Non-Permanent Positions Sample Clauses
Non-Permanent Positions. 1. The Employer may make classified non-permanent appointments to fill in for the absence of a permanent employee, during a workload peak, or while recruitment is being conducted. Non-permanent appointments will not exceed eighteen (18) months. A non- permanent appointee must have the skills and abilities required for the position and will be assigned to an official Washington State Human Resources job classification and paid on the General Service Salary Schedule. The Employer is not required to use a competitive process before making a non-permanent appointment.
2. A permanent employee who accepts a non-permanent appointment within their college will have the right to return to their position in the college or to a position in the permanent classification they left at the completion of the non-permanent appointment, provided, the employee has not left the original non-permanent appointment, or unless the original supervisor agrees otherwise.
3. The Employer may convert a non-permanent appointment into a permanent appointment if the Employer used a competitive process to fill the non-permanent appointment. In such circumstances the employee will serve a probationary or trial service period. Time spent in a non-permanent appointment will count towards the probationary or trial service period.
4. The Employer may end a non-permanent appointment at any time with one (1) working days notice to the employee.
5. The separation of a non-permanent employee will not be subject to the grievance procedure in Article 30.
Non-Permanent Positions. Whenever a vacancy in a non-permanent position occurs (i.e., the position has definite starting date and a definite ending date) the filling of said vacancy shall occur in the same manner as the filling of a vacancy in a permanent position except that the posting will also specify the ending date. The layoff provisions of the Agreement will not apply to Members who are hired to fill a non-permanent position.
Non-Permanent Positions. 1. The Employer may make classified non-permanent appointments to fill in for the absence of a permanent employee, during a workload peak, while recruitment is being conducted or when the nature of the work is sporadic and does not fit a particular pattern. Non-permanent appointments will not exceed eighteen (18) months. A non-permanent appointee must have the skills and abilities required for the position and will be assigned to an official Washington State Human Resources job classification and paid on the General Service Salary Schedule. The Employer may choose to fill the position with a competitive process or by appointment.
2. A permanent employee who accepts a non-permanent appointment within their college will have the right to return to their position in the college or to a position in the permanent classification they left at the completion of the non-permanent appointment, provided, the employee has not left the original non-permanent appointment, or unless the original supervisor agrees otherwise.
3. The Employer may convert a non-permanent appointment into a permanent appointment if the Employer used a competitive process to fill the non- permanent appointment. In such circumstances the employee will serve a probationary or trial service period upon conversion.
4. The Employer may end a non-permanent appointment at any time with one
(1) working day’s notice to the employee.
5. The separation of a non-permanent employee will not be subject to the grievance procedure in Article 30.
Non-Permanent Positions. 19.5.1. The parties recognise that the nature of the Company’s business may require a flexible workforce to accommodate fluctuating, and often unscheduled, supply requirements of the customer. Therefore, the parties accept that the Company may engage non-permanent labour to supplement its core permanent workforce.
19.5.2. Non-permanent positions include employees engaged on a casual, external labour hire, independent contracting or fixed term basis.
19.5.3. Nothing in this clause is intended by the parties to restrict the engagement of independent contractors or any requirements relating to the conditions of their engagement in contravention of Chapter 2, Part 8, Division 7.1, regulation 8.5(I)(h) of the Regulations pursuant to the Workplace Relations Act 1996.
Non-Permanent Positions. 1. The Employer may make classified non-permanent appointments to fill in for the absence of a permanent employee, during a workload peak, or while recruitment is being conducted or when the nature of the work is sporadic and does not fit a particular pattern. Non- permanent appointments will not exceed eighteen (18) months. A non-permanent appointee must have the skills and abilities required for the position and will be assigned to an official Washington State Human Resources job classification and paid on the General Service Salary Schedule. The Employer may choose to fill the position with a competitive process or by appointment. is not required to use a competitive process before making a non-permanent appointment.
2. A permanent employee who accepts a non-permanent appointment within their college will have the right to return to their position in the college or to a position in the permanent classification they left at the completion of the non-permanent appointment, provided, the employee has not left the original non-permanent appointment, or unless the original supervisor agrees otherwise.
3. The Employer may convert a non-permanent appointment into a permanent appointment if the Employer used a competitive process to fill the non-permanent appointment. In such circumstances the employee will serve a probationary or trial service period upon conversion. Time spent in a non-permanent appointment will count towards the probationary or trial service period.
4. The Employer may end a non-permanent appointment at any time with one (1) working day’s notice to the employee.
5. The separation of a non-permanent employee will not be subject to the grievance procedure in Article 30.