Common use of Vacancy Clause in Contracts

Vacancy. If a vacancy or a new job is created for which union personnel might reasonably be recruited, the following shall apply: A) If the vacancy or new job has a duration of thirty (30) calendar days or more, the position shall be posted for a minimum of ten (10) calendar days in a manner which gives all employees access to such information. B) Notwithstanding a) above, if a temporary absence is one of less than sixty (60) calendar days, the work of the absent employee shall not be posted and instead shall be filled as follows: i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position. Should a vacancy result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay over-time to the employee, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another assignment that conflicts with the accepted one; ii) by employees registered for casual work; iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under B) ii) for a period of up to seven (7) days. C) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph B) i) above shall be considered unavailable for such temporary vacancy. D) A part-time employee who has accepted a temporary vacancy referred to in paragraph B) i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. E) Where an employee declines an offer to work under b)(i) the Employer need not offer the work again to that employee under B) ii), if she is also registered for casual work. F) By mutual agreement, the parties may vary the job posting process set out in this Article.

Vacancy. If 1. A vacancy shall be defined as an existing position that is unfilled, a vacancy newly estab- lished position or a new job position which is created filled but which the District has declared will be vacant in the near future. 2. The District shall provide all Employees, utilizing the latest technology, with a No- xxxx of Vacancy. A vacancy shall be open for which union personnel might reasonably be recruitedsix (6) work days before the position is filled. The posting (Notice of Vacancy) shall contain, at a minimum, the following in- formation: location of work, hours to be worked, Classification, and minimum requirements. The Association will be notified in writing of all vacancies. By mutual agreement of the parties, a Bid Meeting may be held. This meeting shall apply:supersede the Notice of Vacancy. 3. The District shall notify the Employees and the Association of vacancies occurring during the summer months (June, July, and August). Employees may receive the in- formation regarding vacancies by contacting the District’s Employment Hotline. The Association shall be notified by US mail. 4. Interested Employees may apply for a posted vacancy, in writing, to the Superin- tendent, or designee, within the six (6) day posting period or may bid on a vacancy at a Bid Meeting . 5. Vacancies shall be filled on the basis of the experience, competency, qualifications and length of service of the Employees in the District. An Employee with less service in the District, as defined in Article XIV, Section A, shall not be awarded the position, unless that Employee's qualifications are substan- tially superior to the qualifications of the competing Employees(s) with greater ser- vice. A vacancy at the Manager level(s) shall be filled on the basis of experience, compe- tence, and qualifications. If all else is equal, seniority shall determine who is award- ed the vacancy or new job has position. 6. To be deemed qualified to assume a duration of thirty (30) calendar days or moreposition, the Employee must have satisfactorily held the same and/or a similar position in the bargaining unit previously or have demonstrated the ability to perform the duties and responsibilities of the position by having taken and successfully passed, as determined by measurable criteria, an ex- amination(s) administered by a representative of the District. The examination(s) to be administered by the District shall be posted based on the qualifica- tions listed in the latest posting, or job description for the position; however, devia- tions in the necessary qualifications shall be permitted to address any advanced cul- inary and/or technological skill(s) that were incorporated into the duties and re- sponsibilities of the position since the last vacancy posting, providing the skill(s) was utilized for a minimum of ten ninety (1090) calendar work days in a manner which gives all employees access to such informationby the person currently hold- ing the position. B) Notwithstanding a) above, if a temporary absence is one of less than sixty (60) calendar days, the work of the absent employee shall not be posted and instead shall be filled as follows: i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position. Should a vacancy result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay over-time to the employee, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another assignment that conflicts with the accepted one; ii) by employees registered for casual work; iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under B) ii) for a period of up to seven (7) days. C) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph B) i) above shall be considered unavailable for such temporary vacancy. D) A part-time employee who has accepted a temporary vacancy referred to in paragraph B) i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. E) Where an employee declines an offer to work under b)(i) the Employer need not offer the work again to that employee under B) ii), if she is also registered for casual work. F) By mutual agreement, the parties may vary the job posting process set out in this Article.

Vacancy. If (a) Prior to the appointment to a vacancy vacant or a new job is created for which union personnel might reasonably be recruited, position the following Employer shall apply: A) If post notice of the vacancy or new job has a duration of thirty (30) calendar days or more, the position shall be posted on bulletin boards for a minimum of five (5) working days in order that all staff will know that the position is open and be able to make written application to Human Resources. A copy of each posting shall be sent to the Bargaining Unit President and the Secretary of the Union. i) Vacancies which are not expected to exceed six (6) months will not be posted and may be filled at the discretion of the Employer. Current bargaining unit members will be given first consideration for these vacancies. Where the temporary vacancy is expected to be six (6) months or longer, the position will be posted as a temporary vacancy for five (5) working days. On the termination of a posted temporary job vacancy, the nurse who filled it shall revert to her/his former position, any other nurse who may have changed positions as a consequence of the initial change shall return to her/his former position. It is agreed that experience gained while filling a temporary vacancy of less than six (6) months will not be considered if the job is later posted. Experience gained while filling a posted temporary vacancy of six (6) months or more will be considered in assessing the qualifications, ability and experience for the job if it is later posted as a permanent position. ii) Any resulting vacancy arising from a nurse's successful application to a job posted in accordance with 11.05(a) will be posted for three (3) working days. iii) Where a vacancy occurs as a result of: (a) insufficient notice by the nurse that she/he will not be available for work, or (b) a requirement by the Employer to provide a leave for an employee to engage in Union affairs the vacancy will be treated as a temporary vacancy. iv) Unless external recruitment is involved, applications for a posting will not be considered from: (a) a probationary nurse (b) a nurse who was successful in applying for a permanent or temporary job posting that has not completed one calendar year in the position. This restriction may be waived in extenuating circumstances. v) Late applications will not be considered after the posting is removed unless external recruitment is involved and there have been no applications from nurses as outlined in 11:05 (iv). vi) Where a nurse has been granted a new position as a result of a job posting, an evaluation period of 490 hours worked in the new position will apply. If the nurse’s performance proves unsatisfactory during this period she/he shall be given the opportunity to return to her/his former position and any other nurse who may have changed positions as a consequence of the initial change shall return to her/his former position. vii) Prior to accepting a new position, it is the responsibility of the nurse to understand the duties and work environment to ensure her/his compatibility with the job. If at any time during the earlier of the first 163 hours worked or one (1) calendar month worked in the new position, it is seen as untenable by the nurse, the nurse shall be given the opportunity of returning to her/his former position and any other nurse who may have been affected as a consequence of the initial posting shall be returned to her/his former position. Where the nurse has discussed an untenable situation with her/his supervisor and it remains unresolved, she/he may request and will be granted an extension of up to one (1) month if requested of her/his supervisor within the first month. viii) The Employer agrees that nurses will be given reasonable opportunity to apply to a vacancy which occurred while the nurse was on paid leave of absence, providing the application is made within two (2) working days of the nurse’s return from paid leave and within ten (10) calendar working days in a manner which gives all employees access to such informationof the position being posted. B(c) Notwithstanding a) above, if a temporary absence is one of less than sixty (60) calendar daysIn the selection for the vacancy, the work of the absent employee shall not be posted and instead following factors shall be filled as followsconsidered: i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position. Should a vacancy result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer ability, experience and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay over-time to the employee, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another assignment that conflicts with the accepted oneperformance; ii) by employees registered seniority. Where the qualifications of factor (i) are relatively equal, factor (ii) shall govern. However, if senior applicants are refused a position, they will be given the reason for casual worksuch refusal in writing. (a) Seniority shall be retained and accumulated when a nurse is absent from work under the following circumstances i) approved leave of absence with pay; ii) when in receipt of illness allowance; iii) when in cases receipt of unanticipated or unplanned temporary absences, such temporary absence may first be filled under B) ii) for a period of up to seven (7) days. C) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph B) i) above shall be considered unavailable for such temporary vacancy. D) A part-time employee who has accepted a temporary vacancy referred to in paragraph B) i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. E) Where an employee declines an offer to work under b)(i) the Employer need not offer the work again to that employee under B) ii), if she is also registered for casual work. F) By mutual agreement, the parties may vary the job posting process set out in this Article.Workplace Safety and Insurance Board;

Vacancy. If (a) Prior to the appointment to a vacancy vacant or a new job is created for which union personnel might reasonably be recruited, position the following Employer shall apply: A) If post notice of the vacancy or new job has a duration of thirty (30) calendar days or more, the position shall be posted on bulletin boards and intranet for a minimum of five (5) working days in order that all staff will know that the position is open and be able to make written application to Human Resources. A copy of each posting shall be sent to the Bargaining Unit President and the Secretary of the Union. i) Vacancies which are not expected to exceed six (6) months will not be posted and may be filled at the discretion of the Employer. Current bargaining unit department members on the basis of ability, experience and skill, will be given first consideration for these vacancies. Where ability, experience and skill are relatively equal, seniority shall govern. Where the temporary vacancy is expected to be six (6) months or longer, the position will be posted as a temporary vacancy for five (5) working days. On the termination of a posted temporary job vacancy, the nurse who filled it shall revert to her/his former position, any other nurse who may have changed positions as a consequence of the initial change shall return to her/his former position. It is agreed that experience gained while filling a temporary vacancy of less than six (6) months will not be considered if the job is later posted. Experience gained while filling a posted temporary vacancy of six (6) months or more will be considered in assessing the qualifications, ability and experience for the job if it is later posted as a permanent position. ii) Any resulting vacancy arising from a nurse's successful application to a job posted in accordance with 11.04(a) will be posted for three (3) working days. iii) Where a vacancy occurs as a result of: (a) insufficient notice by the nurse that she/he will not be available for work, or (b) a requirement by the Employer to provide a leave for an employee to engage in Union affairs the vacancy will be treated as a temporary vacancy. iv) Unless external recruitment is involved, applications for a posting will not be considered from: (a) a probationary nurse (b) a nurse who was successful in applying for a permanent or temporary job posting that has not worked one calendar year in the position. This restriction may be waived in extenuating circumstances. v) Late applications will not be considered after the posting is removed unless external recruitment is involved and there have been no applications from nurses as outlined in 11:05 (iv). vi) Where a nurse has been granted a new position as a result of a job posting, an evaluation period of 490 hours worked in the new position will apply. If the nurse’s performance proves unsatisfactory during this period she/he shall be given the opportunity to return to her/his former position and any other nurse who may have changed positions as a consequence of the initial change shall return to her/his former position. vii) Xxxxx to accepting a new position, it is the responsibility of the nurse to understand the duties and work environment to ensure her/his compatibility with the job. If at any time during the earlier of the first 163 hours worked or one (1) calendar month worked in the new position, it is seen as untenable by the nurse, the nurse shall be given the opportunity of returning to her/his former position and any other nurse who may have been affected as a consequence of the initial posting shall be returned to her/his former position. Where the nurse has discussed an untenable situation with her/his supervisor and it remains unresolved, she/he may request and will be granted an extension of up to one (1) month if requested of her/his supervisor within the first month. viii) The Employer agrees that nurses will be given reasonable opportunity to apply to a vacancy which occurred while the nurse was on paid leave of absence, providing the application is made within two (2) working days of the nurse’s return from paid leave and within ten (10) calendar working days in a manner which gives all employees access to such informationof the position being posted. B(c) Notwithstanding a) above, if a temporary absence is one of less than sixty (60) calendar daysIn the selection for the vacancy, the work of the absent employee shall not be posted and instead following factors shall be filled as followsconsidered: i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position. Should a vacancy result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer ability, experience and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay over-time to the employee, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another assignment that conflicts with the accepted oneskill; ii) seniority. Where ability, experience and skill are relatively equal, seniority shall govern. However, if senior applicants are refused a position, they will be given the reason for such refusal in writing. The employer will provide the Union with a list of unfilled previously posted vacancies at least every three (3) months and inform the Union if they do not intend to fill the position. The Union will also be advised of any posted positions that have been rescinded by employees registered the employer in the preceding month. Unsuccessful applicants will be notified prior to posting the name of the successful applicant. At the request of the nurse, the employer will discuss with the unsuccessful applicants ways they can improve their qualifications for casual workfuture postings. (a) Seniority shall be retained and accumulated when a nurse is absent from work under the following circumstances i) approved leave of absence with pay; ii) when in receipt of illness allowance; iii) when in cases receipt of unanticipated or unplanned temporary absences, such temporary absence may first Workplace Safety and Insurance Board Benefits; iv) when on approved leave for ONA business; v) when on pregnancy/parenting leave; vi) when in receipt of Long Term Disability Benefits. (b) Seniority shall be filled retained but not accumulated when a nurse is absent from work under B) iithe following circumstances: i) for a period of up one year after illness allowance credit has been used; ii) when laid off due to seven reduction in the nursing staff for a period of less than twenty-four (724) calendar months; iii) when on approved leave of absence without pay which exceeds thirty (30) continuous calendar days; iv) when on a disciplinary suspension unless the suspension is revoked. C(c) A part-time employee who has accepted Seniority will be lost and employment terminated when a casual assignment which conflicts with a temporary vacancy referred to in paragraph B) nurse is absent from work under the following circumstances: i) above resignation; ii) laid off for a period of twenty-four (24) calendar months; iii) discharged and the discharge is upheld through the grievance/arbitration process; iv) failed to return to work on the date specified in a recall notice without reasonable excuse; v) failed to return to work after completion of leave of absence granted by the Employer without reasonable excuse; vi) utilizes a leave of absence for purposes other than those for which the leave was granted without reasonable excuse; vii) is absent from work for three (3) working days without reasonable excuse; viii) is absent from work for a period of twenty-four (24) months for a continuous illness or disability. Note: this clause shall be considered unavailable for such temporary vacancyinterpreted in a manner consistent with the Ontario Human Rights Code. D) A part-time employee who has accepted a temporary vacancy referred to in paragraph B) i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. E) Where an employee declines an offer to work under b)(i) the Employer need not offer the work again to that employee under B) ii), if she is also registered for casual work. F) By mutual agreement, the parties may vary the job posting process set out in this Article.

Vacancy. If a vacancy or a new job is created for which union personnel might reasonably be recruited, the following shall apply: A) If the vacancy or new job has a duration of thirty (30) calendar days or more, the position shall be posted for a minimum of ten seven (107) calendar days in a manner which gives all employees access to such information. B) Notwithstanding aA) above, if a temporary absence is one of greater than three (3) days and less than sixty (60) calendar days, the work of the absent employee shall not be posted and instead shall be filled as follows: i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position. Should a vacancy result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay over-time to the employee, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another assignment that conflicts with the accepted one; ii) by employees registered for casual work; iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under B) ii) for a period of up to seven (7) days. C) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph B) i) above shall be considered unavailable for such temporary vacancy. D) A part-time employee who has accepted a temporary vacancy referred to in paragraph B) i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. E) Where an employee declines an offer to work under b)(i) the Employer need not offer the work again to that employee under B) ii), if she is they are also registered for casual work. F) By mutual agreement, the parties may vary the job posting process set out in this Article.

Vacancy. If 1. A vacancy shall be defined as an existing position that is unfilled, a vacancy newly-established po- sition or a new job position which is created filled but which the District has declared will be vacant in the near future. 2. The District shall provide all Employees, utilizing the latest technology, with a Notice of Va- cancy. A vacancy shall be open for which union personnel might reasonably be recruitedsix (6) workdays before the position is filled. The post- ing (Notice of Vacancy) shall contain, at a minimum, the following information: location of work, hours to be worked, Classification Level, and minimum requirements. The Association will be notified in writing of all vacancies. 3. The District shall apply:notify the Employees and the Association of vacancies occurring during the summer months (June, July, August). Employees may receive the information regarding vacancies by contacting the District‟s Employment Web Site. The Association shall be notified by U.S. mail. 4. Interested Employees, including laid off employees, may apply for a posted vacancy, in writing, to the Superintendent, or designee, within the six (6) day posting period. 5. Vacancies shall be filled on the basis of the experience, competency, qualifications and length of service of the Employees in the District. See Article XV, Section A, 2 – Creation of an Ad Hoc Committee. An Employee with less service in the District, as defined in Article XIV, Section A, shall not be awarded the position unless that Employee's qualifications are substantially superior to the qualifications of the competing Employees(s) If the vacancy or new job has with greater service. 6. To be deemed qualified to assume a duration of thirty (30) calendar days or moreposition, the Employee must have satisfactorily held the same and/or a similar position in the bargaining unit previously or have demonstrated the ability to perform the duties and responsibilities of the position by having taken and successfully passed, as determined by measurable criteria, an examination(s) administered by a representative of the District. The examination(s) to be administered by the District shall be posted based on the qualifications listed in the latest vacancy posting for the position; however, deviations in the necessary qualifications shall be permitted to address any advanced technological skill(s) that were incorporated into the duties and responsibilities of the posi- tion since the last vacancy posting, providing the skill(s) was utilized for a minimum of ten ninety (1090) calendar days in a manner which gives all employees access to such informationworkdays by the person currently holding the position. B) Notwithstanding a) above, if 7. An Employee must be employed in the District for at least two years before applying for a temporary absence is one of less than sixty (60) calendar days, the work posted position. This requirement may be waived by mutual agreement of the absent employee shall not be posted and instead shall be filled as follows: i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position. Should a vacancy result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay over-time to the employee, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another assignment that conflicts with the accepted one; ii) by employees registered for casual work; iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under B) ii) for a period of up to seven (7) daysparties. C) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph B) i) above shall be considered unavailable for such temporary vacancy. D) A part-time employee who has accepted a temporary vacancy referred to in paragraph B) i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. E) Where an employee declines an offer to work under b)(i) the Employer need not offer the work again to that employee under B) ii), if she is also registered for casual work. F) By mutual agreement, the parties may vary the job posting process set out in this Article.

Vacancy. If (a) Prior to the appointment to a vacancy vacant or a new job is created for which union personnel might reasonably be recruited, position the following Employer shall apply: A) If post notice of the vacancy or new job has a duration of thirty (30) calendar days or more, the position shall be posted on bulletin boards for a minimum of five (5) working days in order that all staff will know that the position is open and be able to make written application to Human Resources. A copy of each posting shall be sent to the Bargaining Unit President and the Secretary of the Union. i) Vacancies which are not expected to exceed six (6) months will not be posted and may be filled at the discretion of the Employer. Current bargaining unit members will be given first consideration for these vacancies. Where the temporary vacancy is expected to be six (6) months or longer, the position will be posted as a temporary vacancy for five (5) working days. On the termination of a posted temporary job vacancy, the nurse who filled it shall revert to her/his former position, any other nurse who may have changed positions as a consequence of the initial change shall return to her/his former position. It is agreed that experience gained while filling a temporary vacancy of less than six (6) months will not be considered if the job is later posted. Experience gained while filling a posted temporary vacancy of six (6) months or more will be considered in assessing the qualifications, ability and experience for the job if it is later posted as a permanent position. ii) Any resulting vacancy arising from a nurse's successful application to a job posted in accordance with 11.05(a) will be posted for three (3) working days. iii) Where a vacancy occurs as a result of: (a) insufficient notice by the nurse that she/he will not be available for work, or (b) a requirement by the Employer to provide a leave for an employee to engage in Union affairs the vacancy will be treated as a temporary vacancy. iv) Unless external recruitment is involved, applications for a posting will not be considered from: (a) a probationary nurse (b) a nurse who was successful in applying for a permanent or temporary job posting that has not worked one calendar year in the position. This restriction may be waived in extenuating circumstances. v) Late applications will not be considered after the posting is removed unless external recruitment is involved and there have been no applications from nurses as outlined in 11:05 (iv). vi) Where a nurse has been granted a new position as a result of a job posting, an evaluation period of 490 hours worked in the new position will apply. If the nurse’s performance proves unsatisfactory during this period she/he shall be given the opportunity to return to her/his former position and any other nurse who may have changed positions as a consequence of the initial change shall return to her/his former position. vii) Prior to accepting a new position, it is the responsibility of the nurse to understand the duties and work environment to ensure her/his compatibility with the job. If at any time during the earlier of the first 163 hours worked or one (1) calendar month worked in the new position, it is seen as untenable by the nurse, the nurse shall be given the opportunity of returning to her/his former position and any other nurse who may have been affected as a consequence of the initial posting shall be returned to her/his former position. Where the nurse has discussed an untenable situation with her/his supervisor and it remains unresolved, she/he may request and will be granted an extension of up to one (1) month if requested of her/his supervisor within the first month. viii) The Employer agrees that nurses will be given reasonable opportunity to apply to a vacancy which occurred while the nurse was on paid leave of absence, providing the application is made within two (2) working days of the nurse’s return from paid leave and within ten (10) calendar working days in a manner which gives all employees access to such informationof the position being posted. B(c) Notwithstanding a) above, if a temporary absence is one of less than sixty (60) calendar daysIn the selection for the vacancy, the work of the absent employee shall not be posted and instead following factors shall be filled as followsconsidered: i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position. Should a vacancy result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer ability, experience and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay over-time to the employee, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another assignment that conflicts with the accepted oneperformance; ii) by employees registered seniority. Where the qualifications of factor (i) are relatively equal, factor (ii) shall govern. However, if senior applicants are refused a position, they will be given the reason for casual worksuch refusal in writing. (a) Seniority shall be retained and accumulated when a nurse is absent from work under the following circumstances i) approved leave of absence with pay; ii) when in receipt of illness allowance; iii) when in cases receipt of unanticipated or unplanned temporary absences, such temporary absence may first be filled under B) ii) for a period of up to seven (7) days. C) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph B) i) above shall be considered unavailable for such temporary vacancy. D) A part-time employee who has accepted a temporary vacancy referred to in paragraph B) i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. E) Where an employee declines an offer to work under b)(i) the Employer need not offer the work again to that employee under B) ii), if she is also registered for casual work. F) By mutual agreement, the parties may vary the job posting process set out in this Article.Workplace Safety and Insurance Board;

Vacancy. If 1. A vacancy shall be defined as an existing position that is unfilled, a vacancy newly estab- lished position or a new job position which is created filled but which the District has declared will be vacant in the near future. 2. The District shall provide all Employees, utilizing the latest technology, with a No- xxxx of Vacancy. A vacancy shall be open for which union personnel might reasonably be recruitedsix (6) workdays before the position is filled. The posting (Notice of Vacancy) shall contain, at a minimum, the following information: location of work, hours to be worked, Classification, and minimum requirements. The Association will be notified in writing of all vacancies. By mutual agreement of the parties, a Bid Meeting may be held. This meeting shall apply:supersede the Notice of Vacancy. 3. The District shall notify the Employees and the Association of vacancies occurring during the summer months (June, July, and August). Employees may receive the in- formation regarding vacancies by contacting the District’s Employment Hotline. The Association shall be notified by US mail. 4. Interested Employees may apply for a posted vacancy, in writing, to the Superinten- dent, or designee, within the six (6) day posting period or may bid on a vacancy at a Bid Meeting. 5. Vacancies shall be filled on the basis of the experience, competency, qualifications and length of service of the Employees in the District. An Employee with less service in the District, as defined in Article 13, Section A, shall not be awarded the position, unless that Employee's qualifications are substan- tially superior to the qualifications of the competing Employees(s) with greater ser- vice. A vacancy at the Manager level(s) shall be filled on the basis of experience, compe- tence, and qualifications. If all else is equal, seniority shall determine who is award- ed the vacancy or new job has position. 6. To be deemed qualified to assume a duration of thirty (30) calendar days or moreposition, the Employee must have satisfactorily held the same and/or a similar position in the bargaining unit previously or have demonstrated the ability to perform the duties and responsibilities of the position by having taken and successfully passed, as determined by measurable criteria, an ex- amination(s) administered by a representative of the District. The examination(s) to be administered by the District shall be posted based on the qualifica- tions listed in the latest posting, or job description for the position; however, devia- tions in the necessary qualifications shall be permitted to address any advanced cul- inary and/or technological skill(s) that were incorporated into the duties and re- sponsibilities of the position since the last vacancy posting, providing the skill(s) was utilized for a minimum of ten ninety (1090) calendar days in a manner which gives all employees access to such informationworkdays by the person currently holding the position. B) Notwithstanding a) above, if a temporary absence is one of less than sixty (60) calendar days, the work of the absent employee shall not be posted and instead shall be filled as follows: i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position. Should a vacancy result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay over-time to the employee, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another assignment that conflicts with the accepted one; ii) by employees registered for casual work; iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under B) ii) for a period of up to seven (7) days. C) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph B) i) above shall be considered unavailable for such temporary vacancy. D) A part-time employee who has accepted a temporary vacancy referred to in paragraph B) i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. E) Where an employee declines an offer to work under b)(i) the Employer need not offer the work again to that employee under B) ii), if she is also registered for casual work. F) By mutual agreement, the parties may vary the job posting process set out in this Article.

Vacancy. If (a) Prior to the appointment to a vacant or new position the Employer shall post notice of the vacancy or new position on bulletin boards and intranet for a minimum of five (5) working days in order that all staff will know that the position is open and be able to make written application to Human Resources. A copy of each posting shall be sent to the Bargaining Unit President and the Secretary of the Union. i) Vacancies which are not expected to exceed six (6) months will not be posted and may be filled at the discretion of the Employer. Current bargaining unit department members on the basis of ability, experience and skill, will be given first consideration for these vacancies. Where ability, experience and skill are relatively equal, seniority shall govern. Where the temporary vacancy is expected to be six (6) months or longer, the position will be posted as a temporary vacancy for five (5) working days. On the termination of a posted temporary job vacancy, the nurse who filled it shall revert to her/his former position, any other nurse who may have changed positions as a consequence of the initial change shall return to her/his former position. It is agreed that experience gained while filling a temporary vacancy of less than six (6) months will not be considered if the job is later posted. Experience gained while filling a posted temporary vacancy of six (6) months or more will be considered in assessing the qualifications, ability and experience for the job if it is later posted as a permanent position. ii) Any resulting vacancy arising from a nurse's successful application to a job posted in accordance with 11.04(a) will be posted for three (3) working days. iii) Where a vacancy or occurs as a new job is created for which union personnel might reasonably be recruited, the following shall applyresult of: A) insufficient notice by the nurse that she/he will not be available for work, or B) a requirement by the Employer to provide a leave for an employee to engage in Union affairs the vacancy will be treated as a temporary vacancy. iv) Unless external recruitment is involved, applications for a posting will not be considered from: A) a probationary nurse B) a nurse who was successful in applying for a permanent or temporary job posting that has not worked one calendar year in the position. This restriction may be waived in extenuating circumstances. v) Late applications will not be considered after the posting is removed unless external recruitment is involved and there have been no applications from nurses as outlined in 11.04 (iv). vi) Where a nurse has been granted a new position as a result of a job posting, an evaluation period of 490 hours worked in the new position will apply. If the vacancy nurse’s performance proves unsatisfactory during this period she/he shall be given the opportunity to return to her/his former position and any other nurse who may have changed positions as a consequence of the initial change shall return to her/his former position. vii) Prior to accepting a new position, it is the responsibility of the nurse to understand the duties and work environment to ensure her/his compatibility with the job. If at any time during the earlier of the first 163 hours worked or new job has a duration of thirty one (301) calendar days or moremonth worked in the new position, it is seen as untenable by the nurse, the position nurse shall be posted for given the opportunity of returning to her/his former position and any other nurse who may have been affected as a minimum consequence of the initial posting shall be returned to her/his former position. Where the nurse has discussed an untenable situation with her/his supervisor and it remains unresolved, she/he may request and will be granted an extension of up to one (1) month if requested of her/his supervisor within the first month. viii) The Employer agrees that nurses will be given reasonable opportunity to apply to a vacancy which occurred while the nurse was on paid leave of absence, providing the application is made within two (2) working days of the nurse’s return from paid leave and within ten (10) calendar working days in a manner which gives all employees access to such informationof the position being posted. B(c) Notwithstanding a) above, if a temporary absence is one of less than sixty (60) calendar daysIn the selection for the vacancy, the work of the absent employee shall not be posted and instead following factors shall be filled as followsconsidered: i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position. Should a vacancy result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer ability, experience and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay over-time to the employee, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another assignment that conflicts with the accepted oneskill; ii) seniority. Where ability, experience and skill are relatively equal, seniority shall govern. However, if senior applicants are refused a position, they will be given the reason for such refusal in writing. The employer will provide the Union with a list of unfilled previously posted vacancies at least every three (3) months and inform the Union if they do not intend to fill the position. The Union will also be advised of any posted positions that have been rescinded by employees registered the employer in the preceding month. Unsuccessful applicants will be notified prior to posting the name of the successful applicant. At the request of the nurse, the employer will discuss with the unsuccessful applicants ways they can improve their qualifications for casual workfuture postings. (a) Seniority shall be retained and accumulated when a nurse is absent from work under the following circumstances i) approved leave of absence with pay; ii) when in receipt of illness allowance; iii) when in cases receipt of unanticipated or unplanned temporary absences, such temporary absence may first Workplace Safety and Insurance Board Benefits; iv) when on approved leave for ONA business; v) when on pregnancy/parenting leave; vi) when in receipt of Long Term Disability Benefits. (b) Seniority shall be filled retained but not accumulated when a nurse is absent from work under B) iithe following circumstances: i) for a period of up one year after illness allowance credit has been used; ii) when laid off due to seven reduction in the nursing staff for a period of less than twenty-four (724) calendar months; iii) when on approved leave of absence without pay which exceeds thirty (30) continuous calendar days; iv) when on a disciplinary suspension unless the suspension is revoked. C(c) A part-time employee who has accepted Seniority will be lost and employment terminated when a casual assignment which conflicts with a temporary vacancy referred to in paragraph B) nurse is absent from work under the following circumstances: i) above resignation; ii) laid off for a period of twenty-four (24) calendar months; iii) discharged and the discharge is upheld through the grievance/arbitration process; iv) failed to return to work on the date specified in a recall notice without reasonable excuse; v) failed to return to work after completion of leave of absence granted by the Employer without reasonable excuse; vi) utilizes a leave of absence for purposes other than those for which the leave was granted without reasonable excuse; vii) is absent from work for three (3) working days without reasonable excuse; viii) is absent from work for a period of twenty-four (24) months for a continuous illness or disability. Note: this clause shall be considered unavailable for such temporary vacancyinterpreted in a manner consistent with the Ontario Human Rights Code. D) A part-time employee who has accepted a temporary vacancy referred to in paragraph B) i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. E) Where an employee declines an offer to work under b)(i) the Employer need not offer the work again to that employee under B) ii), if she is also registered for casual work. F) By mutual agreement, the parties may vary the job posting process set out in this Article.

Vacancy. If 1. A vacancy shall be defined as an existing position that is unfilled, a vacancy newly-established posi- tion or a new job position which is created filled but which the District has declared will be vacant in the near future. 2. The District shall provide all Employees, utilizing the latest technology, with a Notice of Va- cancy. A vacancy shall be open for which union personnel might reasonably be recruitedsix (6) workdays before the position is filled. The post- ing (Notice of Vacancy) shall contain, at a minimum, the following information: location of work, hours to be worked, Classification Level, and minimum requirements. The Association will be notified in writing of all vacancies. 3. The District shall apply:notify the Employees and the Association of vacancies occurring during the summer months (June, July, August). Employees may receive the information regarding vacancies by contacting the District‟s Employment Web Site. The Association shall be notified by district email. 4. Interested Employees, including laid off employees, may apply for a posted vacancy, in writing, by providing a letter of interest and current resume, to the Superintendent, or de- signee, within the six (6) day posting period. Current employees will be granted a first round interview. 5. Vacancies shall be filled on the basis of the experience, competency, qualifications and length of service of the Employees in the District. (See Article 14, Section A, 2 – Creation of an Ad Hoc Committee). An Employee with less service in the District, as defined in Article 13, Section A, shall not be awarded the position unless that Employee's qualifications are substantially superior to the qualifications of the competing Employees(s) If the vacancy or new job has with greater service. 6. To be deemed qualified to assume a duration of thirty (30) calendar days or moreposition, the Employee must have satisfactorily held the same and/or a similar position in the bargaining unit previously or have demonstrated the ability to perform the duties and responsibilities of the position by having taken and successfully passed, as determined by measurable criteria, an examination(s) administered by a representative of the District. The examination(s) to be administered by the District shall be posted based on the qualifications listed in the latest vacancy posting for the position; however, deviations in the necessary qualifications shall be permitted to address any advanced technological skill(s) that were in- corporated into the duties and responsibilities of the position since the last vacancy posting, providing the skill(s) was utilized for a minimum of ten ninety (1090) calendar days in a manner which gives all employees access to such informationworkdays by the person currently holding the position. B) Notwithstanding a) above, if 7. An Employee must be employed in the District for at least two years before applying for a temporary absence is one of less than sixty (60) calendar days, the work posted position. This requirement may be waived by mutual agreement of the absent employee shall not be posted and instead shall be filled as follows: i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position. Should a vacancy result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay over-time to the employee, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another assignment that conflicts with the accepted one; ii) by employees registered for casual work; iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under B) ii) for a period of up to seven (7) daysparties. C) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph B) i) above shall be considered unavailable for such temporary vacancy. D) A part-time employee who has accepted a temporary vacancy referred to in paragraph B) i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. E) Where an employee declines an offer to work under b)(i) the Employer need not offer the work again to that employee under B) ii), if she is also registered for casual work. F) By mutual agreement, the parties may vary the job posting process set out in this Article.

Vacancy. If (a) Prior to the appointment to a vacant or new position the Employer shall post notice of the vacancy or new position on the intranet/website for a minimum of five (5) working days in order that all staff will know that the position is open and be able to make written application to Human Resources. A copy of each posting shall be sent to the Bargaining Unit President. i) Vacancies which are not expected to exceed six (6) months will not be posted and may be filled at the discretion of the Employer. Current bargaining unit department members on the basis of ability, experience and skill, will be given first consideration for these vacancies. Where ability, experience and skill are relatively equal, seniority shall govern. Where the temporary vacancy is expected to be six (6) months or longer, the position will be posted as a temporary vacancy for five (5) working days. On the termination of a posted temporary job vacancy, the nurse who filled it shall revert to her/his former position, any other nurse who may have changed positions as a consequence of the initial change shall return to her/his former position. It is agreed that experience gained while filling a temporary vacancy of less than six (6) months will not be considered if the job is later posted. Experience gained while filling a posted temporary vacancy of six (6) months or more will be considered in assessing the qualifications, ability, and experience for the job if it is later posted as a permanent position. ii) Any resulting vacancy arising from a nurse's successful application to a job posted in accordance with 11.04(a) will be posted for three (3) working days. iii) Where a vacancy or occurs as a new job is created for which union personnel might reasonably be recruited, the following shall applyresult of: A) insufficient notice by the nurse that they will not be available for work, or B) a requirement by the Employer to provide a leave for an employee to engage in Union affairs the vacancy will be treated as a temporary vacancy. iv) Unless external recruitment is involved, applications for a posting will not be considered from: A) a probationary nurse B) a nurse who was successful in applying for a permanent or temporary job posting that has not worked one calendar year in the position. This restriction may be waived in extenuating circumstances. v) Late applications will not be considered after the posting is removed unless external recruitment is involved and there have been no applications from nurses as outlined in 11.04 (iv). vi) Where a nurse has been granted a new position as a result of a job posting, an evaluation period of 490 hours worked in the new position will apply. If the vacancy nurse’s performance proves unsatisfactory during this period, they shall be given the opportunity to return to her/his former position and any other nurse who may have changed positions as a consequence of the initial change shall return to her/his former position. vii) Xxxxx to accepting a new position, it is the responsibility of the nurse to understand the duties and work environment to ensure her/his compatibility with the job. If at any time during the earlier of the first 163 hours worked or new job has a duration of thirty one (301) calendar days or moremonth worked in the new position, it is seen as untenable by the nurse, the position nurse shall be posted for given the opportunity of returning to her/his former position and any other nurse who may have been affected as a minimum consequence of the initial posting shall be returned to her/his former position. Where the nurse has discussed an untenable situation with her/his supervisor and it remains unresolved, they may request and will be granted an extension of up to one (1) month if requested of her/his supervisor within the first month. viii) The Employer agrees that nurses will be given reasonable opportunity to apply to a vacancy which occurred while the nurse was on paid leave of absence, providing the application is made within two (2) working days of the nurse’s return from paid leave and within ten (10) calendar working days in a manner which gives all employees access to such informationof the position being posted. B(c) Notwithstanding a) above, if a temporary absence is one of less than sixty (60) calendar daysIn the selection for the vacancy, the work of the absent employee shall not be posted and instead following factors shall be filled as followsconsidered: i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position. Should a vacancy result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer ability, experience, and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay over-time to the employee, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another assignment that conflicts with the accepted one;skill. ii) seniority. Where ability, experience and skill are relatively equal, seniority shall govern. However, if senior applicants are refused a position, they will be given the reason for such refusal in writing. The employer will provide the Union with a list of unfilled previously posted vacancies at least every three (3) months and inform the Union if they do not intend to fill the position. The Union will also be advised of any posted positions that have been rescinded by employees registered the employer in the preceding month. Unsuccessful applicants will be notified prior to posting the name of the successful applicant. At the request of the nurse, the employer will discuss with the unsuccessful applicants’ ways they can improve their qualifications for casual work; iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under B) ii) for a period of up to seven (7) daysfuture postings. C(a) A part-time employee who has accepted Seniority shall be retained and accumulated when a casual assignment which conflicts with a temporary vacancy referred to in paragraph B) nurse is absent from work under the following circumstances i) above shall be considered unavailable for such temporary vacancyapproved leave of absence with pay. D) A part-time employee who has accepted a temporary vacancy referred to in paragraph B) i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. E) Where an employee declines an offer to work under b)(i) the Employer need not offer the work again to that employee under B) ii), if she is also registered for casual work. F) By mutual agreement, the parties may vary the job posting process set out in this Article.

Vacancy. If 80.1 A vacancy shall be defined as any position which is not currently filled, such as, but not limited to, expansion of the Consortium programs, the resignation, retirement, or temporary leave of absence of an employee which will last until the end of the school year. 80.2 Once an employee gets his/her preference of a new class grouping and/or caseload, that class grouping, and/or caseload, is no longer considered a vacancy. 80.3 When a vacancy or occurs in a new job is created for which union personnel might reasonably be recruitedposition, the following shall apply: A) If a notice of the vacancy or new job has a duration of thirty (30) calendar days or more, the position shall be posted at all Program sites and sent to all current employees and the Federation President via the Consortium’s electronic mail (e- mail) system. A copy of said notice shall be maintained at the main office at all Program sites, which shall be available for all employees to review. The vacancy notice shall also indicate if the position is a Permanent, Interim, Temporary, or Substitute position. 80.4 Qualifications, requirements, duties, vacancy number, and other pertinent information shall be set forth in the vacancy notice. 80.5 Employees may apply for a minimum vacant position by submitting a letter of ten (10) calendar days in intent and a manner which gives all employees access copy of their resume to such information. B) Notwithstanding a) abovethe Executive Director, if a temporary absence is one of less than sixty (60) calendar daysstating the specific position they are applying for, including the work of the absent employee shall not be posted and instead vacancy number. Applications shall be filled as follows: i) where practicable made within the time limit stated by qualified regular employees who have indicated the Executive Director in writing their desire to work in such positionthe vacancy notice. Should The Executive Director shall provide at least a vacancy result in backfilling of more than one (1) week internal notice of a vacancy (including in any position prior to any external or public posting of such vacancies. 80.6 All applications received within the initial vacancy) time limit stated in the second (2nd) vacancy may notice shall be filled by an employee registered for casual work unless reviewed. 80.7 The decision to fill a vacancy will be based on the Employer judgment of the Board as to what will best serve the interests of students and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay over-time to the employeeConsortium, the proposed move and shall not be made. An employee who accepts work under subject to the grievance and/or arbitration procedure. 80.8 All promotions to positions in bargaining units covered by this provision is not eligible Agreement shall be subject to work in another assignment that conflicts with the accepted one;notice provisions of this Article. ii) by employees registered for casual work; iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under B) ii) 80.9 If a plurality comes to pass after the vacancy notice for a period of up position is posted, but before the assignment to seven (7) days. C) A part-time employee who has accepted a casual assignment which conflicts with a temporary the classroom is made, then the vacancy referred to in paragraph B) i) above notice shall be considered unavailable for such temporary vacancy. D) A part-time employee who has accepted a temporary vacancy referred to in paragraph B) i) above which conflicts with a casual rescinded, and the assignment shall be considered unavailable for such casual assignmentgoverned by the plurality provisions of Section 79.2.1. E) Where an employee declines an offer to work under b)(i) the Employer need not offer the work again to that employee under B) ii), if she is also registered for casual work. F) By mutual agreement, the parties may vary the job posting process set out in this Article.

Vacancy. If 1. A vacancy shall be defined as an existing position that is unfilled, a vacancy newly estab- lished position or a new job position which is created filled but which the District has declared will be vacant in the near future. 2. The District shall provide all Employees, utilizing the latest technology, with a Notice of Vacancy. A vacancy shall be open for which union personnel might reasonably be recruitedsix (6) work days before the position is filled. The posting (Notice of Vacancy) shall contain, at a minimum, the following informa- tion: location of work, hours to be worked, Classification, and minimum requirements. The Association will be notified in writing of all vacancies. By mutual agreement of the parties, a Bid Meeting may be held. This meeting shall apply:supersede the Notice of Vacancy. 3. The District shall notify the Employees and the Association of vacancies occurring during the summer months (June, July, and August). Employees may receive the in- formation regarding vacancies by contacting the District’s Employment Hotline. The Association shall be notified by US mail. 4. Interested Employees may apply for a posted vacancy, in writing, to the Superinten- dent, or designee, within the six (6) day posting period or may bid on a vacancy at a Bid Meeting . 5. Vacancies shall be filled on the basis of the experience, competency, qualifications and length of service of the Employees in the District. An Employee with less service in the District, as defined in Article XIV, Section A, shall not be awarded the position, unless that Employee's qualifications are substan- tially superior to the qualifications of the competing Employees(s) with greater ser- vice. A vacancy at the Manager level(s) shall be filled on the basis of experience, compe- tence, and qualifications. If all else is equal, seniority shall determine who is awarded the vacancy or new job has position. 6. To be deemed qualified to assume a duration of thirty (30) calendar days or moreposition, the Employee must have satisfactorily held the same and/or a similar position in the bargaining unit previously or have demonstrated the ability to perform the duties and responsibilities of the position by having taken and successfully passed, as determined by measurable criteria, an ex- amination(s) administered by a representative of the District. The examination(s) to be administered by the District shall be posted based on the qualifica- tions listed in the latest posting, or job description for the position; however, devia- tions in the necessary qualifications shall be permitted to address any advanced cu- linary and/or technological skill(s) that were incorporated into the duties and re- sponsibilities of the position since the last vacancy posting, providing the skill(s) was utilized for a minimum of ten ninety (1090) calendar work days in a manner which gives all employees access to such informationby the person currently holding the position. B) Notwithstanding a) above, if a temporary absence is one of less than sixty (60) calendar days, the work of the absent employee shall not be posted and instead shall be filled as follows: i) where practicable by qualified regular employees who have indicated in writing their desire to work in such position. Should a vacancy result in backfilling of more than one (1) vacancy (including the initial vacancy) the second (2nd) vacancy may be filled by an employee registered for casual work unless the Employer and the Union agree otherwise in good faith. If the application of this paragraph requires the Employer to pay over-time to the employee, the proposed move shall not be made. An employee who accepts work under this provision is not eligible to work in another assignment that conflicts with the accepted one; ii) by employees registered for casual work; iii) in cases of unanticipated or unplanned temporary absences, such temporary absence may first be filled under B) ii) for a period of up to seven (7) days. C) A part-time employee who has accepted a casual assignment which conflicts with a temporary vacancy referred to in paragraph B) i) above shall be considered unavailable for such temporary vacancy. D) A part-time employee who has accepted a temporary vacancy referred to in paragraph B) i) above which conflicts with a casual assignment shall be considered unavailable for such casual assignment. E) Where an employee declines an offer to work under b)(i) the Employer need not offer the work again to that employee under B) ii), if she is also registered for casual work. F) By mutual agreement, the parties may vary the job posting process set out in this Article.