JOB POSTING & BIDDING. Notices of vacancies or new jobs created will be posted on the job posting bulletin boards for a period of three (3) working days during which employees shall have the opportunity to advance their status by filing an application for transfer to such jobs with the Human Resources Manager. If posted jobs are not filled in thirty (30) days, a one-day posting will be made before a new employee is hired. Work cells, once developed, will be initially staffed with active employees from the traditional job classifications that were merged by the given work cell. Job openings, within a given work cell, will not be posted until the staffing requirements within the work cell exceeds the available active employees that were merged from the traditional job classifications. The traditional job classification will be the basis for posting an available work cell position. The existing job posting and bidding rules, contained within this section, will govern the evaluation of any subsequent job vacancy or bid into a work cell. Requests for transfer will be considered in accordance to the employee’s seniority, qualifications, and curtailment of production, before any new employee is hired for such a job. Before the job is awarded to a bidder, the lay-off list will be referred to for qualified senior employees (See Article V., Section F.). If a laid off employee accepts the job, the job bid must be signed. If an employee on the lay-off list refuses the job, refer to Article V, Section F., #5. If there is reasonable doubt as to the employee’s qualifications, a reasonable trial period shall be granted. Should any employee disqualify themself during the five (5) day trial period, they shall have return rights to their previous job. Once the employee is accepted for the job, and once the employee completes the five (5) day trial period, he/she relinquishes the rights to the job he/she left. Any employee who fails to successfully hire or transfer into a new job will be placed on layoff status, with no bumping rights. Layoff status will be automatically invoked upon the issuance of the third infraction of a minor nature for failing to meet a reasonable measure of efficiency (Infraction of a Minor Nature #10). Employees who are disqualified in this manner will relinquish recall rights to any previously disqualified job, and all warnings on record will continue for the remainder of their terms once the employee returns from layoff. Employees interested in being considered for rough assembly should first bid into the rough assembly training classification. The horn slide training classification will be comprised of two (2) separate tiers; Trainee B - Grade 2, and Trainee A - Grade 5. Available positions will be posted as Trainee B - Grade 2. Existing employees who transfer into this classification will have the customary five (5) day trial period. Employees in Trainee B will be evaluated on a monthly basis, and transfer to Trainee A will only occur after the employee has reached a skill level equivalent to the established standards for horn slide assembly. Transfer from Trainee B to Trainee A must be accomplished within six (6) months, if not, Article V., Section J., would apply. Existing horn slide assemblers will retain their current classification, and employees within the Trainee A will be considered part of the horn slide assembly capacity. Under this program, the training classifications may not be considered a permanent position. Any employee within Trainee A can bid on Rough Assembly jobs within departments 35 and 38, and will not be required to complete one year of service. However, any subsequent transfer to rough assembly (either by bid or placement) will require employees to complete one year of service. Any subsequent job openings in rough assembly will be filled predominantly by employees from this training classification. This, however, is not intended to prevent any of the current rough assemblers from bidding into a new rough assembly opening. Providing no eligible bids are received from current rough assemblers, the Trainee A can bid with seniority
Appears in 1 contract
JOB POSTING & BIDDING. Notices of vacancies or new jobs created will be posted on the job posting bulletin boards for a period of three (3) working days during which employees shall have the opportunity to advance their status by filing an application for transfer to such jobs with the Human Resources Manager. If posted jobs are not filled in thirty (30) days, a one-day posting will be made before a new employee is hired. Work cells, once developed, will be initially staffed with active employees from the traditional job classifications that were merged by the given work cell. Job openings, within a given work cell, will not be posted until the staffing requirements within the work cell exceeds the available active employees that were merged from the traditional job classifications. The traditional job classification will be the basis for posting an available work cell position. The existing job posting and bidding rules, contained within this section, will govern the evaluation of any subsequent job vacancy or bid into a work cell. Requests for transfer will be considered in accordance to the employee’s seniority, qualifications, qualifications and curtailment of production, before any new employee is hired for such a job. Before the job is awarded to a bidder, the lay-off list will be referred to for qualified senior employees (See Article V., Section F.). If a laid off employee accepts the job, the job bid must be signed. If an employee on the lay-off list refuses the job, refer to Article V, Section F., #55 . If there is reasonable doubt as to the employee’s qualifications, a reasonable trial period shall be granted. Should any employee disqualify themself during the five (5) day trial period, they shall have return rights to their previous job. Once the employee is accepted for the job, and once the employee completes the five (5) day trial period, he/she relinquishes the rights to the job he/she left. Any employee who fails to successfully hire or transfer into a new job will be placed on layoff status, with no bumping rights. Layoff status will be automatically invoked upon the issuance of the third infraction of a minor nature for failing to meet a reasonable measure of efficiency (Infraction of a Minor Nature #10). Employees who are disqualified in this manner will relinquish recall rights to any previously disqualified job, and all warnings on record will continue for the remainder of their terms once the employee returns from layoff. Employees interested in being considered for rough assembly should first bid into the rough assembly training classification. The horn slide training classification will be comprised of two (2) separate tiers; Trainee B - Grade 2, and Trainee A - Grade 5. Available positions will be posted as Trainee B - Grade 2. Existing employees who transfer into this classification will have the customary five (5) day trial period. Employees in Trainee B will be evaluated on a monthly basis, and transfer to Trainee A will only occur after the employee has reached a skill level equivalent to the established standards for horn slide assembly. Transfer from Trainee B to Trainee A must be accomplished within six (6) months, if not, Article V., Section J., would apply. Existing horn slide assemblers will retain their current classification, and employees within the Trainee A will be considered part of the horn slide assembly capacity. Under this program, the training classifications may not be considered a permanent position. Any employee within Trainee A can bid on Rough Assembly jobs within departments 35 and 38, and will not be required to complete one year of service. However, any subsequent transfer to rough assembly (either by bid or placement) will require employees to complete one year of service. Any subsequent job openings in rough assembly will be filled predominantly by employees from this training classification. This, however, is not intended to prevent any of the current rough assemblers from bidding into a new rough assembly opening. Providing no eligible bids are received from current rough assemblers, the Trainee A can bid with seniorityseniority prevailing. If no eligible bids are received from Trainee A, then placement of a Trainee A will be done at the discretion of the company. Plantwide seniority rules will apply to layoff within this training classification (e.g. a senior Trainee A will remain over a xxxxxx xxxx slide assembler, or a junior Trainee A can be bumped by a senior rough assembler).
Appears in 1 contract
JOB POSTING & BIDDING. Notices of vacancies or new jobs created will be posted on the job posting bulletin boards for a period of three (3) working days during which employees shall have the opportunity to advance their status by filing an application for transfer to such jobs with the Human Resources Manager. If posted jobs are not filled in thirty (30) days, a one-day posting will be made before a new employee is hired. Work cells, once developed, will be initially staffed with active employees from the traditional job classifications that were merged by the given work cell. Job openings, within a given work cell, will not be posted until the staffing requirements within the work cell exceeds the available active employees that were merged from the traditional job classifications. The traditional job classification will be the basis for posting an available work cell position. The existing job posting and bidding rules, contained within this section, will govern the evaluation of any subsequent job vacancy or bid into a work cell. Requests for transfer will be considered in accordance to the employee’s seniority, qualifications, and curtailment of production, before any new employee is hired for such a job. Before the job is awarded to a bidder, the lay-off list will be referred to for qualified senior employees (See Article V., Section F.)employees. If a laid off employee accepts the job, the job bid must be signed. If an employee on the lay-off list refuses the job, refer to Article V, Section F., #55 page 12. If there is reasonable doubt as to the employee’s qualifications, a reasonable trial period shall be granted. Should any employee disqualify themself during the five (5) day trial period, they shall have return rights to their previous job. Once the employee is accepted for the job, and once the employee completes the five (5) day trial period, he/she relinquishes the rights to the job he/she left. Any employee who fails to successfully hire or transfer into a new job will be placed on layoff status, with no bumping rights. Layoff status will be automatically invoked upon the issuance of the third infraction of a minor nature for failing to meet a reasonable measure of efficiency (Infraction of a Minor Nature #10). Employees who are disqualified in this manner will relinquish recall rights to any previously disqualified job, and all warnings on record will continue for the remainder of their terms once the employee returns from layoff. Employees interested in being considered for rough assembly should first bid into the rough assembly training classification. The horn slide training classification will be comprised of two (2) separate tiers; Trainee B - Grade 2, and Trainee A - Grade 5. Available positions will be posted as Trainee B - Grade 2. Existing employees who transfer into this classification will have the customary five (5) day trial period. Employees in Trainee B will be evaluated on a monthly basis, and transfer to Trainee A will only occur after the employee has reached a skill level equivalent to the established standards for horn slide assembly. Transfer from Trainee B to Trainee A must be accomplished within six (6) months, if not, Article V., Section J., Page 13 would apply. Existing horn slide assemblers will retain their current classification, and employees within the Trainee A will be considered part of the horn slide assembly capacity. Under this program, the training classifications may not be considered a permanent position. Any employee within Trainee A can bid on Rough Assembly jobs within departments 35 and 38, and will not be required to complete one year of service. However, any subsequent transfer to rough assembly (either by bid or placement) will require employees to complete one year of service. Any subsequent job openings in rough assembly will be filled predominantly by employees from this training classification. This, however, is not intended to prevent any of the current rough assemblers from bidding into a new rough assembly opening. Providing no eligible bids are received from current rough assemblers, the Trainee A can bid with seniority prevailing. If no eligible bids are received from Trainee A, then placement of a Trainee A will be done at the discretion of the company. Plantwide seniority rules will apply to layoff within this training classification (e.g. a senior Trainee A will remain over a xxxxxx xxxx slide assembler, or a junior Trainee A can be bumped by a senior rough assembler). An employee transferred from one department to another shall immediately be credited with his/her total seniority in the new department. The most senior employee may exercise shift preference from one shift to another, within a job classification, within a department, provided a vacancy exists. The company reserves the right to temporarily postpone shift preference, to a maximum of one (1) year, within classifications that require extended training or supervision (specifically 5A41 – Polisher, 5A42 – Buffer, and 5A35 – Color Buffer). All transfer requests shall be answered if rejected for seniority, qualifications, or curtailment of production. In the application of this provision, requests for transfer to another job, in the department wherein the vacancies occur or the new job is created, shall be considered before any such requests made by employees from other departments.
Appears in 1 contract
Samples: Collective Bargaining Agreement (Steinway Musical Instruments Inc)
JOB POSTING & BIDDING. Notices of vacancies or new jobs created will be posted on the job posting bulletin boards for a period of three (3) working days during which employees shall have the opportunity to advance their status by filing an application for transfer to such jobs with the Human Resources Manager. If posted jobs are not filled in thirty (30) days, a one-day posting will be made before a new employee is hired. Work cells, once developed, will be initially staffed with active employees from the traditional job classifications that were merged by the given work cell. Job openings, within a given work cell, will not be posted until the staffing requirements within the work cell exceeds the available active employees that were merged from the traditional job classifications. The traditional job classification will be the basis for posting an available work cell position. The existing job posting and bidding rules, contained within this section, will govern the evaluation of any subsequent job vacancy or bid into a work cell. Requests for transfer will be considered in accordance to the employee’s seniority, qualifications, qualifications and curtailment of production, before any new employee is hired for such a job. Before the job is awarded to a bidder, the lay-off list will be referred to for qualified senior employees (See Article V., Section F.). If a laid off employee accepts the job, the job bid must be signed. If an employee on the lay-off list refuses the job, refer to Article V, Section F., #55 . If there is reasonable doubt as to the employee’s qualifications, a reasonable trial period shall be granted. Should any employee disqualify themself during the five (5) day trial period, they shall have return rights to their previous job. Once the employee is accepted for the job, and once the employee completes the five (5) day trial period, he/she relinquishes the rights to the job he/she left. Any employee who fails to successfully hire or transfer into a new job will be placed on layoff status, with no bumping rights. Layoff status will be automatically invoked upon the issuance of the third infraction of a minor nature for failing to meet a reasonable measure of efficiency (Infraction of a Minor Nature #10)8). Employees who are disqualified in this manner will relinquish recall rights to any previously disqualified job, and all warnings on record will continue for the remainder of their terms once the employee returns from layoff. Employees interested in being considered for rough assembly should first bid into the rough assembly training classification. The horn slide training classification will be comprised of two (2) separate tiers; Trainee B - Grade 2, and Trainee A - Grade 5. Available positions will be posted as Trainee B - Grade 2. Existing employees who transfer into this classification will have the customary five (5) day trial period. Employees in Trainee B will be evaluated on a monthly basis, and transfer to Trainee A Rough Assembler will only occur after the employee has reached a skill level equivalent to the established standards for horn slide assembly. Transfer from Trainee B to Trainee A must be accomplished within six (6) months, if not, Article V., Section J., would apply. Existing horn slide assemblers will retain their current classification, and employees within the Trainee A will be considered part of the horn slide assembly capacity. Under this program, the training classifications may not be considered a permanent position. Any employee within Trainee A can bid on Rough Assembly jobs within departments 35 and 38, and will not be required to complete one year of service. However, any subsequent transfer to rough assembly (either by bid or placement) will require employees to complete one year of service. Any subsequent job openings in rough assembly will be filled predominantly by employees from this training classification. This, however, is not intended to prevent any of the current rough assemblers from bidding into a new rough assembly opening. Providing no eligible bids are received from current rough assemblers, the Trainee A can bid with seniority prevailing. If no eligible bids are received from Trainee A, then placement of a Trainee A will be done at the discretion of the Company. Plantwide seniority rules will apply to layoff within this training classification (e.g. a senior Trainee A will remain over a xxxxxx xxxx slide assembler, or a junior Trainee A can be bumped by a senior rough assembler). An employee transferred from one department to another shall immediately be credited with his/her total seniority in the new department. For all job transfers or job moves (other than a temporary transfer initiated by the Company) the employee will be paid the appropriate rate of the job that the employee is transferring to moving to. The most senior employee may exercise shift preference from one shift to another, within a work cell, within a job classification, within a department, provided a vacancy exists. The Company reserves the right to temporarily postpone shift preference, to a maximum of one (1) year, within classifications that require extended training or supervision (specifically 5A41 — Polisher, 5A42 — Buffer, and 5A35 — Color Buffer). All transfer requests shall be answered if rejected for seniority, qualifications, or curtailment of production. In the application of this provision, requests for transfer to another job, in the department wherein the vacancies occur or the new job is created, shall be considered before any such requests made by employees from other departments. Once an employee accepts a transfer, or once an employee disqualifies themself during a trial period and returns to their previous job, that employee will not be allowed to submit another request for transfer for for a period of six (6) months. This applies to intra-departmental, as well as inter-departmental transfers. Requests for transfers submitted by employees in Labor Grades 1 and 2, with less than one (1) year seniority or probationary employees, will be considered and possibly accepted, providing that an employee with one (1) year or more seniority did not bid the job. Employees in Labor Grades 3 and above with less than one (1) year seniority shall not be entitled to place transfer requests. It is understood that requests for transfer will be considered on an individual basis, taking in account all the factors presented at the time the request for transfer is submitted. When an abnormal condition exists that may result in the curtailing of production in other parts of the Plant, Management reserves the right to hire experienced individuals in preference to present employees who do not have previous experience. Union and the bidders will be notified within five (5) working days of the final posting date.
Appears in 1 contract
Samples: Collective Bargaining Agreement (Steinway Musical Instruments Inc)
