Posting Procedure. 1. Notice of all bargaining unit vacancies and newly created bargaining unit positions shall be posted at the administrative designated sites in each school building as well as on the District website. A copy of each posting will be forwarded to the President of OAPSE Local 617 for informational purposes.
2. Such vacancies shall be posted for five (5) work days after the date of posting.
3. Employees shall apply for all job postings online.
Posting Procedure. (a) Except as otherwise provided, all positions shall be posted as they arise and shall be posted using the standard posting format (see Appendix ‘C’).
(b) All postings shall include the following: • the Bargaining Unit to which the posting applies • the type of position (i.e. GTA, GSA-1, UTA) • if possible, the number of position(s) available • the course name and number • the start and termination dates for the appointment • the level of appointment (i.e. full, or portion of) • assigned responsibilities • required and preferred qualifications (aca- demic and/or professional) • application deadline • wages • any applicable equity provisions; and • the current University of Guelph’s employ- ment equity statement, which may be amended from time to time through dis- cussion with stakeholder groups through the Employment Equity Committee.
(c) Where different types of positions in one (1) course are posted together, the qualifications for those positions shall be listed separately. In situations where the University anticipates that the position may be available for two (2) or three (3) semesters, the posting shall clear- ly indicate this possibility. The decision to appoint an employee for more than one (1) semester at a time shall be at the sole discre- tion of the University.
(d) Positions shall be posted by the Department electronically on the Central Job Posting Web- site for XXx, XXX0x, & Sessionals, within the time frames provided for in this Article. At the time of posting, a link to the posting shall be made to the Union.
(e) The University shall respond to enquiries from the Union with regard to posting criteria as specified in (a), (b) and (c). The Union shall notify the Office of Faculty & Academic Staff Relations in writing of postings which in the Union's view do not comply with the require- ments of (a), (b) and (c). The University shall consult with the appropriate Union represen- tative(s) within two (2) days of receipt of such notice, and where the Parties agree the post- ing did not meet the posting criteria as spec- ified in (a), (b) and (c), The Office of Faculty & Academic Staff Relations will provide, with- in ten (10) days, a written response to the Union outlining any remedial actions taken.
(f) Upon request by the Union, the University shall expedite the processing of any griev- ances respecting postings, or appointments made under 11.04 (b) and (c), in accordance with Article VIII (with a Formal Stage Griev- ance meeting set up withi...
Posting Procedure. Whenever a permanent vacancy occurs the vacancy shall be posted and filled in the following manner:
(a) Every posting shall be for forty-eight (48) hours (two (2) regular working days) and in order to qualify for the posted job an applicant must be able and willing to satisfactorily perform the work to be done.
(b) Notice of the vacancy shall be posted and the qualified employee with the greatest seniority who applies, in writing, for the job shall be given the job; however, if after a reasonable time such employee is found not to be satisfactorily performing the work, he shall be sent to the Employment Department for placement.
(c) The job left vacant by the successful applicant for the posting in (b) above shall be filled in accordance with the principle of (h) below with no more than one (1) move being required.
(d) During the time that a vacancy is posted the Company may fill the job temporarily.
(e) An employee shall be entitled to be considered as a successful applicant for a maximum of two (2) postings in any twelve (12) month period unless the job an employee successfully bid for is eliminated or he/she is disputed from the job.
(f) This section shall not apply to:
(i) Temporary layoff or recall following such layoff until the status prior to the layoff has been reached.
(ii) A vacancy created by a temporary condition or created by an employee who is absent on account of sickness, injury, absenteeism or a temporary leave of absence authorized by the Company until the Company is satisfied that such employee will not return to the job, or until the temporary condition has become permanent.
(iii) A government security or Company security job.
(iv) Probationary employees.
(g) At the request of the relevant Committeeperson the Supervisor shall discuss with said Committeeperson the filling of a vacancy posted under this Section.
(h) Management, in filling permanent vacancies will give preference to employees with the greatest seniority who are able to satisfactorily perform the work to be done. A permanent job is one which is
(i) expected to last more than thirty (30) days unless extended by mutual agreement, or
(ii) not covered under (f) above.
(i) The successful applicant will be moved to the posted position within fourteen (14) calendar days between A & B or B & C. The fourteen (14) days shall commence with the date when the employee is declared the successful applicant.
Posting Procedure. All vacancies which occur during the school year or summer months shall be posted in a conspicuous place in the transportation building for a period of three (3) work days. A copy of all postings shall also be sent to the Union President at the same time the positions are posted. Said postings shall contain the following information:
A. Name of position B. Location (or route, where applicable)
Posting Procedure. The Employer will post all Registered Nurse vacancies on the Union bulletin board, and such notices shall remain posted for a period of five (5) days. The Employer shall endeavour to post the notices within five (5) working days after the vacancy occurs.
01. The posting shall contain the classification and wage range of the position. Nurses will be advised in writing of the disposition of their applications and the name of the successful applicant. Pending the selection of a successful candidate, the Employer shall have the right to assign or otherwise arrange to have staff assigned to meet the needs of residents, on a short term basis, and shall advise the Union of this circumstance and expected duration of such circumstance. Experience gained by Nurses temporarily assigned to these positions shall not count as experience in subsequent postings. The name of the successful applicant will be posted by the Employer. A copy of all ONA job postings and a notice of the successful applicant shall be sent to the Bargaining Unit President.
(a) The Employer shall endeavour to provide the Union with as much notice as reasonably possible for a layoff resulting from an emergency. In the event of a proposed lay off of a permanent or long term nature, the Employer will provide the Union with no less than two (2) months calendar days’ notice of such a layoff.
(b) In all cases of lay off the Employer shall meet with the Union to review the reasons causing the layoff; and the method of implementation.
(c) The Employer shall notify the Nurse who is to be laid off or terminated, according to the Ontario Employment Standards Act and Regulations, which includes the following quoted Sub-Section 1 of Section 57 pertaining to layoff or termination of more than thirteen (13) weeks in any period of twenty (20) weeks.
(1) No Employer shall terminate the employment of an Employee who has been employed for three (3) months or more unless the Employer gives:
(a) one (1) weeks’ notice in writing to the Employee if their period of employment is less than one (1) year;
(b) two (2) weeks’ notice in writing to the Employee if their period of employment is one (1) year or more but less than three (3) years;
(c) three (3) weeks’ notice in writing to the Employee if their period of employment is three (3) years or more but less than four (4) years;
(d) four (4) weeks’ notice in writing to the Employee if their period of employment is four (4) years or more but less than five (5) years;
(e) fiv...
Posting Procedure. (a) Except as otherwise provided, all positions shall be posted as they arise and shall be posted using the standard posting format (see Appendix ‘C’).
(b) All postings shall include the following: • the Bargaining Unit to which the posting applies • the type of position (i.e. Sessional Lecturer-1) • the course name and number • the start and termination dates for the appointment • the level of appointment (i.e. full, or portion thereof) • the number of sections and class times (if available) • projected class enrolment (where relevant) • assigned responsibilities • required and preferred qualifications (academic and/or professional) • salary • application deadline • name and location of person to whom the applica- tion should be submitted • indication of whether the work assignment carries a possible “first right of refusal” per Letter of Under- standing #3 • any applicable equity provisions; and • the University of Guelph’s employment equity state- ment (Note: The language of the University of Guelph’s employment equity statement to be decid- ed through discussion with stakeholder groups through the Employment Equity Committee. Until that language is decided upon the current collec- tive agreement equity language shall continue to be utilized in postings.)
(c) Where different types of positions in one (1) course are posted together, the qualifications for those positions shall be listed separately. In situations where the University anticipates that the position may be available for two (2) or three (3) semesters (as per 11.02 (b)), the posting shall clearly indicate this possibility. The decision to appoint an employee for more than one (1) semester at a time shall be at the sole discretion of the University.
(d) Positions shall be posted by the Department either on one (1) of its bulletin boards, or elec- tronically on the Department’s web site, with- in the time frames provided for in this Article. At the time of posting, an electronic copy (in PDF format) of each posting shall be forward- ed, via email, to the Union and also to the Human Resources Division.
(e) The University shall respond to enquiries from the Union with regard to posting criteria as specified in (a), (b) and (c). The Union shall notify Employee Relations in writing of post- ings which in the Union’s view do not comply with the requirements of (a), (b), and (c). The University shall consult with the appropriate Union representative(s) within two (2) days of receipt of such notice, a...
Posting Procedure. The Employer will post all permanent hourly vacancies within the bargaining unit on the employer bulletin board. Job postings shall be posted for a minimum of seven calendar days. The closing date shall be identified on all job postings. Postings pursuant to this article shall contain the following information: title of position, main duties, qualifications, and process for submitting applications. Such qualifications will be relevant to the posted position. All applications for posted positions within the bargaining unit shall be in writing on the internal application form provided by the Employer. Employees must be in their current position for at least six months before they can apply for a new position. Once the application form is completed by the employee, it will be forwarded to their manager for review and sign off. Whether or not the manager signs off on the application it will be forwarded to Human Resources. Human Resources will review the application to confirm that the candidate meets the minimum qualifications and in addition will review the application in consideration of the factors listed in (e) below to determine if the employee’s application will be accepted. The factors to be considered when filling a vacancy with an internal bargaining unit candidate shall include, but not be limited to:
(1) skills, abilities, experience, and qualifications;
(2) performance, which includes relevant and current discipline on employees’ personnel file;
(3) seniority with the Employer; Nothing shall prevent the Employer from posting or filling a vacancy externally, though it is understood by the parties to this agreement that priority will be given to the internal bargaining unit candidate provided the internal bargaining unit candidate has the same or equal skills, experience and qualifications as the external candidate, and provided there is no performance issues as set out in Clause 23.1 (e) above on the internal bargaining unit candidates’ file, that would, in the Employer’s view, affect their ability to successfully fulfill the duties of position. In filling positions under this article above, the successful applicant will be given a trial period of up to three months or 390 hours, whichever occurs later, to determine their suitability to perform the work required. During the trial period, the employee may elect to return, or the Employer may require the employee to return, to their former position, in which case the employee will return to an equi...
Posting Procedure. A. The District will provide CTU with an Open Position List each month. The list will be sent electronically no later than the first Friday of each month.
B. Vacancies that occur outside of the Open Position application process will be posted within 30 days of the determination to fill a vacancy. It shall be posted on the District website and via email by the administration along with the position requirements, job description, and the salary to be paid.
C. When new programs/projects are initiated in an existing school, the staff in that building shall have the opportunity to apply and be considered for positions consistent with the process set forth in Section 1 above. Following initial selection of program/project staff, only vacant positions shall be posted.
D. If the District and CTU have agreed through written mutual agreement on any material changes/differences, bargaining unit members who apply for option programs or schools agree that acceptance of a position with such a program or school constitutes acknowledgment and acceptance of the policies and working conditions associated with the position, some of which may differ from those set forth in this Agreement.
Posting Procedure. This Letter of Understanding is in accordance with the agreement reached between the parties on November 13, 2012. The parties agree that it is in the interests of our school community to fill vacancies with fully qualified candidates. However, the parties acknowledge that there are times when fully qualified candidates are not available. This clarification is intended to provide guidance to employees, the employer and the union with regard to how vacancies will be filled when fully qualified applicants are not available.
Posting Procedure. (a) Except as otherwise provided, all work assignments shall be posted as they arise using a standard posting format.
(b) In order to provide consistency, where applicable, all postings shall include the following:
(1) Department and number;
(2) the Bargaining Unit to which the posting applies;
(3) the semester(s) to which the posting applies;
(4) the type of work assignment(s) (i.e., GTA, GSA-1, UTA);
(5) if possible, the number and load of work assignments(s) available (appropriate loads are 0.5, 0.75, 1.0 or higher except for unusual circumstances as per 10.01(b));
(6) course information, including the course name and number and projected enrolment, if applicable;
(7) the start and termination dates for the work assignment(s);
(8) anticipated duties and responsibilities for the work assignment(s), including, as applicable: Orientation/Training; Office Hours; Preparation; Student Consultation; Attending Lectures; Email Correspondence/Monitoring; Conducting Labs/Seminars; Meetings; Invigilating Exams; Supervising Field Trips; Grading; and Other Duties as specified;
(9) the days and times required;
(10) required and preferred qualifications (academic and/or professional);
(11) wage rate per hour and total;
(12) application deadline;
(13) hiring contact information, including a posting email address;
(14) the status of the posting;
(15) any applicable equity provisions;
(16) the current University of Guelph’s employment equity statement, which may be amended from time to time through discussion with stakeholder groups through the Employment Equity Committee;
(17) a statement that recognizes terms and conditions of the work assignment are covered by the Collective Agreement between the University and CUPE Local 3913, Unit 1.
(c) Where a course has both In-Class and DE section(s), the DE sections(s) shall be posted separately from the In-Class section(s). In situations where the University anticipates that the work assignment may be available for two (2) or three (3) semesters, the posting shall clearly indicate this possibility. The decision to appoint an employee for more than one (1) semester at a time shall be at the sole discretion of the University (see also 11.02 (d)).
(d) Work Assignments shall be posted by the Department electronically on the job posting website for TAs, GSA-1s and Sessional Lecturers, within the time frames provided for in this Article. At the time of posting the Union shall receive electronic notification.
(e) The University shall ...
