49.05 Upon completion of a competition and when a candidate has been offered and has accepted a position, the Human Resources Consultant Resource Department shall notify all other candidates, in writing, who is the successful candidate in the competition. Should any of the unsuccessful candidates have any queries as to why they were not selected for an interviewunsuccessful, they may contact the Human Resource Department, who will then answer any questions regarding that particular applicant's candidacy. 21.05 A term position 49.06 No employee shall be for a specific period of time, up transferred to a maximum of twelve (12) months, unless mutually agreed by PCAM and position outside the Employer to extend. The maximum duration as per above shall not apply in the following situations:Bargaining Unit without their consent. (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration 49.07 No employee shall be eighteen (18) months. The Employer shall state on transferred to another position within the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longerBargaining Unit without their consent. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection and provide the Employee's name. 21.07 In the event that one or more Employee(s) are on the re-employment list under Article 24, the Employer 49.08 New employees shall not be required hired when there are employees on lay off who are qualified and willing to post perform the vacancy until each Employee job. 49.09 Nothing in this Agreement shall prevent the Employer from hiring persons outside the Bargaining Unit. 49.10 Employees on the re-employment list is determined initial probation shall not be eligible to be unqualified or has declined an offer made pursuant to Article 24.04apply on job competitions.

Vacancies. 21.01 All vacancies, term If and when vacancies in regularly established positions and (excludingcasual or temporary) or new positions which fall are to be filled, they shall be bulletined within the scope ten (10) days of this Agreement such vacancies occurring or of such new positions established. The bulletin shall show rate of pay, effective date, classification and of assignment and shall be posted for a minimum of seven five (7) calendar days. Term positions of less than ninety (905) days shall not be required in places accessible to be posted or filled with the process set forth below, and may be filled by way of temporary assignment or external hire. 21.02 The posting shall state the closing date for applications, the location of the position, the classification, the duties and responsibilities of the position, the qualifications required, equivalent to full-time (EFT), and salary rangeall employees affected. PCAM Copies shall be provided with a copy of all postings as they are issuedto the Alliance representative. Practice descriptions An employee desiring such will, within the five (5) days specified in this clause, forward to the designated Officerhis application for such Appointments to vacancies shall be available to applicants upon request. 21.03 The selection of Employees for vacant or new positions shall be made on the basis of qualifications, ability, ability and prior work performance. Where two or more applicants are considered relatively equal using the above assessment criteriafitness; other things being equal, seniority shall be the determining factor. 21.04 to govern. The name of the successful applicant, posting number and appointee be bulletined within five (5) days in the same manner as the position awarded will was bulletined. Bulletined may be posted temporarily pending the assignment of the successful candidate. Nothing herein shall prevent the Corporation that no applicant has the necessary qualifications and from proceeding to fill the vacancy at its discretion but this shall not limit the right of any employee in an electronic format accessible respect of the grievance procedure set forth Article Successful applicants to all Employees bulletined positions be appointed to the position on a probationary basis for a period of seven (7) calendar days with a copy of this information forwarded to PCAM. Any Employee who was interviewed but was not the successful applicant shall be entitled to consult with the hiring Manager. Such consultation will take place within two (2) weeks of the request. The purpose of the consultation shall be to provide the Employee with constructive feedback regarding their application. An unsuccessful applicant may inquire of the hiring Manager or the Human Resources Consultant as to why they were not selected for an interview. 21.05 A term position shall be for a specific period of time, up to a maximum of twelve (12) months, unless mutually agreed by PCAM and the Employer to extend. The maximum duration as per above shall not apply in the following situations: (i) In case of replacement of an Employee on Maternity or Parental leave the maximum duration shall be eighteen (18) months. The Employer shall state on the job posting that the said term is a “Maternity/Parental leave of absence term” which may expire sooner than indicated, subject to minimum notice of two (2) weeks or one pay period, whichever is longer. (ii) In case of replacement of an Employee on compassionate care leave the maximum duration shall be provided as in The Employment Standards Code. The Employer shall state on the job posting that the said term is a “compassionate care leave term” which will expire subject to a minimum of forty-eight (48) hours notice. (iii) Other situations where the Employee fills a term position due to another Employee who is absent that the Employer expects to return. The Employer shall state on the job posting that the said term is an "indefinite term" which will expire subject to a minimum of forty- eight (48) hours notice. 21.06 When the Employer has selected an individual to fill a vacant or new position, it shall notify PCAM electronically within thirty (30) days of making such selection days, during which time the Corporation will determine their ability and provide fitness for the Employee's name. 21.07 In position. On appointment to the event that one or more Employee(s) are on the re-employment list under Article 24bulletined position, the Employer employee shall not be required paid at the rate of pay specified for the level of the Nothing in this clause shall limit the right of the Corporation to post waive or any portion of the vacancy until each Employee on probationary Where a successful applicant to a bulletined position fails to during the re-employment list is determined probationary period, he shall be returned to be unqualified or has declined an offer made pursuant to Article 24.04his former position without loss of seniority.