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VACANT OR NEW POSITIONS Sample Clauses

VACANT OR NEW POSITIONS. 1. All employees who are interested in promotion and/or transfer may, at any time, submit their request, on the forms provided by Human Resources who will review the application each time a position becomes vacant. A copy of the up-to-date list shall be made available to the Association president upon his/her request. The transfer request is valid for one (1) year from the date of application. 2. The request for transfer only puts the administration on notice of an employee’s interest in a particular position. The employee must also file an application for the position if it is posted. When other factors such as experience and seniority are comparable, a strong showing of interest demonstrated by the request for a transfer may be a consideration. 3. The College will maintain an ongoing status report regarding CEBA position vacancies. This report will be made available to CEBA leadership on an ongoing basis. 4. If a CEBA position is going to be filled, the position will be submitted to cabinet for approval within 14 working days from the first day the position is vacant. 5. If a CEBA position is going to be filled, the position will be posted internally, through Human Resources, within 20 working days from the first day the position is vacant. 6. The College shall notify the employees by email of newly created or vacant positions, except for entry level custodial positions within the bargaining unit. CEBA employees shall have five (5) working days after notice is given to apply for the internally posted position. 7. To be considered for an interview, an employee must be removed from probation and not currently be subject to disciplinary action based on job performance. 8. Interviews will be conducted with three (3) or more people present: One (1) from Human Resources, One (1) from Applicable Management, One (1) Appropriate CEBA Representative. 9. When the skills and abilities of the applicants are equal, the applicant with the longest period of service within the department will be appointed to fill such vacancy. Employees who did not receive a position for which they applied will receive a letter notifying them of this. An employee may request a meeting with the appropriate individuals to discuss why they were not selected for a position and to discuss improvements they can make to their current job performance which may help in a successful bid for another opening. 10. The College shall attempt, whenever possible, to fill any vacancies with existing emplo...
VACANT OR NEW POSITIONS. 20.01 The Employer shall post all vacant or new positions on the bulletin boards referred to in Article 9. Such posting shall be put up at least six (6) days prior to the closing date for application. 20.02 Outside advertising may be permitted at the same time as the first posting of the vacant or new position; however, all applications from permanent employees shall be processed and considered first before considering any outside applications. 20.03 In selecting applicants for vacancies or new positions, the selection shall be made on the basis that where qualifications and ability are equal, seniority shall be the determining factor. 20.04 When a permanent employee is the successful applicant, such employee shall be placed in the position on a trial basis for an established period not to exceed three (3) calendar months. Conditional on satisfactory performance, the employee shall be declared permanent. If the individual proves unsatisfactory during the trial period, then the employee shall be returned to their former position, wage rate and without loss of seniority. Any other employee promoted because of the re-arrangement of positions shall also be returned to their former position, wage rate and without loss of seniority. 20.05 The posting of all part-time positions shall include information outlining the minimum employment guarantee for that position.
VACANT OR NEW POSITIONS. The Board shall notify the employees by e-mail bulletin of all newly created and vacant positions which fall within the classification of employees covered by this Agreement as well as those positions listed in Article 1, Section 3. When vacancies are posted no later than noon on the first business day of the work week employees may notify the Department of Human Resources of interest in a position no later than the end of the 4th business day of the work week. Such notice shall be in writing or e-mail. If an employee meets the qualifications as listed in the position's job description, such employee applying for said position shall be given preference over any person not an employee. If more than one employee applicant meets the posted qualifications, the Board shall consider the applicant's training, experience, performance history, and additional education appropriate for the position. Attendance and punctuality is part of an applicants performance history. Information will be review 1 year back. If there is an attendance/punctuality concern that Human Resources needs to be aware of, the applicant should provide an explanation with their bid form. Where considered factors are equal, the most senior applicant who meets the qualifications will be selected. The Board will use a standardized testing process administered by Human Resources to assist in determining the qualifications of applicants. The same test will be administered to all applicants for the same position. Any employee, who has applied for any position with the district and has not been selected, may request and shall be given specific reasons, in writing, on the designated form, within five (5) working days of the decision.
VACANT OR NEW POSITIONS. 1. The College will maintain an ongoing list regarding CEBA position vacancies. This list will be made available to CEBA leadership, upon request. 2. If a CEBA position is going to be filled, the position will be submitted to leadership for approval within fourteen (14) working days from the first day the position is vacant. 3. If a CEBA position is going to be filled, the position will be posted internally, through Human Resources, within twenty (20) working days from the first day the position is vacant. 4. The College shall notify the employees by email of newly created or vacant positions. CEBA employees shall have five (5) working days after notice is given to apply for the internally posted position.

Related to VACANT OR NEW POSITIONS

  • VACANCIES AND NEW POSITIONS 3.3.1 During the work year, written notices of vacancies and new positions within the bargaining unit will be posted on the District jobs website for not less than five (5) working days. For an applicant to be considered for a vacant or new position, they must: a. Submit their online application and all other required application materials no later than five (5) working days from the first day of the posting, and b. Possess the minimum skills and qualifications applicable to the vacant or new position. 3.3.2 A vacancy is an open position within the bargaining unit or non represented groups over 10 hours per week (i.e., 2.1 hours per day). Employees who meet the posted qualifications will receive an interview for the position upon application. Applicants not receiving an interview or offer of position will be given feedback, upon request. Skill tests will not normally be required if the skill requirements of the new position are not greater than the applicant's current assignment unless the skill test is deemed necessary to determine the most qualified applicant. Positions will be filled by any present or prospective employee based upon affirmative action requirements, experience, and job qualifications for the position. If two finalists are considered equal, then the applicant from within the district with the most bargaining unit seniority will be selected for bargaining unit positions. 3.3.3 Employees transferred to new positions in the bargaining unit will receive salary credit at full value for all prior experience gained within the bargaining unit. 3.3.4 Current employees within the bargaining unit who are accepted for a position under Section 3.3.2 above will be given a thirty (30) work day work trial. If the employee's performance on the new job is not satisfactory, she/he will be returned to her/his former position or to another suitable position. Absent just cause for termination, such employee will not be terminated due to her/his unsatisfactory performance during the thirty (30) day trial period. 3.3.5 Increased hours at the worksite will be offered first to the most senior employees within the classification, if qualified as determined by the supervisor at the worksite, providing they have a work schedule which can accommodate the additional hour(s) within a normal work week. The number of hours per week may be offered up to ten (10) hours, but may not result in a combined assignment of more than forty (40) hours per week. Employees wishing more hours of work will notify their supervisor/building administrator in writing. 3.3.6 Summer school assignments will be offered on a seniority basis, except that those employees who carry out the job during the course of the regular work year will receive first choice of refusal. 3.3.7 If the school district uses a numerical staffing formula to assign employees to schools based on enrollment, employee hours will be adjusted in October of the school year to reflect actual enrollment. The formula results and adjusted hours will be provided to the association president(s) by October 15. 3.3.8 The district will provide at least a two (2) week written notice of paraeducator hour reduction due to a decreased student overload factor. 3.3.9 An employee involuntarily transferred to a new position with a different job title will suffer no loss in hourly rate of pay. The transferred employee will be placed on the same experience step as in the previous position. An employee transferred to a position with a lower hourly rate of pay will be required to seek to restore lost pay by applying for open positions within the department for which he/she is qualified. An employee may choose to decline up to three (3) positions that will make him/her whole. Following the third (3rd) decline, any enhanced pay, travel time, and/or mileage reimbursements will end. 3.3.10 When reassignments are too numerous to fill individually, the district will schedule a reassignment meeting. The district will display all open positions and the current seniority list. Employees facing reassignment will be required to attend either in person or by proxy. By seniority, employees must select from any open position for which they are qualified to restore any lost hours. Such restoration cannot exceed thirty (30) additional minutes over lost hours. If hours cannot be restored with open positions by seniority, employees may bump the least senior person. Bumping will occur in the following order, first by the department in which they have lost hours and then by any other departments in which they retain seniority. Multiple reassignment meetings may be necessary. 3.3.11 Employees who have been reassigned will have priority rights, by seniority, to open positions for which they are qualified for up to twenty-four months. Reassigned employees will be required to communicate in writing, in person, by proxy, or by email their interest in a position in the pool no later than 4:00 PM of the day the position closes, if the position will make them whole. If employees have not responded by 4:00 PM of the day the position closes, they have declined the position. Notice of assignment will be provided via phone and follow-up letter within five (5) working days.

  • Vacant Positions An employee on the reinstatement roster may bid on a vacant position in a different classification in the same manner as any other regular employee pursuant to this agreement.

  • Filling Vacant Positions During the time the procedures outlined herein are in effect, position vacancies to be filled shall first be offered to regular employees who have a contractual right to be recalled to a position in the involved job classification or who may have a right to “bump” or transfer to the position, as the case may be. In such circumstances, the seniority provisions of the Agreement shall be observed. If no regular employee has a contractual right to the position, the following shall be given consideration in the order (priority) indicated below: 1st Priority: Qualified Job Bank employees 2nd Priority: Employees on a recall list 3rd Priority: Employee applicants from a list of eligibles 4th Priority: Displaced certified temporary employees 5th Priority: Non-employee applicants from a list of eligibles The qualifications of an employee in the Job Bank or on a recall list shall be reviewed to determine whether they meet the qualifications for a vacant position. Whether the employee can be trained for a position within a reasonable time (not to exceed three months) shall be considered when determining the qualifications of an employee. If it is determined that the employee does not meet the qualifications for a vacant position, the employee may appeal to the Director of Human Resources. If it is determined that an employee in the Job Bank is qualified for a vacant position, the employee shall be selected. The appointing authority may appeal the issue of whether the employee is qualified. The dispute shall be presented to and resolved by the Job Bank Steering Committee. If it is determined that an employee on a recall list is qualified for a vacant position, the employee will be given priority consideration and may be selected. Appeals regarding employees on a recall list and their qualifications for a position will be handled by the Civil Service Commission. The grievance procedure under the Labor Agreement shall not apply to determinations as to qualifications of the employee for a vacant position.

  • New Positions The Board, in consultation with the Association, shall prepare a new job description whenever a new position of special responsibility is created or whenever the duties of any such position are changed or increased. When such a position is created or changed, the allowance shall be subject to negotiations between the Board and the Association.

  • Temporary Positions A) The Employer may create regular temporary positions for vacation relief for more than one (1) incumbent for up to six (6) months duration. B) The Employer may create regular temporary project positions (i.e. grant funded, capital projects, pilot projects, or term specific assignments) for up to twelve (12) months’ duration. These positions are not renewable after the end date of the project, unless the Union and Employer agree to renew/extend the time limits. C) These positions will be posted and filled in accordance with Article 17.01-

  • New Position An approved position not reflected in the current year budget complement.

  • VACANT POSSESSION The Purchaser after the payment of the TPP shall at his own costs and expenses take possession of the Property without any obligation on the part of the Assignee/Bank to give vacant possession and the Purchaser is PROHIBITED from entering upon the Property or take possession of the Property prior to the settlement of the balance purchase price and/or late payment interest (if any).

  • Excluded Positions When a College temporarily assigns an employee to the duties and responsibilities of a position excluded from the provisions of this Collective Agreement, the employee's obligations to contribute to the regular monthly Union dues under Article 5.4 and his/her seniority shall continue during the period of such temporary assignment up to a maximum period of twelve

  • Temporary Position (i) is a position that the Employer has determined will be in excess of eight

  • Other Positions Executive shall immediately resign, and shall be deemed to have immediately resigned without the requirement of any additional action, from any and all position Executive holds with the Company and its Affiliates on Executive’s Date of Termination.