Employee Changes. The entire article applies If no regular employee was awarded a vacant position according to the provisions of article 14.02 a) and 14.02 b), the vacant position must be filed according to the following:
Employee Changes. The Company agrees to furnish the Union monthly with names (in alphabetical order) and locations with respect to new hires, transfers and terminations from employment with the Company.
Employee Changes. (i) The Seller shall, by delivery of written notice thereof to the Buyer, promptly update the list of Corporate Employees set forth in Section 1.1(a) of the Seller Disclosure Schedules to remove from such list the name of any person who ceases to be employed by Seller and by any of Affiliates. In the event that any Corporate Employee ceases to be employed by Seller and its Affiliates, the Seller shall use commercially reasonable efforts to fill such position with a person of comparable qualifications, skill and experience reasonably acceptable to Buyer and, upon such replacement, Section 1.1(a) of the Seller Disclosure Schedules shall be updated to include the name of such person. Seller shall not otherwise modify Section 1.1(a) of the Seller Disclosure Schedules without the prior written consent of the Buyer.
Employee Changes. SECTION 4.2(a)(i) Environmental Claims................................. SECTION 2.13
Employee Changes a) A legible notice of any vacant or newly-created position in the bargaining unit must be posted in full view and accessible to all employees for a period of ten calendar days, subject to Article At the same time, the University must send a copy of the notice to the Union. The information which must appear on the posting is: The job title; The job description; The applicable rate of pay and premia; The posting period; The shift: The building and/or the department; Status (full-time or part-time). The position must be awarded and is filled by the employee who has the most seniority the department among the applicants, provided that he meets the normal requirements of the job. The requirements must be relevant and related to the nature of the tasks as negotiated and defined in this agreement. In case of grievance, the burden of proof is to be borne by the University. If none of the employees within the department has been granted the position in accordance with the procedure provided in clause a), the latter will be granted to the candidate within the bargaining unit having the most seniority within the University among the applicants, on the condition that he satisfies the normal requirements of the position. The requirements and qualifications must be pertinent and relevant to the nature of the tasks as agreed to by the parties. In the event of a grievance, the burden of proof is on the University. The employee who is awarded the position will have a trial period of thirty working days, actually worked. If, during the trial period, the employee does not wish to remain in the new position or if it is established by the University that he does not meet the normal requirements of the position, the employee will return to his previous position. Should t h e be maintained h i s new p o s i t i o n , a t t h e of h i s t r i a l period, he is a t t h e moment, to meet the of the p o s i t i o n . During t h e t r i a l . p e r i o d , who r e t u r n h i s previous or who returned to previous p o s i t i o n a t request of the University w i l l not, by t h i s f a c t , lose of t h e had acquired i n h i s previous p o s i t i o n . In t h e l a t t e r i n s t a n c e , it is t h e U n i v e r s i t y to prove t h a t t h e employee was to meet t h e normal requirements of the p o s i t i o n , University s h a l l , f o r a period of t e n days i n a f u l l y v i s i b l e and a c c e s s i b l e p l a c e a l l t h e b u i l d i n g s p o s t a l e g i b l...
