Selection to Vacancies. After the end of this freeze period all positions which remain unfilled and any new vacancies which arise shall be posted under Article 10. Applications from employees who are to be laid off shall be given fair and objective consideration for vacancies during the period before the layoff occurs in the event that the vacancy is not filled pursuant to the Article 10 process. Employees who, prior to being laid off, applied for vacancies continue to be entitled to fair and objective consideration for those vacancies after lay-off. If selected to a vacancy posted prior to the date of layoff, the employee is eligible for moving expenses under Article 11. Among successful applicants seniority shall govern selection where all other factors are relatively equal.
Selection to Vacancies. Between the end of the seven (7) day cash out window and freeze date and after the end of the freeze period all positions which remain unfilled and any new vacancies which arise shall be posted under Article 10. During the period after the end of the seven (7) day cash out window and before freeze date and after freeze date but before announcement of results, priority consideration for vacancies which represent a lateral or demotion will be given to surplus employees and to those employees who are in an equal classification (to the over-complement employee) in the location. After announcement of results and before layoff occurs applications from employees who are to be laid off shall be given fair and objective consideration for vacancies. Employees who, prior to being laid off, applied for vacancies continue to be entitled to fair and objective consideration for those vacancies after layoff. If selected to a vacancy posted prior to the date of layoff, the employee is eligible for moving expenses under Article
Selection to Vacancies. 10.1.1 No person shall be appointed to a vacancy in the PWU jurisdiction until all qualified PWU represented applicants have been selected. Non-represented employees may be appointed to positions within the PWU’s jurisdiction but will only be able to use that portion of their service which was acquired while a member of the PWU.
Selection to Vacancies. After the end of this freeze period all positions which remain unfilled and any new vacancies which arise shall be posted under Article Applications from employees who are to be laid off shall be given fair and objective consideration for vacancies during the period before the layoff occurs in the event that the vacancy is not filled pursuant to the Article process. Employees who, prior to being laid off, applied for vacancies continue to be entitled to fair and objective consideration for those vacancies after lay-off. If selected to a vacancy posted prior to the date of layoff, the employee is eligible for moving expenses under Article Among successful applicants seniority shall govern selection where all other factors are relatively equal. No person outside the Union's jurisdiction will be selected to a vacancy commencing with the issuance of the notice of pursuant to until: All qualified members are selected, includes persons on the recall list, and, All applicants entitled to fair and objective consideration are selected pursuant to Recall Laid off employees who do not receive severance payments shall have recall rights. Employees who are laid off will be entitled to recall to classifications in their for a period of three (3) years from the date of layoff. Recall lists will be maintained province wide. If a person is recalled within one year of the date was laid off, entitlement to vacation credit, seniority, and sick leave credits shall be the same entitlement as on the day of termination less any vacation allowance received at termination. If a person is recalled during the second or third year after layoff, shall be treated as a new employee for all purposes. Service credit will be restored in accordance with Part A. Reinstatement in the pension plan shall be in accordance with the pension regulations. A person who is recalled shall be personally contacted by the Company where possible. Failing this contact, a recall notice shall be forwarded by registered mail addressed to the last known address that has recorded with Human Resources Manager. They shall be obliged to advise supervisor of the intention to return to work within five (5) working days and shall be available for work within ten working days after receipt of the recall notice.
Selection to Vacancies. After the end of this freeze period all positions which remain unfilled and any new vacancies which arise shall be posted under Article 10. Applications from employees who are to be laid off shall be given fair and objective consideration for vacancies during the period before the layoff occurs in the event that the vacancy is not filled pursuant to the Article 10 process. Employees who, prior to being laid off, applied for vacancies continue to be entitled to fair and objective consideration for those vacancies after lay-off. Among successful applicants seniority shall govern selection where all other factors are relatively equal.
Selection to Vacancies. Between the end of the seven (7) day cash out window and freeze date and after the end of the freeze period all positions wh ich remain unfilled and any new vacancies which arise shall be posted under Article 10. During the period after the end of the seven (7) day cash out window and before fr eeze date and after freeze date but before announcement of results, priority consider ation for vacancies which represent a lateral or demotion will be given to surplus employ ees and to those employees who are in an equal classification (to the over-compl ement employee) in the location. After announcement of results and before layoff occurs applications from employees who are to be laid off shall be give n fair and objective consideration for vacancies. Employees who, prior to being laid off, applied for xxxx ncies continue to be entitled to fair and objective consideration for those vacancies afte r layoff. If selected to a vacancy posted prior to the date of layoff, the employee is eligible for moving expenses under Article
Selection to Vacancies. Post and Transfer - General All regular full-time positions within or one level above the Union's jurisdiction will be advertised when they become vacant. Selection to be made or the vacancy cancelled within four months after the posting date of the advertisement. Transfers of successful applicants to be made or rate for the new position paid 60 days from the date of selection for the position. One copy of the compiled list of applicants for all advertised vacancies will be forwarded to the Principal Xxxxxxx.
Selection to Vacancies. All vacancies requiring to be filled shall be posted within forty-five (45) days and shall be posted internal to and at each plant for a minimum period of fourteen (14) calendar days. This may be waived or shortened with the Principal Xxxxxxx’x agreement. The job will be posted in a manner that is consistent with the job description for the position. Any internal applicant will be selected within ninety (90) days from the date the job is posted. In making selections or promotions to vacant positions coming within the jurisdiction of the Union, the Company will consider the required knowledge, ability and proficiency of the applicant. Where two (2) or more employees are equally qualified for the position, the senior employee will be selected. Management may elect to advertise positions externally at the same time as they are posted internally. If qualified internal applicants have not come forward as a result of a posting, the vacant position may be filled by an external candidate. The Company will reimburse employees for reasonable expenses incurred as per the terms of the Company’s Relocation Program as a result of relocation to another plant.
Selection to Vacancies. Vacancies No person shall be appointed to a vacancy in the Local jurisdiction until all qualified Local representedapplicants have been selected. Temporary employees will have priority selection over external applicants when applying to vacancy opportunities. Non-representedemployees may be appointed to positions within the jurisdiction but will only be able to use that portion of their service which was acquired while a member of the If an employee is appointedto a vacancy within the Local jurisdiction from a bargaining unit which restricts seniority in the Company to its own membership, seniority will be limited to service within the Local bargaining unit. Infilling vacancies within the bargaining unit, the Company take into consideration whether the vacant position is supervisory or non-supervisory. The following will apply:
Selection to Vacancies. All regular positions, including those within one level above the Union’s jurisdiction, will be advertised within the bargaining unit when they become vacant. All vacancies shall be posted in a timely fashion and shall be posted internal to the bargaining unit prior to external posting, for a minimum period of two weeks, this may be waived or shortened with the Principal’s Xxxxxxx’x agreement. Selection will be made to a vacancy within four months of the date the job is posted. For vacancies, first consideration will be given to regular employees who satisfactorily meet the performance requirements of their present position, meet the minimum qualifications and have the ability to perform the work of the posted position. In the event that qualification and ability to perform the work are relatively equal, seniority in the bargaining unit shall govern selections. Qualified temporary employees will be given fair and objective consideration for vacancies after regular employees and before external applicants.
