Common use of Employee Changes Clause in Contracts

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 (10) working days, subject to article 5.11. At the same time, the University must send a copy of the posting to the Union. When a position becomes vacant, the University has the choice of filling or abolishing the position. If the decision is to fill the position, the University proceeds within a delay not exceeding twenty (20) working days from the date the position became vacant. If the position is to be abolished, the University will inform the Union of its decision within the aforementioned delay. Otherwise the position is posted and filled without delay. b) The information which must appear on the posting is: 1. The job title; 2. The job description; 3. The applicable rate of pay and premia; 4. The posting period; 5. Status (full-time or part-time). a) The position must be awarded and is filled by the regular employee who has the most seniority in the department among applicants, provided that he meets the normal requirements of the position. 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 University has the burden of proof. b) If none of the regular employees within the department has been granted the position in accordance with the procedure provided in clause 14.02 a), the latter will be granted to the regular employee 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 must be relevant and related to the nature of the tasks as negotiated and defined in this agreement. In case of grievance, the University has the burden of proof. 14.03 The employee who is awarded the position will have a trial period of thirty (30) 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 the employee be maintained in his new position, at the end of his trial period, he is deemed at that moment, to meet the normal requirements of the position. During the trial period, any employee who decides to return to his previous position or who is returned to his previous position at the request of the University will not, by this fact, lose any of the rights he had acquired while in his previous position. In the latter instance, it is incumbent upon the University to prove that the employee was unable to meet the normal requirements of the position. 14.04 The University shall, for a period of (10) working days in a full view and accessible place in all the buildings, post a legible notice of all appointments and the date on which they are to take effect within the (10) working days following the posting period. 14.05 In the ten (10) working days following the nomination, the University will send to the Union the name of the chosen candidate and the names, applications, and seniority of the other candidates. 14.06 The employee who obtains a promotion will receive the new rate of pay retroactive to the end of the posting period, regardless of the effective date of his appointment. The delay between the end of the posting period and the effective date of appointment will not exceed five (5) working days. However, the Union and the University may agree to prolong this delay.

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 (10) working days, subject to article 5.11. At the same time, the University must send a copy of the posting to the Union. When a position becomes vacant, the University has the choice of filling or abolishing the position. If the decision is to fill the position, the University proceeds within a delay not exceeding twenty (20) working days from the date the position became vacant. If the position is to be abolished, the University will inform the Union of its decision within the aforementioned delay. Otherwise the position is posted and filled without delay. b) The information which must appear on the posting is: 1. The job title; 2. The job description; 3. The applicable rate of pay and premia; 4. The posting period; 5. The shift; 6. The building and/or the department; 7. Status (full-time or part-time). c) An employee may, before applying on a position, be informed of the other applicants by the person responsible for the posting. a) The position must be awarded and is filled by the regular employee who has the most seniority in the department among applicants, provided that he meets the normal requirements of the position. 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 University has the burden of proof. b) If none of the regular employees within the department has been granted the position in accordance with the procedure provided in clause 14.02 a), the latter will be granted to the regular employee 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 must be relevant and related to the nature of the tasks as negotiated and defined in this agreement. In case of grievance, the University has the burden of proof. 14.03 The employee who is awarded the position will have a trial period of thirty (30) 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 the employee be maintained in his new position, at the end of his trial period, he is deemed deemed, at that the moment, to meet the normal requirements of the position. During the trial period, any employee who decides to return to his previous position or who is returned to his previous position at the request of the University will not, by this fact, lose any of the rights he had acquired while in his previous position. In the latter instance, it is incumbent upon the University to prove that the employee was unable to meet the normal requirements of the position. 14.04 The University shall, for a period of (10) working days in a full view and accessible place in all the buildings, post a legible notice of all appointments and the date on which they are to take effect within the (10) working days following the posting period. 14.05 In the ten (10) working days following the nomination, the University will send to the Union the name of the chosen candidate and the names, applications, names and seniority of the other candidates. 14.06 The employee who obtains a promotion will receive the new rate of pay retroactive to the end of the posting period, regardless of the effective date of his appointment. The delay between the end of the posting period and the effective date of appointment will not exceed five (5) working days. However, the Union and the University may agree to prolong this delay. 14.07 Training of each new employee is the responsibility of his/ her supervisor.