Common use of Competitions Clause in Contracts

Competitions. (a) In making a promotion, the determining factors shall be experience, performance, qualifications, and other relevant attributes, applicable to the position. For each vacancy, the Employer shall weight the criteria as applicable to the position and establish a documented grading system utilizing the criteria. The Employer shall grade all applicants and fully document all information and judgments which result in the grade for each candidate. Where these factors are determined by the Employer to be relatively equal, seniority shall be the deciding factor. (b) Applicants for a promotion or vacancy within the bargaining unit shall be informed in writing of the decision within seven (7) calendar days of the date of the appointment being made. (c) Upon request, an unsuccessful applicant will be provided with copies of: (i) the documentation relating to the grading system; (ii) grades; and (iii) all documentation which resulted in the grades for the applicants (including any interview notes). (d) A promotion shall be on a trial basis. The promoted Employee will be given a trial period of six (6) months in which to demonstrate her ability to perform the new tasks to the satisfaction of the Employer. Should such Employee fail to succeed during the above-mentioned trial period, the Employer will make a sincere effort to reinstate the Employee in her former position or, if such reinstatement is not possible, place the Employee in another suitable position at a rate of pay equivalent to that of her former position. (e) When an Employee is promoted to a classification to which is assigned a higher salary scale, the salary of such promoted Employee shall be advanced to that step in the new scale which is next higher than her current rate or to the step which is next higher again, if such salary increase is less than the Employee’s normal increment of the former salary scale. In the event that a promoted Employee is at the last increment in the scale for the classification held prior to the promotion, her salary shall be advanced to that step in the scale which is next higher than her current rate or, if such salary increase is less than the Employee’s last normal annual increase, she shall be advanced to the step which is next higher again in the scale.

Competitions. (a) a. In making a promotion, the determining factors shall be experience, performance, qualifications, and other relevant attributes, applicable to the position. For each vacancy, the Employer shall weight the criteria as applicable to the position and establish a documented grading system utilizing the criteria. The Employer shall grade all applicants and fully document all information and judgments which result in the grade for each candidate. Where these factors are determined by the Employer to be relatively equal, seniority shall be the deciding factor. (b) b. Applicants for a promotion or vacancy within the bargaining unit shall be informed in writing of the decision within seven (7) calendar days of the date of the appointment being made. (c) c. Upon request, an unsuccessful applicant will be provided with copies of: (i) i. the documentation relating to the grading system; (ii) . grades; and (iii) . all documentation which resulted in the grades for the applicants (including any interview notes). (d) d. A promotion shall be on a trial basis. The promoted Employee will be given a trial period of six (6) months in which to demonstrate her ability to perform the new tasks to the satisfaction of the Employer. Should such Employee fail to succeed or request to return to her former position during the above-mentioned trial period, the Employer will make a sincere effort to reinstate the Employee in her former position or, if such reinstatement is not possible, place the Employee in another suitable position at a rate of pay equivalent to that of her former position. (e) e. When an Employee is promoted to a classification to which is assigned a higher salary scale, the salary of such promoted Employee shall be advanced to that step in the new scale which is next higher than her current rate or to the step which is next higher again, if such salary increase is less than the Employee’s normal increment of the former salary scale. In the event that a promoted Employee is at the last increment in the scale for the classification held prior to the promotion, her salary shall be advanced to that step in the scale which is next higher than her current rate or, if such salary increase is less than the Employee’s last normal annual increase, she shall be advanced to the step which is next higher again in the scale. f. An Employee’s anniversary date for the purpose of qualifying for an annual increment shall be changed as a result of a promotion to the date on which the promotion becomes effective. g. An Employee who requests and is granted a transfer to a classification to which is assigned a lower salary scale will immediately receive the rate of pay assigned to the position to which she has transferred. i. In determining the step on the lower scale the Employer will place her at the step on the salary scale in accordance with her experience and service. h. When for reason of ill health, the Employer and Employee agree to a transfer resulting in the Employee being assigned to a classification to which is assigned a lower salary scale, her rate may be “red-circled” for a period of twelve (12) months. i. After twelve (12) months, if the Employer and Employee agree to maintain the transfer on a permanent basis, the Employee will receive the rate of pay assigned to the position to which she has transferred. ii. The step on the lower salary scale will be determined in accordance with Article 13.03 (g).

Competitions. (a) In making a promotion, the determining factors shall be experience, performance, qualifications, and other relevant attributes, applicable to the position. For each vacancy, the Employer shall weight the criteria as applicable to the position and establish a documented grading system utilizing the criteria. The Employer shall grade all applicants and fully document all information and judgments which result in the grade for each candidate. Where these factors are determined by the Employer to be relatively equal, seniority shall be the deciding factor. (b) Applicants for a promotion or vacancy within the bargaining unit shall be informed in writing of the decision within seven (7) calendar days of the date of the appointment being made. (c) Upon request, an unsuccessful applicant will be provided with copies of: (i) the documentation relating to the grading system; (ii) grades; and (iii) all documentation which resulted in the grades for the applicants (including any interview notes). (d) A promotion shall be on a trial basis. The promoted Employee will be given a trial period of six (6) months in which to demonstrate her ability to perform the new tasks to the satisfaction of the Employer. Should such Employee fail to succeed during the above-mentioned trial period, the Employer will make a sincere effort to reinstate the Employee in her former position or, if such reinstatement is not possible, place the Employee in another suitable position at a rate of pay equivalent to that of her former position. (e) When an Employee is promoted to a classification to which is assigned a higher salary scale, the salary of such promoted Employee shall be advanced to that step in the new scale which is next higher than her current rate or to the step which is next higher again, if such salary increase is less than the Employee’s normal increment of the former salary scale. In the event that a promoted Employee is at the last increment in the scale for the classification held prior to the promotion, her salary shall be advanced to that step in the scale which is next higher than her current rate or, if such salary increase is less than the Employee’s last normal annual increase, she shall be advanced to the step which is next higher again in the scale. (f) An Employee’s anniversary date for the purpose of qualifying for an annual increment shall be changed as a result of a promotion to the date on which the promotion becomes effective. (g) An Employee who requests and is granted a transfer to a classification to which is assigned a lower salary scale will receive the rate of pay assigned to the position to which she has transferred. (i) In determining the step on the lower scale the Employer will place her at the step on the salary scale in accordance with her experience and service. (h) When for reason of ill health, the Employer and Employee agree to a transfer resulting in the Employee being assigned to a classification to which is assigned a lower salary scale, her rate may be “red-circled” for a period of twelve (12) months. (i) After twelve (12) months, if the Employer and Employee agree to maintain the transfer on a permanent basis, the Employee will receive the rate of pay assigned to the position to which she has transferred. (ii) The step on the lower salary scale will be determined in accordance with Article 13.03 (g).

Competitions. (a) In making a promotion, the determining factors shall be experience, performance, qualifications, and other relevant attributes, applicable to the position. For each vacancy, the Employer shall weight the criteria as applicable to the position and establish a documented grading system utilizing the criteria. The Employer shall grade all applicants and fully document all information and judgments which result in the grade for each candidate. Where these factors are determined by the Employer to be relatively equal, seniority shall be the deciding factor. (b) Applicants for a promotion or vacancy within the bargaining unit shall be informed in writing of the decision within seven (7) calendar days of the date of the appointment being made. (c) Upon request, an unsuccessful applicant will be provided with copies of: (i) the documentation relating to the grading system; (ii) grades; and (iii) all documentation which resulted in the grades for the applicants (including any interview notes). (d) A promotion shall be on a trial basis. The promoted Employee will be given a trial period of six (6) months in which to demonstrate her their ability to perform the new tasks to the satisfaction of the Employer. Should such Employee fail to succeed or request to return to their former position during the above-mentioned trial period, the Employer will make a sincere effort to reinstate the Employee in her their former position or, if such reinstatement is not possible, place the Employee in another suitable position at a rate of pay equivalent to that of her their former position. (e) When an Employee is promoted to a classification to which is assigned a higher salary scale, the salary of such promoted Employee shall be advanced to that step in the new scale which is next higher than her their current rate or to the step which is next higher again, if such salary increase is less than the Employee’s normal increment of the former salary scale. In the event that a promoted Employee is at the last increment in the scale for the classification held prior to the promotion, her their salary shall be advanced to that step in the scale which is next higher than her their current rate or, if such salary increase is less than the Employee’s last normal annual increase, she they shall be advanced to the step which is next higher again in the scale. (f) An Employee’s anniversary date for the purpose of qualifying for an annual increment shall be changed as a result of a promotion to the date on which the promotion becomes effective. (g) An Employee who requests and is granted a transfer to a classification to which is assigned a lower salary scale will immediately receive the rate of pay assigned to the position to which they have transferred. (i) In determining the step on the lower scale the Employer will place them at the step on the salary scale in accordance with their experience and service. (h) When for reason of ill health, the Employer and Employee agree to a transfer resulting in the Employee being assigned to a classification to which is assigned a lower salary scale, their rate may be “red-circled” for a period of twelve (12) months. (i) After twelve (12) months, if the Employer and Employee agree to maintain the transfer on a permanent basis, the Employee will receive the rate of pay assigned to the position to which they have transferred. (ii) The step on the lower salary scale will be determined in accordance with Article 13.03 (g).